Running head: REFLECTION PAPER 1 Reflection Journal Student Name University Name May 8, 2016 REFLECTION PAPER 2 Reflection Paper Week 1 (January 19-25 ) Time go so fast, I cann't believe myslfe that I have been here, Hawaii for fure years for my education and learn other culture like American culture. This is going to be my last semester in HPU ( Hawai'I Pacific University) afetr I spent two and half years in HPU for my graduate program in HR (Human Resource Management). I took one class with Dr. Rossi last semester in OC 6445 (organization and development) because of requientment. That was my first class for organization class. I decided to take his class again in OC 644 (Change leadership Methods and Model) because I like to learn more about leadsership and change hope someday I can take whatever I learn from this class to adapt or adjust to my business when I go back to my home tonw couuntry, Thailand. Even thught I was strunggling with my case study that made me crezy but I still like this class. I like to learn more about leadsership and hope someday I can take whatever I learn from this class to adapt or adjust to my own business when I go back to my home tonw couuntry, Thailand. Not much to do for the first week, just like genaeral talking, see course syllybus what we have to do in each week. Dr.Rossi always tells us that his class no need take a test for midterm eaxm or test like multile choice. He said he wants stdent to take home with \" What did we learnd about today?\" Dr. Rossi he very organizaed his class, he gos step by step, and he plane ahead what to teahc and what to do by following the course syllybuss excautly what to do in each week. On my refection paper I will focuss on what did we learn form the class and what did we take home. Most of the time we take a note form the power point that Dr. Rossi very organizae to provide his stuff. For the first week,we started with \" what is organize cnage and residence to change\" and the 8-steps process for leanding change to transforming your organization by Kotter John REFLECTION PAPER 3 that I will give some more detail on week 4. We will see that change is measured by tis ompact on all who are conneced to it. Of course some people exctied to change about the change that porbable come from the compittiton of a project but most of people they don't like change. Why? They might don't like change because they afraid that change migh requeir more work for them, they have to learn new processes, systems, and new way of doing things, and people afraid to lose their job or have new boss. But, when we look the benefit of change we will see that change is an opportunity. To point out of channge, I think it will be challengig job for the leadership how to take this opportunity to show the the talence and vision how they can hanlde the situation and move forword. As a manger, I think they must illustrate to their employees the benefit of change so that they, holpefully, develop an excited and positive attitude. He must piont out that how change bring with new ideas and opportunities as well as the change to shine as an impotant part of theire organization. REFLECTION PAPER 4 Week 2 ( January 26-February 1 ) In this week I will discuss the \"system\" and its types. In this article necessary to organize change. In this article, you know will about the \"learning organization.\" In this diagnosis for organization discuss. The process of diagnosis also defines here. System A system is an arrangement of detailed strategies, systems, and schedules made to complete a particular movement, perform an obligation, or take care of an issue. Systems orchestrate progressively, so every framework is a super framework for structures contained inside it and a subsystem for frames providing it. A sorted out, an intentional structure that comprises of interrelated and associated components segments, substances, variables, individuals, parts and so on. These components ceaselessly impact each other to keep up their action and the presence of the framework, with a specific end goal to accomplish the objective of the framework. Learning organization Learning organizations are not just the chicest or current administration pattern, they can give workplaces that are interested in innovative thought, and grasp the idea that answers for continuous business related issues are accessible inside every last one of us. Learning organizations make a society that energizes and backings ceaseless worker learning, essential considering, and hazard bringing with new thoughts. It permits oversights and quality representative commitments. It gains for a fact and trial and spread the new information all through the association for fuse into everyday exercises. Adaptive learning happens when a crisscross amongst activity and result adjust without changing the hidden estimations of the framework that empowered befuddle. REFLECTION PAPER 5 Diagnosis Diagnosis is a cooperative procedure between hierarchical individuals and the OD expert to gather correlated data, investigate it, and draw conclusions for activity arranging and intercession. Recognizable proof of a condition, ailment, issue, or issue by methodical examination of the foundation or history, consideration of the signs or side effects, assessment of the exploration or test outcomes, and analysis of the expected or likely explanations. Following types of data use for organization level diagnosis: Environmental data, productivity, objective & strategies, stakeholder satisfaction, and industry structure data. The diagnosis is a cyclic process consists of data gathering, recognition of problems areas, interpretation, and possible programs. The diagnosis models are used to analyze the culture, structure, and behavior of the organization. In last I conclude that system is an arrangement of detailed strategies, policies, and schedules made to complete a particular movement, perform an obligation. Learning organizations are not just the chicest they can give workplaces that are interested in innovative thought, and grasp the idea that answers for continuous business related issues. And Diagnosis is a cooperative procedure between hierarchical individuals and the OD expert to gather correlated data, investigate it, and draw conclusions for activity arranging and intercession. REFLECTION PAPER 6 Week 3 ( Febraury 2- February 8 ) For this week we leanred and studied about \"leaders\" and \"managers\" differences. In this, we know about leaders and managers and various types of leadership. we also get the knowledge about \"Lewin's change model\" and working of it. They are a coupple things that I like to talka about : leadership and manager, type of leadership, and Lewin's change model Leaders and Manager Some of the main differences define as a manager has representatives yet leaders win supporters. The manager means controls; the leader improves. The manager direct gatherings while Leaders make groups. Managers exercise control over individuals and Leaders create power with people. In short, managers are executive and manage human resources, but leaders are decisive and control people. Types of Leadership Various kind of leadership technique is present in work surroundings. Some main types of leadership discuss here: a. Collaborative leadership: It is the kind of administration required to get viable and productive results crosswise over interior or outer authoritative limits. It is cultural capability, authentic learning, and eagerness to analyze. b. Shared Leadership: Shared leadership happens when two or more people in a gathering offer obligation regarding guiding it toward its objectives. It requires colleagues extend their input to the group in a way that expects to impact and spur the course of the gathering. c. Adaptive Leadership: Adaptive leadership gives to affecting the earth. It addresses an exceptionally dynamic type of authority, not a detached exertion taken just to acclimate to circumstances as found. REFLECTION PAPER 7 d. Transformational leadership: In which the pioneer recognizes the required change, makes a dream to control the change through motivation and executes the shift with the dedication of the individuals from the gathering. Lewin's change model One of the foundation models for comprehension organization change was created by Kurt Lewin back in the 1940s, and remains constant today. His model is known as Unfreeze - Change - Refreeze, alludes to the three-phase procedure of progress. It is three stage model gives a director or change specialist a thought of what actualizing change implies when managing individuals. The 3 phases of the \"Lewin's change model\" give direction on the most proficient method to get individuals to change: an administrator will execute new procedures and re-relegate errands, however, change might be satisfied if the general population included grasps it and help to place it. At last, I conclude that managers are executive and manage human resources, but leaders are decisive and control people. Many types of leadership exist. Collaborative leadership is the kind of administration required to get viable and productive results crosswise over interior or outer authoritative limits. Shared leadership happens when two or more people in a gathering offer obligation regarding guiding it toward its objectives. Lewin's change model base around Unfreeze-Change-Freeze that gives an unusual state way to deal with change. REFLECTION PAPER 8 Week 4 ( Febraury 9-February 15 ) This week I will present the study about the collective or collaborative approach, strategy planning. In this, you also know about a model i.e. \"Kotter's 8 model\" and how it is work in any organization. There are 3 main things and on case study that we discusses, Bethune Condinental Airline that I like to emphsize on this week; collective or collaboration approach, strategy plaining, and Kotter's 8 model. Collective or collaborative approach My opionion, if you can handle a social issue alone, you ought to. On the off chance that you can't handle a social issue alone, it doesn't take after that you ought to collaborate. In numerous vast organizations, the promoting capacity is decentralized and sprawling, leaving administrators without an all-encompassing perspective of their showcasing exercises and expenses. Furthermore, these expenditures can be tremendous in dollars as well as in lost open doors: Lack of solidification and collaboration can disappoint endeavors to create necessary new purchaser centered capacities, for example, online networking promoting, and meddle with advertisers' ability to concentrate on high-esteem assignments, for instance, producing wealthier client division. Strategy planning Strategy planning is a survey and arranging handle that is embraced to settle on intelligent choices around an association's future keeping in mind the end goal to guarantee its prosperity. It is a hierarchical administration action that is utilized to set needs, center vitality and assets, reinforce operations, build up understanding around proposed results about, and evaluate and modify the association's bearing in light of an evolving situation. Strategy planning is an efficient procedure of imagining a wanted future, and making an interpretation of this vision into comprehensively characterized objectives or destinations and REFLECTION PAPER 9 a grouping of ventures to accomplish them. The key areas of strategy planning are in stakeholder analysis, demographic changes, social and way of life changes, economic changes, and technology changes. Kotter's eight models "Kotter's eight models" is to enhance an organization's capacity to change and to expand its odds of progress. By taking after stride, arrangement team can stay away from disappointment and get to be adroit at executing change. Accordingly, associations no more need to confirm the progressions, and they will build their odds of achievement. The \"Kotter's eight models\" process steps are as follows: 1. Create an intelligence of urgency: In this, you analyze the market and aggressive substances. And identify and talk about emergencies, potential emergencies or opportunities and create the impetus for change. 2. From an influential coalition: It uses for collects a gathering with enough energy to lead the change exertion. Develop methodologies for accomplishing that vision. 3. Create an image: It directs the change effort and develops methods for achieving that vision. 4. Communicating the Vision: Utilizing each channel and vehicle of correspondence conceivable to convey the new vision and techniques. 5. Authorizing others to act on the idea: Expelling impediments to change and changing frameworks or structures that genuinely undermine the view. 6. Planning & creating short-term wins: Getting ready for apparent execution change and perceiving and compensating workers required in these upgrades. 7. Merging upgrades creating still more change: Utilizing expanded validity to change frameworks, structures and strategies that don't fit the vision. 8. Institutionalizing new approaches: Making the associations between new practices and corporate triumphs. And developing channels to guarantee Leadership advancement and progression. REFLECTION PAPER 10 At last, I come to on this result that collaboration can disappoint endeavors to create necessary new purchaser centered capacities to concentrate on high-esteem assignments. Strategy planning is a survey and arranging handle that is embraced to settle on intelligent choices around an association's future keeping in mind the end goal to guarantee its prosperity. And "Kotter's eight models" is to enhance an organization's capacity to change and to expand its odds of progress. By taking after stride, arrangement group can stay away from disappointment and get to be adroit at executing change. Bethune continental Airline In this case study l learnt that bankruptcy in any organization affects the performance of the company adversely. Bankruptcy may make the company not settle its obligation whenever they mature. It was also discovered that when bankruptcy is not well managed in the company, it may cause the organization to terminate its operation. This is because the company will not have enough capital to finance its operation that may include salary as well as the utilities that play keep role in sustaining the operation of the company. This case also enabled me to understand the causes of bankruptcy in the company. The causes of bankruptcy include the following: Poor management- This is one of the causes of bankruptcy in many the organization. This is because poor management of the resources like funds and financial resources of the organization may result to wastage of economic that could be used in the generation of the revenues that may in financing the operation of the business. Management structure- This also may cause bankruptcy especially top-down management style that encourages the decision making only to come from the top management but not from the employees which made the poor decision making to be implemented hence the company may experience little sales which in turn lead to low revenue thus bankruptcy. REFLECTION PAPER 11 Poor implementation go forward plan- This may be caused by unwilling employees not to implement the strategy effectively and efficient to see the company sales increasing tremendously. The poor implementation may result in low revenue hence increased occurrence of bankruptcy. Poor relationship with customers- The poor relationship between customers and company encourages bankruptcy to occur in the organization. This is because the sales revenue of the company customers may purchase less products of the company hence low sales revenue will be exhibited. Generally bankruptcy can be avoided in the organization if the management of the company may improve the structure of the organization and organization relationship with the customer. This act will increase the sale revenue of the company hence high profits will be experience in the organization thus elimination of bankruptcy in the organization. Week 5 ( February 16-Febraury 22) For this week, we will study about the scenarios and how we use it in our organization. The importance of scenarios planning discusses here. In this, we get the REFLECTION PAPER 12 knowledge when a company uses scenarios. And fundamental assumptions of scenarios also define here. Scenarios To me the scenarios is a plot of emotional work, giving particulars with regards to the scenes, characters, circumstances, and so forth. Scenarios are utilized as a part of evaluating the likely impacts of one or more variables and are a fundamental piece of case investigation and long-extend arranging. The name originates from a script utilized as a part of film/TV industry that contains all the subtle elements of the presence of characters, scenes, and the succession of scenes. For example, you are making a trip to Seattle for your occupation one week from now and you need to keep an eye on the sum you can be repaid for suppers and different costs. There are two main thing that we leaned form this week; scenario and key assumption. Scenario planning Scenario planning (at times called "scenario and possibility arranging") is an organized path for associations to consider what's to come. A gathering of officials embarks on building up a little number of situations stories about how the future may unfurl and how this may influence an issue that goes up against them. Scenario planning is particularly essential for pioneers and business people. These individuals enter, and, truth be told, make exceedingly dubious situations. They have a robust propensity toward under-resourcing and self-dream. These mixes and stages of reality and related social changes are called "scenario." The scenes, for the most part, incorporate conceivable, however suddenly compelling circumstances and issues that exist in some little shape to the present day. Key assumption REFLECTION PAPER 13 Scenario Planning permits administrators to investigate and get ready for a few option prospects. It looks at the results an organization may expect under an assortment of working methodologies and monetary conditions. Scenario and possibility arranging permits administration to weight test organizes and gauges and prepares the team to handle the unexpected. By raising and testing different "consider the possibility that" situations, directors can conceptualize together and challenge their assumption in a non-debilitating, academic environment before they settle on a particular strategy. Attention to shrouded suspicions is particularly essential when utilizing situations to look at educational systems universally, to guarantee that the outcomes mirror the societal and social measurements. One illustration is to use the differentials in like manner standard markers as a premise for examination. At last, I conclude that a scenario is a particular probability. To anticipate playing with a bundle of bear fledglings is a situation a stupid one, yet at the same time a position. Scenario planning is particularly essential for pioneers and business people. These individuals enter, and, truth tell, make exceedingly dubious conditions. Scenario Planning permits administrators to investigate and get ready for a few option prospects. Attention to shrouded suspicions is particularly essential when utilizing locations to look at educational systems universally, to guarantee that the outcomes mirror the societal and social measurements. Week 6 ( February 23- February 29 ) REFLECTION PAPER 14 In this week, we studied about \"Change management\" and the barriers to change. We will get the information about the tools to facilitate the change. In this, you also know about the administration of complex change. Barriers to change Change is an unavoidable component of the greater part of our lives, and the capacity to grab the open doors it gives supports the achievement of all associations. It is insufficient for workers just to survive change; individuals need to prosper in a steadily changing environment on the off chance that they are to understand their potential. Individuals' issues to change not characterize and there are no activities to deliver them promoting small engagement, weak spirit, a quick come back to 'the old ways' and a kind of 'how about you sit it out' environment. Individuals oppose change. Indeed, numerous individuals will acknowledge lower pay to get into an association that is steady. The way of life, procedures and frameworks of expansive relationships predominate the many-sided quality of a building's engineering. In any case, organizations regularly endeavor change without an examination of their present diagrams. It makes it hard to move to a future state. Tool to facilitate change Change in today's associations is happening at an incredible rate. Regularly the obligation to deal with that change tumbles to the inside organization advancement or preparing experts. This obligation can overpower, especially without a change model or process set up. With careful arranging, in any case, there is a large group of tools and systems that can be connected to change activities to facilitate the administration procedure. Keys for fruitful change management incorporate thinking comprehensively to see the greater part of the modification suggestions, concentrating on the primary achievement considers that REFLECTION PAPER 15 encourage execution, and endeavoring to be an equivalent accomplice with the organizations actualizing change. Management of complex change Concerning the model to coalitions; it takes vision, skills, motivating forces, assets and an action plan to get a coalition to produce a change in a group. On the off chance that you have every one of the five you will probably end up with change. What's more, on the off chance that you go one of the segments out, you will probably end up with something diverse. On the off chance that you have skills, response, incentives, and an action plan yet you don't have a/vision/that directing power behind what you're attempting to do you won't wind up with change. You will wind up with perplexity since you won't have that directing power to allude back to amid the procedure. If you have a dream, motivating forces, assets, and an activity arrangement, however, forget the skills necessary to impact the change you look for, you will leave with tension among your coalition individuals. On the off chance that you have the vision, skills, impetus, and responses, yet no activity arrangement an arrangement separated into steps that individuals can take and achieve in little bits you will wind up with a lot of false begins. Finally, I conclude that persons' issues to change not characterize and there are no activities to deliver them promoting small engagement, weak spirit, a quick come back to 'the old ways' and a kind of 'how about you sit it out' environment. With careful arranging, in any case, there is a large group of tools and systems that can be connected to change activities to facilitate the administration procedure. Applying the model to coalitions, it takes vision, skills, motivating forces, assets and an action plan to get a coalition to produce a change in a group REFLECTION PAPER 16 Week 7 ( March 1- March 7 ) Organizational Change and Development This week we have studied about the organizational change and development. In detail we have discussed about the culture, its relationship with leadership and the elements of culture. This paper is a reflection on this week's study and how it helped me learn about the organizational culture. Organization Culture and its Reinforcement Organizational culture is a defined as a system of meaning shared by the organization's members. The values and behaviours that add to the exceptional social and psychological environment of an organization. Organizational culture incorporates an association's desires, encounters, reasoning, and values that hold it together, and is communicated in its mental self-portrait, internal workings, connections with the outside world, and future desires. It depends on shared states of mind, convictions, traditions, and composed and unwritten standards that have been created after some time and are viewed as valid. Employees learn culture in many forms. The most prominent of these forms are stories, rituals, material symbols and language. Stories: Organizational "stories" normally contain an account of huge occasions or individuals including such things as the association's originators, guideline breaking, responses to past oversights, et cetera. Rituals: Corporate ceremonies are dreary groupings of exercises that express and fortify the estimations of the association, what objectives are most vital, and which individuals are critical. REFLECTION PAPER 17 Material Symbols: Material images pass on to representatives who is essential, the level of equity coveted by top administration, and the sorts of conduct that are normal and fitting. Language: Many associations and units inside associations use dialect as an approach to distinguish and join individuals from a society. By taking in this dialect, individuals validate their acknowledgement of the way of life and their eagerness to protect it. Relation between Organization Culture and Leadership Culture is socially learned and transmitted by individuals; it gives the standards to conduct inside associations. The meaning of organizational culture is of the conviction that can manage staff in recognizing what to do and what not to do, including practices, qualities, and suspicions about their work. The core values of an association start with its leadership, which will then advance to a leadership style. Subordinates will be driven by these qualities and the conduct of leaders, such that the conduct of both sides ought to end up progressively in line. When strong bound together conduct, qualities and convictions have been created, a solid organizational culture develops. Leaders need to value their capacity in keeping up an association's way of life. This would consequently guarantee steady conduct between individuals from the association, decreasing clashes and making a sound workplace for representatives. Elements of Culture REFLECTION PAPER 18 The primary component that exists in each culture is an assortment of symbols. An image is anything that is utilized to remain for something else. Individuals who share a society regularly join a particular intending to an item, signal, sound, or picture. The second component present in each society is a language. Language is an arrangement of words and images used to speak with other individuals. This incorporates full dialects as we more often than not consider them, for example, English, Spanish, French, and so forth. In any case, it likewise incorporates non-verbal communication, slang, and regular expressions that are exceptional to certain gatherings of individuals. Another cultural component is an arrangement of values, which are socially characterized guidelines for what is great or alluring. Individuals from the way of life utilize the mutual arrangement of qualities to choose what is great and what is awful. For instance, in America, we are individualistic - we energize rivalry and accentuate individual accomplishment. A man who acknowledges an advancement in our way of life is adulated for their individual diligent work and ability. Be that as it may, our qualities distinct difference a conspicuous difference with the collectivistic estimations of different societies, where coordinated effort is energized, and a man's prosperity is just in the same class as their commitments to the gathering. The same individual that is offered an advancement who lives in a collectivistic society would counsel with his family before tolerating to guarantee that it would be the most valuable to the gathering in general. Conclusion, After studying the organizational change and development we have learnt about the organizational culture, how it is reinforced, its relationship with leadership and its basic elements. The importance of organizational culture for an organization is well understood and various aspects of organizational culture has been known. REFLECTION PAPER 19 Week 8 ( March 8- March 14) In this essay we have discussed about the interventions and its importance for organizational culture and leadership. Then we have discussed about the four major types of interventions. Next, strategic issues and managing change has been studied and discussed. Importance of Designing Interventions In organizations that effectively change their culture, for the most part individuals who have a main part in the social change pick interactive intervention. It doesn't make a difference what the rationale is for the social change. Intervention are helpful and profitable in roundabout social change in emergency circumstances and for progressive social advancement that permits organizations to fit the bill for the future and expansion their client esteem. It likewise does not matter which parts the associations work in. The mediations are utilized as a part of benefit associations, administration organizations, information industry, care organizations and taxpayer supported organizations. Obviously intuitive mediations can be utilized over a wide scope of circumstances. Meaningful interventions are likewise utilized a great deal as a part of cultural change. Here as well, the purpose behind social change and the area the association works in don't have any effect. The interventions can be connected generally and leaders in cultural change regularly utilize them. Leaders in social change use these intercessions to imagine what's to come. They manage the change, tackle individuals about their desire and they entice others to partake and work on the future together. Major Types of Intervention REFLECTION PAPER 20 Hypothesis of human process intervention characterized that " Human procedure based mediations are coordinated at enhancing interpersonal, intragroup and intergroup connection\". Human process incorporates the accompanying various of step, for example, Process conference, third - party intercessions, group building, association encounter meeting, intergroup relations mediations and substantial gathering mediation. OD programs concentrated more on interpersonal elements and social connection. The reason for the change is to make the organization accomplish the maximum capacity of efficiency and gainfulness, to have the capacity to take care of its own issues. Human process interventions concentrate on enhancing correspondence, communication and initiative, pick up the aptitudes and comprehension to recognize, resolve clashes and take care of issue through procedure counsel and third-party intervention. Techno structural constrained on organization's innovation, auxiliary, undertaking strategy, and the work outline in the association. Mechanical changes have been intended to make items or administrations all the more productively. This mediation plans to accomplish a more proper structure and financially effective organization and location issues, for example, group activities, basic configuration, scaling back and re-designing. "Technostructural ordinarily consider a typical stage when realizing the required techno-structural change". The HR Management and Strategic focus on coordinated human resource practices and how they can be utilized to incorporate the representatives of both associations. HR Management used to create support and individuals in organization. These practices incorporate career planning, performance management, reward systems, work task, enlistment and maintenance, objective setting identify with managing human resource. REFLECTION PAPER 21 Strategic interventions in change circumstances tend to address the relationship between an association and its surroundings". Intercession procedures of mix issues and actualize vital arrangements to accomplish cross-authoritative improvement through the consolation of support and it likewise issues crosswise over customary key arranging. Other than that, Intervention procedures of mixes realize a fit between business methodologies investigation, society, and the bigger environment. Thus, coordinated Strategic change mediation and trans-authoritative advancement intercession will work towards incorporated key arranging, activity and strategic operations and in taking care of issues together to make this procurement fruitful. Strategic Issues A Strategic Issue is, above all else, an issue - an uncertain inquiry requiring a choice or sitting tight for some elucidating future occasion. Furthermore, it is key and has significant effect on the course and bearing of the business. Strategic Issues lie comfortable heart of the business. Correspondingly, the procedure step managing Strategic Issues lies comfortable heart of Simplified Strategic Planning. Managing Change Change management is a structured approach for guaranteeing that progressions are altogether and easily actualized, and that the enduring advantages of progress are accomplished. When you are tasked with "managing change", the primary inquiry to consider is the thing that change administration really implies in your circumstance. Change administration concentrates on individuals, and is about guaranteeing change is altogether, easily and lastingly executed. Also, to comprehend what that implies precisely in your circumstance, REFLECTION PAPER 22 you should burrow down further to characterize your particular change management objectives. Week 9 ( March 15- March 21) Change Leadership Methods and Models This week we have learend about change leadership. Change leadership is the ability to manage, lead, and empower the procedure of progress and move while helping human people manage the impacts of progress. It has its own particular requests and requires an alternate attitude and an additional arrangement of capacities keeping in mind the end goal to lead your association to another spot. Why Change is Required in Organizations? Any business in today's quick moving environment that is searching for the pace of progress to ease back is liable to be painfully frustrated. Indeed, organizations ought to grasp change. Change is vital for any association in light of the fact that, without change, organizations would likely lose their focused edge and neglect to address the issues of what most plan to be a developing base of faithful clients. Eights Steps for Leading Change Step 1: Create Urgency For change to happen, it helps if the entire organization truly needs it. Build up a feeling of desperation around the requirement for change. This may help you start the underlying inspiration to get things moving. Step 2: Form a Powerful Coalition Persuade individuals that change is essential. This frequently takes solid administration and noticeable backing from key individuals inside your association. Overseeing change isn't sufficient - you need to lead it. Step 3: Create a Vision for Change When you first begin contemplating change, there will most likely numerous incredible thoughts and arrangements skimming around. Join these ideas to a general vision that individuals can get a handle on effortlessly and recollect. REFLECTION PAPER 23 A reasonable vision can help everybody comprehend why you're requesting that they accomplish something. At the point when individuals see with their own eyes what you're attempting to accomplish, then the mandates they're offered tend to bode well. Step 4: Communicate the Vision What you do with your vision after you make it will decide your prosperity. Your message will most likely have a solid rivalry from other everyday interchanges inside the organization, so you have to impart it much of the time and efficiently, and install it inside everything that you do. Step 5: Remove Obstacles If you take after these strides and achieve this point in the change procedure, you've been discussing your vision and building purchase in from all levels of the association. Ideally, your staff needs to get occupied and accomplish the advantages that you've been advancing. Step 6: Create Short-Term Wins Give your organization an essence of triumph ahead of schedule in the change procedure. Inside a brief span outline, you'll need to have some "brisk wins Add to My Personal Learning Plan" that your staff can see. Without this, commentators and contrary scholars may hurt your advancement. Step 7: Build on the Change Numerous change ventures fall flat since triumph is pronounced too soon. Genuine change runs profound. Snappy wins are just the start of what should be done to accomplish long haul change. Dispatching one new item utilizing another framework is excellent. Be that as it may, if you can dispatch ten items, that implies the new structure is working. To achieve that tenth achievement, you have to continue searching for upgrades. Step 8: Implement the Changes in Corporate Culture At long last, to roll out any improvement stick, it ought to end up part of the center of your association. Your corporate culture frequently figures out what completes, so the qualities of your vision must appear in everyday work. Lewin's Three-Step Model REFLECTION PAPER 24 Stage 1: Unfreezing The Unfreezing stage is most likely one of the most critical steps to comprehend in the realm of progress we live in today. It comprises getting to a state of understanding that change is fundamental and motivating prepared to move far from our safe present place. Stage 2: Change - or Transition Change is not an occasion, but instead a procedure. He called that process a move. Move is the internal development or voyage we roll out in response to an improvement. This second stage happens as we roll out the improvements that are required. Stage 3: Freezing (or Refreezing) Kurt Lewin alludes to this phase as solidifying in spite of the fact that many people allude to it as 'refreezing'. The progressions are acknowledged and turn into the new standard. Individuals frame new connections and get to be OK with their schedules. It can require significant investment. Week 10 ( March 22- March 28 ) Organizational Change and Development This week we have learned about scenarios, scenario planning and its importance in organizations. Next, we studied about action research and how the companies employ action research. There are two main things that I like to emphasize in this week; scenarios and action research. Also, we have case study Walter Reed disscusee in the class. Scenarios National Military Medical Cneter to REFLECTION PAPER 25 Scenarios are elective photos without bounds and how it may create. They are not expectations but rather stories based on the variable results of our fundamental vulnerabilities and concerns. While they test and extend what is reasonable, they are entirely conceivable. That is the reason they are so vital. We utilize situations to test our convictions and desires so we can re-characterize them with more information for more prominent exactness. Scenarios help you perceive that change is a need and thinking ahead, sharing and characterizing a dream a lifestyle. They convey clarity to current circumstances, give understanding to new choices and rules for vigorous activities. They empower affectability towards and a more prominent comprehension of the evolving environment. They educate for versatile purposeful action. Scenario Planning in Companies Scenario planning is an anticipating device that helps supervisors and associations better comprehend the patterns are driving the future focused environment. The initial phase in situation arranging is creating conditions. These are not expectations. Rather, they are conceivable and frequently provocative stories about how a progression of patterns could meet up, collaborate and result in future results. A group of officials embarks on building up a little number of scenariosstories about how the future may unfurl and how this may influence an issue that goes up against them. The issue could be a limited one: whether to make a particular speculation, for instance. Should a general store place million into new away megastores and their chaperon auto stops, or would it be advisable for it to put resources into secure sites and an armada of vans to make way to-entryway conveyances? On the other hand, it could be much more extensive: An American training power, for the occasion, mulling over the effect of REFLECTION PAPER 26 demographic change on the requirement for new schools. Will the maturing of the current populace be counteracted the rising level of movement? The reason for scenarios is not to distinguish the in all likelihood future - which is great since people are terrible at foreseeing what's to come. The reason for existing is to make a progression of potential option prospects that catch a scope of likely outcomes including great, awful, likely and improbable occasions. Action Research Action Research is a reasonable procedure of request directed by and for those making the move. The essential purpose of participating in real life exploration is to help the "on-screen character" in enhancing and refining his or her activities. Action Research methodologies are utilized by universal improvement NGOs, with historical proof proposing that they are turning out to be progressively well-known. Be that as it may, we still know strikingly minimal about where, how, and why universal improvement NGOs use Action Research. Inside the current scholarly writing on Action Research, there is no steady investigation of the utilization of Action Research approaches in the field of universal improvement, notwithstanding the way that Action. It brings up issues about whether Activity Research is being utilized suitably and well, and what on the whole worldwide advancement NGOs could contribute towards the hypothesis and further improvement of Action Research approaches. WATER REED This case was about the health organizations on delivering the services to the client. The case has enabled me to understanding the importance of consolidation of organization service delivery to the clients. In the case the two hospitals consolidation improved the organization REFLECTION PAPER 27 operation. I learnt that consolidation plays a major role in the company. This is because consolidation of the health organization may lead to the following: Delivery of quality- Consolidation of health organization and other organization may result in the delivery of quality services to the organization. This will help the company to gain more competitive advantage than its competitors. Cost cutting- The consolidation of organization may lead to low cost of operation. This is because the cost operation may be shared by the consolidating organization. The costs include salaries and utilities that are essential in the efficient operation of the organization. Skilled expertise- Consolidation of the organization may enable the newly formed to have experienced and skilled expertise to help the company to deliver quality services to the customer. However I also learnt that the consolidation process of the organization can be hindered by the different culture in the consolidating organization. This is because both organization may tend to conserve their different cultures hence poor service delivery to the clients. More so hostile environment for the consolidating companies or organization may hinder the consolidation process since the companies may fail to achieve its objectives Fear to loss control of the business- Fear for control by the consolidating companies to loss control of their business hinders the companies to consolidate since both organization tends to protect their interest In conclusion, consolidation has major significance in improving the quality of services the newly formed company will provide to the customers. This may help the company to retain more customers than its competitor's hence high sale revenue. Week 11 ( March 29- April 4) REFLECTION PAPER 28 Organizational Change and Development After studying the scenario planning and action research, this week we have considered about the steps of scenario planning, the benefits of scenario planning to the organizations and lastly we have discussed the process of scenario planning. Steps to Scenario Planning What issue would you say you are attempting to tackle? Accumulate information Recognize main thrusts Identify fundamental instabilities Make situations Form the stories Case application Identify key markers Screen key markers Update scenarios and strategies Benefits of Scenario Planning Normally, the fundamental explanation behind doing scenario planning is to add to critical primary leadership. Situations consider the results of an association procedure, and they see the pitfalls previously. Be that as it may, the benefits of job arranging are complex. Here we introduce five of the key focal points of scenario planning. Scenario helps people to move far from everyday business Understanding distinctive social perspectives and appreciation others Talking about prospects that individuals consider unimaginable in a hundred years Tested to utilize your creative energy Considering a more extensive scope of likely outcomes and reviewing these in hierarchical primary leadership Process of Scenario Planning REFLECTION PAPER 29 Scenario planning is an inventive procedure much like written work a novel with a plot starting with current reality. The item is to make an assortment of likely prospects and examine how the venture would charge under each of them. It is by and largely used to survey the danger connected with a fundamental choice being considered. Step 1. State the central issue or choice confronting the venture. Scenario planning works best when it continues from the "back to front" as opposed to the "outside in". An ideal path is regardless the important choices that must be gained and after that ground outward to the earth. It will keep the procedure centered and keep it from deteriorating into a purposeless hypothesis about limitless prospects. Step 2. List the key components that impact this choice. Recognize the things that will decide the achievement or disappointment of the selection under thought. It incorporates the presumptions that give the rationale to this choice. What do you have to know not this choice or purpose this issue? What will you consider achievement or disappointment? What conditions or occasions will decide success or disappointment? What basic suppositions characterize the rationale for these reactions? Step 3. List the main impetuses that impact these key variables. Distinguish the main thrusts in the large-scale environment that drive the key elements you recorded. Separate those powers that are profoundly unsurprising or foreordained (i.e. demographics) from those which are dubious (i.e. popular supposition). Conceivable plot advancement requires realizing what is unavoidable and what is questionable and open to a decision. Broad learning or research is might be necessary to distinguish these main thrusts. Frameworks deduction is expected to comprehend the auxiliary elements are making them. REFLECTION PAPER 30 Step 4. Rank the key variables and main impetuses by significance and by instability. The reason for this progression is to recognize the essential elements and powers that are the most vital and unverifiable. This positioning depends on two criteria. The level of significance for the accomplishment of the choice or issue under thought. The standard of vulnerability is encompassing these components and strengths. The target of this positioning is to recognize the a few elements or patterns that are essential and unverifiable. This positioning will understand the elements and powers that will include the characters and settings for the arrangement of situations that will be created. Step 5. Create plots for substitute prospects that could affect the choice. It is the most inventive and most critical piece of this procedure. The article is to build up a scope of conceivable situations whose distinctions all have an orientation on the choice under thought. The characters in these plots are either main thrusts or foundations. The cases portray how these main thrusts or establishments may act under various scenarios or mixes of plots. Step 6. Assess the choice in each of the hypothesized conditions. Every situation is recreated as though it were happening. Inspect how the decision looks in every situation. If it is great in all situations it is a safe choice however in the case that it looks great in a few yet not in others it introduces a higher danger. Step 7. Select pointers and signposts for every situation. REFLECTION PAPER 31 These tips and signposts will give propelled knowledge into which of these situations is unfurling. This information can give a noteworthy upper hand from recognizing what's on the horizon. This progression is a necessary result of the scenario planning process since it drives the acknowledgment that what's to come is not altered and that various situations are conceivable. It makes uplifted affect ability to the occasions molding the establishment's future and how to manage them. Week 13 ( April 12- April 18) Change Leadership Methods and Models This week we have studied about the cultural change from globalization framework. Next, we have discussed what culture and cultural globalization is. Next, we have talked about the global cultural market and why it is important to study for the benefit of business. Culture Change from Globalization Framework Cultural globalization, a wonder by which the experience of ordinary life, as impacted by the dissemination of products and thoughts, mirrors an institutionalization of social expressions around the globe. Moved by the effectiveness or claim of remote interchanges, electronic trade, mainstream culture, and universal travel, globalization has been seen as a pattern toward homogeneity that will, in the end, make the human experience all over the place the same. It shows up, to be an exaggeration of the wonder. Despite the fact that homogenizing impacts do undoubtedly exist, they are a long way from making anything likened to a single world culture. Culture REFLECTION PAPER 32 Culture is characterized as the typical examples of practices and cooperation, psychologically develops, and full of feeling understanding that is found out through a procedure of socialization. These mutual standards recognize the individuals from a society bunch while likewise knowing those of another gathering. The crux of culture is not its artifacts, tools, or other tangible cultural components yet how the individuals from the group translate, utilize and see them. It is the qualities, images, elucidations, and viewpoints that recognize one person from another in modernized social orders; it is not real articles and other unmistakable parts of human social rules. Individuals inside a society, in the main, translate the importance of images, curious, and practices in the same or comparative ways. Cultural Globalization Cultural globalization is the quick development of thoughts, states of mind, and values crosswise over political fringes. The expression "globalization" came to be utilized as a part of the 1980s, however as right on time as the 1960s, the Canadian artistic faultfinder Marshall McLuhan promoted the expression "worldwide town" to portray the impact that the capacity to interface and trade thoughts promptly would convey to the world. This sharing of ideas, for the most part, prompts more noteworthy interconnectedness and collaboration between people groups of differing societies and lifestyles, which can have both efficient and adverse results. Hence, as innovation has quickened the procedure, it has started a significant discussion. Global Culture Market and its Importance Marketing is a primary practical segment of the business and is utilized to impart their messages to the general population commercial center. We can will see that numerous REFLECTION PAPER 33 organizations use extra help from outside promoting offices for creating and conveying showcasing effort. Those for the idea of a "global village" frequently indicate the advantages that the trading of learning and data can bring. Some say this new boundless social mindfulness could lessen dogmatism and segregation, and may even smooth universal relations all in all. As individuals of different foundations impart all the more uninhibitedly and appreciate a significant portion of the same crazies and trends, they may find that they are not by any stretch of the imagination so diverse as they at first accepted. First among its advocates is a large business since the more culture gets to be globalized, the simpler it is for organizations to offer their items in different nations. Certain products, for example, sodas or versatile gadgets, are sold the world over. Numerous brand names are general as pined for in Madras as in New York. Financial globalization runs together with social globalization, and it is here and there pointed out that social globalization is more business driven than nation driven. Week 15 ( April 26-April 8) The presentation week, no class