Organizational Change and Development - Coursework Example

Reflection on Organizational Change and Development Name: Course: Institution: Date: Reflection on Organizational Change and Development This reflection journal aims at providing an objective description of organizational change management and addressing matters arising from the topic in relation to the theories and other elements learnt throughout the course with regard to leading and managing organizational change. Individual learning The unit was essential in the acquisition of knowledge on management of change through various organizational theoretical approaches. Through group discussion and individual initiative such as studying in the library, it was easier to grasp the basic concepts that define organizational change and the essence of change with regard to effective organizational management. Lecture assisted learning and group sessions were the most beneficial learning approaches throughout the unit. This is because, through lecturer assisted interventions it was possible to engage the lecturer in an interactive session that allowed for sharing of ideas an insights on organizational management from a theoretical and practical approach. In addition, the experience of the lecture in matters of theoretical analysis was an essential asset with regard to the promotion of the learning objectives. Group work was also beneficial as a learning approach because it provided a platform of interaction and sharing of experiences and ideas on concepts that define organizational change and development. Individual learning was the least beneficial approach because it did not provide a platform for elaboration of ideas and sharing of experiences. Instead, all the knowledge was to be acquired from books and journals within the library and this was a relatively tedious approach. Enquiry Based Learning (EBL) EBL was essential in the development of an understanding on organizational change and development because it provided a learning environment driven by an enquiry process formulated by student (Anderson 2012). At the initial stages, the involvement of the lecturer was essential because it provided a technique through which to identify the underlying issues and questions regarding organizational change and development. This was followed by an examination of the resources necessary for the completion of different tasks. This helped in the acquisition of requisite knowledge. The knowledge gained through this process was so retained considering that it was acquired through experience in relation to the existing problem. The EBL approach to learning facilitated the development of essential skills such as techniques of creating knowledge, lifelong learning, and leadership, which are essential in future working environment. These included asking important questions, directing change developing knowledge and solving problems. EBL was also an essential approach in the development of employability skills in students. This is because through group interactions it was easier to enhance the development of effective communication skills vital for employability. EBL was essential in enhancing learning due to its broad spectrum of application. Problem based learning for instance provided an engaging approach to the subject of organizational change and development (Anderson 2012). This helped in the acquisition of skills necessary in the formulation of individual research topics and questions followed by a conversion of the resulting findings into useful knowledge for future analysis. Upon the development of essential research topic and questions, the EBL approach to learning facilitated the development of techniques that enhance small investigations on projects and research that enhance learning beyond that which was taught in class (Burke 2010). For instance, throughout the unit it was possible for students to endanger in learning initiatives that expanded knowledge on what was learnt in class. This enhanced the ability of students to develop a deeper understanding of the subject matter. In addition, it was also essential in the development of knowledge and leadership skills necessary for finding solution to problems in the real world. Describe, interpret, evaluate, and plan (DIEP) intentions were beneficial in enhancing group and individual EBL performance because it provided a platform for brainstorming during group meetings. Through brainstorming, it became easier for group members to allocate resources and responsibilities with regard to the completion of the group written report. In addition, it also enhanced individual EBL performance because upon allocation of responsibilities individual had to plan on how to execute these responsibilities in a timely and effective manner to minimize the possibility of individual and group failure (Burke 2010). DIEP intentions also enhanced communication between group members because through effective allocation of responsibilities, according to the capabilities and willingness of individual members, the group was able to minimize instances of role confusion and complacency (Anderson 2012). This led to the development of a student-centered approach to learning with emphasis on group work, effective use of web, library, and available information resources for the completion of tasks. MOC Theory The learning experience throughout the unit provided essential information necessary in management of change in the future. As a future manager, change management is essential in organizational development and in management of emotions (Englund et al 2013). The role of a manager is to learn the distinguishing features between change and resistance. This is an essential approach for a company to address transitional effects of change with regard to the potential psychological effects on the workforce. This process can be followed by a situational understanding of change, which occurs without involving the effect of change on the employees as a way of helping the employees to let go of the past situation and embrace novel approaches to organizational management and operations (Englund et al 2013). The management of emotions is considered as the only technique through which the management can ensure that employees embrace change for the success of the company in future. Successful organizational change depends on the ability of the management to provide the employees with some sense of direction during the change process (Englund et al 2013). Kanter’s theory of executing organizational change would be one of the most essential techniques of change management that I would incorporate as a future manager. The effectiveness of this approach to organizational change and development is that it requires an analysis of organizational need for change and the development of an implementation plan before commencing the change process (Van et al 2012). When assessing organizational need for change it will be important to consider the satisfaction off employees through the d development of effective communication approaches (Spagnoletti 2013). Through communication, the management will ensure that employees are informed of the strategic plans of the organization. Furthermore, the employees will develop some feeling of satisfaction considering that are perceived as part of the solutions to organizational problems (Spagnoletti 2013). As a future manager, the management of change will require embracing technology as an essential component of organizational development. This is because technology enables automation of organizational operations hence improving the effectiveness and efficiency of the organization with regard to the delivery of services and products in accordance with organizational goals and objectives (Burke et al 2009). The integration of change as an element of organizational development will also enhance the ability of the organization to establish a competitive advantage in the market hence improving on brand image, sales, and the profit margins. As a future manger, the process of change management will be developed in accordance with existing organizational culture. This is because organizational culture defines the underlying values of the organization (Belasen 2000). These values define relationship between different entities that form the organization. This means that it will be the responsbility of the management to consider the development of change initiatives. These must be initiatives that enhance organizational culture but and improve on the ability of employees to embrace culture as an essential organizational development tool. One way of enhancing organizational culture through change management is by involving the employees form the initiation to the implementation of change (Belasen 2000). References Anderson, DL 2012, Organization Development: The Process of Leading Organizational Change. Thousand Oaks, Calif: Sage Publications. Belasen, AT 2000, Leading the Learning Organization: Communication and Competencies for Managing Change. Albany, N.Y: State University of New York Press. Burke, WW 2010, Organization Change: Theory and Practice. Thousand Oaks: SAGE Publications Burke, W, Dale G and Jill, WP 2009, Organization Change: A Comprehensive Reader. San Francisco: Jossey-Bass, 2009. Print. Cummings, T & Worley, C 2014, Organization Development, and Change. London [u.a.: Business Press Thomas Learning Englund, RL, Robert JG, and Dinsmore, P 2013, Creating the Project Office: A Manager's Guide to Leading Organizational Change. San Francisco, CA: Jossey-Bass. Spagnoletti, P 2013, Organizational Change and Information Systems: Working and Living Together in New Ways. Berlin: Springer Van, TD, Moseley, J & Dessinger, J 2012, Improvement: Optimizing Results through People, Process, and Organizations. Pfeiffer; third edition. ISBN: 978-1-118-02524-6 Read More