2 ), 89 – 103 W r i t i n g

2 ), 89 – 103 W r i t i n g

Film Analysis: Organizational Transformation

Today’s organizations must remain competitive due to global economic challenges and other major current events. To do so, they must be willing to transform to meet changing needs. In order to transform, organizations often benefit from scholarly and professional advice from organizational change consultants who are well-versed in transformation strategies and practices.

In this Discussion, you examine organizational transformation in relation to the change process through the analysis of a film.

To prepare:

  • Review this week’s Learning Resources. Consider how the change process might impact an organization.
  • Review one of the following films, or obtain prior approval from your Instructor to review a different movie. Each of these films is available online to either stream or rent for a small price. All the films deal mainly with organizational transformation.
    • Made in Dagenham (2010)
    • Moneyball (2011)
    • New in Town (2009)
    • The Social Network (2010)
    • The Devil Wears Prada (2006)
    • The Big Short (2015)
    • Wall Street (1987)
  • Consider the organizational systems and environmental forces involved and the impact change has on the organization in the film.

By Day 3

Post a response to the following:

Describe how issues in the film relate to what you have learned in this course.

  • As OD practitioner, how would you use appreciative inquiry to address the issues observed in the film?
  • How would you assess the emotional intelligence of the key characters?
  • How might you use Killman’s conflict management style to mitigate the conflict in the film you viewed?

Required Readings

Côté, S. (2014). Emotional intelligence in organizations. Annual Review of Organizational Psychology and Organizational Behavior, 1, 459–488. https://doi.org/10.1146/annurev-orgpsych-031413-09…

Hultman, K., & Hultman, J. (2018). Self and identity: Hidden factors in resistance to organizational change. Organization Development Journal, 36(1), 13–29.

Trippe, B., & Baumoel, D. (2015). Beyond the Thomas–Kilmann model: Into extreme conflict. Negotiation Journal, 31(2), 89–103. https://doi.org/10.1111/nejo.12084

van der Vaart, W. (2016). How has appreciative inquiry lived up to its promises? What will the future of appreciative inquiry look like? AI Practitioner, 18(1), 5–9. https://dx.doi.org/10.12781/978-1-907549-26-7-1

Document: Mastermind Group Overview

Required Media

Collaborative Growth. (2010, January 28). Marcia Hughes discusses emotional intelligence in conflict resolution [Video file]. Retrieved from
Note: The approximate length of this media piece is 7 minutes.

Gaining Traction. (2015, March 30). What is a mastermind group? [Video file] Retrieved from
Note: The approximate length of this media piece is 2 minutes.

Kelm, J. (2011, October 4). What is appreciative inquiry.mov [Video file]. Retrieved from
Appreciative Living. (2011, October 4). What is Appreciative Inquiry.mov [Video file]. Retrieved from . Used with permission of Appreciative Living.
Note: The approximate length of this media piece is 10 minutes.

Kilmann Diagnostics. (2014, July 7). TKI whiteboard animation [Video file]. Retrieved from
Note: The approximate length of this media piece is 3 minutes.

The Drucker School. (2011, September 1). Appreciative inquiry: A conversation with David Cooperrider [Video file]. Retrieved from
Note: The approximate length of this media piece is 4 minutes.

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