Critical Reflective Video Online Tutoring

 (Write a script and video yourself – 8 minutes maximum)

Important: The script will need to reflect critically on your own skills, attributes and knowledge of managing change and innovation. Discuss how you would do things differently in the future. The script should have an

  • Introduction
  • Body
  • Conclusion
  • Referencing & Bibliography – On the cover page you submit with the link to the video.

Its is not an essay but a specific explanation or write up covering the above sl.no 1-5.The introduction AND conclusion to be 3-4 sentences and more of main body part.no citation are required in the main body part. just the referencing and I will supply you with the eBook and u can include few journals as well in the referencing. Script should have words count that can last for 8-9 minutes when we speak and video.(estimate and write -word count)

  • Due Date: 

Due date: Sunday 10th of May 23:59 pm

  • Weighting Percentage: 

30%

  • Addresses learning outcome(s):
    • On successful completion of this unit, students will be able to: 1. Critically evaluate a range of theories and practices of strategic and change management;
    • Demonstrate ambidextrous applicability of organizational change practices in different circumstances, environments and contexts;
    • Apply models of change to a range of complex and challenging contexts, inherent in planning and managing organizational change;
    • Appraise the nature of creativity and innovation and how to design and implement it for positive change;
    • Explore modern forms of power and resistance which impact on implementation of strategic change practices; and
  • Related graduate attribute(s):
    • UC graduates are professional – use creativity, critical thinking, analysis and research skills to solve theoretical and real-world problems
    • UC graduates are lifelong learners – be self-aware

 

Critical Reflective Video

Write a script and video yourself – 10 minutes maximum – save it on your own YouTube Channel. Save it as unpublished and send the link in a cover page. Alternatively, you can upload the video to the Video upload assessment drop box (New to canvas in 2020).

The video will need to reflect critically on your own skills, attributes and knowledge of managing change and innovation. Discuss how you would do things differently in the future. The video should have an

  • Introduction
  • Body
  • Conclusion
  • Referencing & Bibliography – On the cover page you submit with the link to the video.

 

Submission

Online submission only in the Canvas site

Extension process is in the personal service section on the Canvas site. Please read and follow the instructions.

See further details and marking rubric on Canvas

 

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Solution

Introduction

The learning of any module is usually measured by conducting an exam. An exam allows for capturing the learning in a format that can be easily understood. However, the exam is an application of learning and therefore there is a need to understand the learning as well. For this purpose, a reflection statement (done through video in this case) is an appropriate strategy. This video shows my learnings regarding strategy and change management.

Learnings

Throughout this unit, I have learnt that today’s organizations exist in a rapidly changing environment. As a result, the organizations are undergoing a rapid change to achieve their preferred strategic state. Traditionally, five main stages of development are considered to exist for an organization: existence, survival, success, take-off and resource maturity. However, there is a need to understand that the stages can have different durations for different organizations depending on several factors including the external environment. Some of the changes in the external environment that impact the stage of an organization include changing competitors skills, changes in the community, changes in customer needs, international trade, and government regulations.

I have realized that an organization has to make touch strategic decision to develop internal possibilities to counter against challenges due to the external environment. However, considering the fact that changes are rapid, no preferred state can remain preferred for a long period. In order to remain competitive, an organization needs to take advantage of any change. The first step in this direction is to establish a strategic plan. I realized that while an organization can have a strategic plan, however implementing the plan successfully is another key challenge as it involves the implementation of goals, management of resources, and evaluation and control of organization performance. Thus, implementation of a strategic plan is tough as it requires an alignment of all organizational resources. In addition to the above hard factors of change management, there are several soft factors of change management including motivation, leadership, and culture. However, these factors have no direct visible influence on the outcomes of the change program. The underlying reason of lack of visibility of direct influence is that the impact of these soft factors cannot be managed reliably.

I also realized that one of the biggest barriers to implementing any change in an organization is the resistance shown by employees and therefore they may need to be convinced and also to adapt as per the changes. During any change implementation, the organization must ensure that organizational structure and control systems are flexible and should be the main drivers of any change in an organization. The rationale behind the importance of the above factors is that while a manager may plan changes at the strategic level, its successful implementation can be done only via organizational structure and processes. Therefore, an organization must strengthen its resources and capabilities.

In order to overcome any barrier to change management, the management has three basic tools: mission and strategy, organizational structure, and human resources management. As part of mission and strategy, an organization defines its purpose and goal and develops relevant action strategies. Organizational structure refers to how information and tasks flow in an organization. Human resource management refers to training programs that are aimed at performance assessment, training employees, and setting financial and non-financial rewards for the employees.

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I have also learnt that that the alignment of resources need to be done based on the change- in case the change to be undertaken is at a transaction level, then there is no need to make a significant modification to the organization. However, if the change is transformational, there would be a need to allocate significant resources. While an organization may set up the systems and processes, there is also a need to ensure that there is no resistance by the employees. Thus, the management of an organization must implement all methods (including education, communication, and training). The objective of all the methods should be to communicate that the change is good for everyone. The reason why there is a difference of opinion on the most suitable strategy is that any change is viewed by different employees differently, and as a result focus is on different success factors. Since different employees want different approaches to change management, it increases the overall turmoil associated with any change.

Conclusion

I have learnt that there is no fixed formula for managing a change in a real-life organization as there are different organization factors and situations that determine the appropriate course of action. I hope to carry this lesson with me and I hope that I can practically apply this lesson in my later career. I would try to ensure that I utilize these learning not only when I am in a leadership role, but also as a subordinate so that I can the organization leaders to drive change management.

 

References & Bibliography

Arimavičiūtė, M., Raišienė, A.G. (2015). Model for management of strategic changes and its application in municipalities of Lithuania.  Journal of International Studies. 8(3): 79-90.

Edmonds, J. (2011). Managing a successful change. Industrial and Commercial Training. 43(6): 349-353.

Sirkin, H. L., Keenan, P. & Jackson, A. (2005). The Hard Side of Management. Harvard Business Review. October 2005 Issue.

Westover, J. H. (2010). Managing organizational change: Change agent strategies and techniques to successfully managing the dynamics of stability and change in organizations. The International Journal of Management and Innovation. 2(1): 45-5

 

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