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Workshop 1

In this learning the major points that can be outlined would be in regards to how change management can be adopted in a lifestyle. It helps in bringing across the learning in terms of the theories which have been able to show and during about the change management. Here examples of how organisations have adopted to the theories of change can be seen. Like initially we had large teams in the organisations but after globalisation the concept of small teams has evolved and become a practice. Needs have also been replaced with wants which is a learning about the concept of the change management. The nature of change has also been discussed in the module which helps in emphasising that how change is considered to be a matter of fear which needs to be implicated in the organisation but the ways of bringing it operational rather depends on the nature of change that one is looking at. Another factor of information that does come across is that majorly the change that do come in are not planned and thus they help in stating that change can also be a matter of need. It is rather not essential that a change happen as per the planning. Besides this it is also much evident that the management of change must be done in the right manner. It is very much required that the handling of change should be done in a planned manner even if the change has not been planned before implementation.

Even the information on framework logic which helps in categorising change has been a source of information and learning. This helps in indicating that how the driving change which the sources for the need of change are are to be understood and also need to be recognised in the right manner. Here it can be said that the need of change if is well recognised then the implementation of change will definitely take place. The tools and the techniques which are required for change are also very essential. The change also needs to be maintained at all times as it helps in bringing and adapting to the framework of change in a much better manner.

Leadership is also linked with change. It helps in stating how the evolution of leadership qualities has been undergoing the process of change at different levels. There can be internal factors and external factors which do bring in the influence of change in the leadership. Internal factors like the organisations strength and d weakness and also the people etc. the external environment like the changing strategic environment including the opportunities and the threats which do impact would be essential. Even the ways through which the organisations take the change helps in bringing a different level of change in the management. Change can be a improvement for the organisation and it can also help in bringing a discontinuity for the different levels in the management.

Innovation is another aspect of adapting or bringing change. Innovation is the way through which the organisation needs t bring in change. The growing competition is a part of the need for the change management. It also helps in bringing a change which can provide many suitable solutions. Government and business perspectives do help in bringing change management in the organisation and it helps in bringing more innovation and challenging capabilities through the medium of the same.

Workshop 2

This module helps in bringing learning that how the change in the organisations can help in bringing perspective of change in the organisations. There are open systems for bringing in change in the organisations. The open systems are embedded within a much larger system and it is also able to avoid any kind of entropy. The open system also helps in looking at the feedback system which is rather regulated. Change paths are the blending factors which can help in making and bringing change in the organisation. The change tools have also been defined in this chapter which help in making standardised methods which do help in bringing about the change. Talking about the change tools it can be said that they are the tools which do help in bringing analytical and prescriptive changes.teh analytical changes are the theories that do encourage the change and the perspective changes are the statements that are helpful in bringing the changes required in the organisation.

The Kurt Lewin and field theory helps in understanding the change procedure in the best possible manner. It helps in bringing across the stages of change which do lead to the implementation of change. The theory explains how first stage of unlearning the methods and the ways is necessary and then the stage of bringing a need for the change is imbibed. This is followed by the last stage which helps in recreating a segment of implied change and thus adaptation comes in the pathway. This theory can be said to be the recognised path of bringing change. It is important to understand that his theory helps in understanding how change is required and how it can be brought bout for bringing necessary but effective difference sin the working.

Learning is also an important aspect of change as it helps in bringing much more acceptance to the factor that how change can be introduced with the concept of learning. It is also important to understand that a learning organisation is rather involved in a double loop learning process. The tools of change do involve the indulgence of the total quality management system which further initiates that how the features of the TQM method can be sued for bringing in appropriate change in the management. It is a continuous improvement system which should be involved in solving problems and thus should be made a part of the system which is looking forward for the applied change.

Best practices also help in bringing the change. Learning through the medium of sharing best practices which have been able to deliver results can be said to be a medium which helps in bringing forward the factor of change adaptation through a much better and lower factor of risk. Discussion and understanding towards the managed culture and the real culture is another important aspect of bringing in change in the organisations. Thus all these factors and tools help in generating an environment of change for the organisation and also help in its development and growth process.

Workshop 3

Strategising a change is necessary. It helps in bringing the actual value of change. This means that with the concept of strategizing the change one is able to find a direction in which the change is required. To strategise a change it is rather essential that the concept of change is evolved in the medium of bringing change in the designated goals and frameworks of the organisation. Understanding the vision of the organisation would rather be an important step in this concept. Strategic planning and strategic thinking are two concepts which do need individual attention. It is thus very essential and important that both these concepts are applied while bringing in change management in the organisation. The organisational capabilities also need to be well developed and thus recognition of the competencies is required while handling and strategising change in the organisation. The core competencies of the organisations help in stating the factors or the competencies in which the organisation is best equipped in and thus bringing change helps in increasing the level of growth and development in this area.

Change is also very much relevant with the culture and it helps in stating that certain changes which are required to bring a change in the culture. It should be linked with bringing i the strategic change that is required in the organisational and thus also helps in bringing in the change which will help in developing the required change sit eh organisation. Managing change has also been a thoughtful lesson in this module. It helps in bringing information to how the change can be managed and thus what are the factors that are required for the right management of the change process. Here an important aspect helps in suggesting that evaluating, implementing, rejecting and even accepting change is a characteristics that helps in managing the change that the people and the organisation is looking at.

Workshop 4

Change in organisational designs can be said to be bringing in effective an impacting results. It helps in getting that how the organisations can implement the theory of change and thus helps in changing the organisation structure and design in the right manner.  The theory of antilogism and faradism can be said to be the applied theories which helps in representing the innovation that was introduced as change and how it helped the organisation to create a level of managed changed in its working. It is also popularly known as scientific change management which helps in suggesting that it is the scientific methods of change which are involved in the same.

From a global context change can also be viewed which helps in suggesting that it requires a global reach and diversification to implement the characteristics of change. It also helps in suggesting that digital technology and the power of change and competition are the factors that have lead to the concept of adapting to change. The organisational structure which helps in the division of work is also the part of the change strategy. In this structure different levels are set up for work and thus division of responsibilities and work can be said to be divided among individuals. The five concepts of Mintzberg help in suggesting how change can be included in the core competencies of the management and thus how well it can help in building a strategized structure for the organisation as a whole. Organisational structures are also undergoing the process of change and thus it can be said to be moving towards delivering which is rather prevalent in companies which are working in competitive environment. Decentralisation is the decision making authorities are not centralised. organisations are also becoming project based which helps them to comply towards a single based project and thus helps them to gain an insight in the same.

Guest Lecture

The guest lecture which was given by  Dr Heba Batainah on the concept of managing change an innovation helps in bringing ahead his own experience with the process of change and innovation. He also made examples which were rather helpful in bringing an understanding for the same. His concept was largely based on managing the innovation and the concept of change and its management. It is rather essential to bring change and innovation under managed process. It helped in bringing an understanding that how well the changes can be implemented in the management and they should also be well managed as it helps in maintaining the control for the same. The lecture was rather helpful as it helped in bringing the concept of change and how it has been able to evolve around the private and the government sector over the years of time.

The basic understanding we gather upon the need for bringing the change which is the essential need for the change in the management. Similarly innovation can also be said to be an outcome of the need which helps in suggesting that why the product or any kind of services requires to be rather innovative in nature. He even brought around the need for innovation and the understanding towards the basic questions which help in suggesting that why the need for innovating a new product or service is generated. The whole lecture was based on practical teaching and learning through the medium of examples. It was rather based on how the innovations are made and not alone answering as to why the innovations were done. It helps in suggesting that the need for creating something different is generated a then the process of bringing it is created. He helped in understanding that what would be the repercussions if the innovations that have been done were rather not done in the same manner. It was rather an interesting and knowledgeable lecture which helped in adding a lot of information on the terms of managing innovation and change in the management system.

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