Consider an organisational (AANSW blurb on AANSW.doc) change that you have recently experienced. Write a reflective essay that indicates how you personally transitioned in the change. Reflecting on the change management, identify the concepts, theories and tools you feel would be most helpful if you were invited to advise your organisation about how best to manage change.
This assessment is designed for you to become reflective in your practice surrounding change, and to provide you with an opportunity to review what you have read and to think about how the many theories, models, techniques and tools can be applied to the management of change. The event or incident or experience in itself is not important – what is important is your reaction to it, and how it has informed your thinking and your learning.
When writing, the link between the theories, ideas and approaches you read about, and their relevance to your personal experience. How you organise your writing can help you to understand the content, and then to reflect on the implications for you and your practice. After you have been immersed in reading, it can be tempting to keep your research separate from your reflections of your experience. Instead try making the conscious effort to reflect on the link between your experience and the theory, policies or studies you are reading.
Note: Embellish on any situation, cases suited for AANSW as Non profit organisation
Reflective writing includes four areas of consideration:
1. Report on or describe the issue or experience and explain why it is important. Give your initial response to the experience or issue.
2. Relate the issue/experience to your own experience.
3. Reason about or discuss the issue/experience to demonstrate an understanding.
4. Reconstruct your understanding of the changes that have occurred as result of the experience and your reflection upon it.
Content of the reflective essay:
- Introduce the topic: describe the context of the incident and the actual incident.
- Explain why the incident was critical or significant for you.
- Explain your concerns at the time. What you were thinking and feeling?
- Mention anything particularly demanding about the situation.
- Discuss expert observations and explanations relating to the topic.
- Draw on how the theory supports the experience.
- Conclude with lessons learned.
- Explain how the incident will impact on your understanding of change management.
Reference: Include textbook, online copy as below.
Textbook for reference: The Theory and Practice of Change Management – John Hayes – Link: https://natashaportolio.files.wordpress.com/2017/10/john-hayes-the-theory-and-practice-of-change-management-palgrave-2014.pdf
Alzheimer’s Australia National (AAN) recently decided to merge its bodies across all regions to form one national organization. Included in the list is Alzheimer’s Australia New South Wales (AANSW), which has been operating independently for more than 30 years. The change was meant to improve the quality of services offered to patients and caregivers in order to improve the quality of life. The merge brings about various advantages but also presents a number of problems, some of which were significant for me as an individual. The merger would bring about internal changes, since uniting the organizations meant that employees would need to work hand in hand with other staff members in different company branches. This brought about issues in collaboration as different branches had their own unique working environment that differed in terms of workplace culture, managerial structure, skills, and patterns of work. Such differences made it difficult for employees at AANSW to work collaboratively with employees from other branches without misunderstandings. The change resulted in work interruptions and misunderstandings among members of staff rather than collaboration. Aside from that, my main concern at the time was whether the merger would make it difficult for my efforts to be recognized. The change brought about issues of job insecurity mainly because of the uncertainty of staff roles as more employees carried out similar tasks. With more staff and less work to do, the job felt more competitive and easily led to low job morale. Although I knew that I was experienced and positively contributed to my department, the merger made it difficult for bosses to identify my efforts and eventually, I stopped making an effort in trying to be the best at my position.
The most demanding aspect of the change was trying to work collaboratively with the staff from other regions. Some of the company’s branches are located in regions that speak different languages aside from English, and this difference brought about communication issues. The need to translate most of the messages in a conversation reduced productivity since we spent most of our work time trying to learn foreign languages. The difference in culture also demanded that we try to avoid some behaviors and words that seemed to offend foreign employees. However, since I did not know which exact words or behaviors were offensive to foreign employees, it made it difficult in identifying the right approaches during interactions. For the collaboration to work, my colleagues and I had to change our work culture and environment to suit that of the foreign employees, which I felt was very demanding….