Essay on The Role of Instructional Technology in Change Management

According to Michael Fullan (2016) in his book, The New Meaning of Educational Change, successful organizations that demonstrate change followed principled concepts of change. The reason for their success if that there is tangible proof of alignment in keeping components of actions. Fullan (2016) stated that successful change incorporates five factors. In this essay, three of the five factors will be discussed and an example of an organization using components of the change be revealed. Often when organization shave to go through the process of change it means either they have gone through change to repair broken areas or they are going through change as a reflective exercise before embarking on a larger scope of practice perhaps to expand into new growth within their organization. In either course, the larger concern is that organizations must embrace change and engage in meaningful constructed ways to promote the best growth with the fewest steps to reach accomplishment. A key decision factor to change is whether an organize will change because they adopt a model and see a better way or whether they want to save their resources. Fullan (2016) suggested that the reason for the change is largely to work is because, the organizations, “Define closing the gap as the overarching goal,” “Assume that lack of capacity is the initial problem and then work on it continuously,” and “Stay the course through continuity of good direction by leveraging leadership,” (Fullan, 2016,

Technology of the past 20 years has become a focal point of teaching and learning. As a teacher, it is my job to facilitate the learning for an individual by creating an environment that not only conducive for learning, but also places the child in a position to discover and learn them for themselves. Technology has given teachers to opportunity to take learning beyond the classroom, and has begun to reshape their role in the learning process.

The intention of the Comprehensive Classroom Technology Plan is to enhance the use of technology in the classroom to improve the education that students receive in their learning and communicating. The detail found within the Comprehensive Classroom Technology Plan will describe the ability of the teacher to use technology in an effective manner within the classroom while providing a safe, secure, and educational environment for students to learn.

Configuration Management Process – What were the recommendations from Oracle last year and have we implemented those recommendations.

D., & Pieperl, M. A. (2010). Managing change: Cases and concepts (3 ed.). New York, N.Y.: McGraw-Hill.

Configuration Management is a United States Department of Defense (DoD) product of the nuclear arms race of the 1950s. [16] During this time, developments were documented or not documented; therefore, the nuclear arms race did not lead to significant advancements in technology standards. [16] Items and protocols were duplicated which resulted in “high costs and mixed success” for the DoD. [16] In turn, the DoD mandated configuration management for the hardware in the military. [16] They issued “Bulletin Number 390 and 390A to the Army, Navy and Air Force and coined the term “engineering change proposal.” [16] Fast forward to today, configuration management is a common practice across the industry and the new standards are found in the NIST-series

They also need to benefit from a fusion of the two approaches that are project management and change management and as a result they can gain significant opportunities by doing so. As stated by Crawford et al. (2014), while project managers claim to be implementers of change, current project management principles spotlight on change control but mostly ignore the composite and evolving characteristics linked with execution of change that is necessary to bring value.

The purpose of this paper is to analyze a sustained change my organization had after a significant change we encountered when Pearson acquired Embanet Compass Knowledge Group. I work as a Program Coordinator and in this paper we will review the resistance encountered during the change process, analyze the response to this resistance and the sustained change. In this analysis, I will incorporate the view of Jaclyn Kleinaitis, a Lead Instructional Designer within the organization and the person I interview to provide insight of the organization.

By understanding the importance of effective change management we can facilitate our commitment to the development of a successful change management program. By gaining insight into the different factors that can contribute to successful change management, we can guide the design of an appropriate change management program. In the following pages, it

Moreover, the best way to successfully implement change management is carried out in a few simple steps. Appointing a team to organize the change management process; this team may consist of employees, as well as outside consultants with the familiarity of change management strategies. Next, the plan to go from the current to the planned organizational structure should be analyzed and decide what steps will be necessary to complete the process. A communication plan should be created that is comprehensive; determine how to notify all company employees of the upcoming changes to ensure the transition will go smoothly. The next step will have the key changes that will take place during this process by creating a timeline, which should include small as well as large details. The change process should list concerns or problems that may arise; this would include employee dissatisfaction, confusion as well as an everyday work stoppage, and finally, these potential setbacks should have a contingency plan created. The final steps include the compilation of a change report for senior management as well as a discussion with management teams of the upcoming changes to be implemented (Michaels,

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

The following critique is written for the reflection review of change management. The report proceeds with a review of each question that was assigned as well as presents a brief exploration of my experience and ideas that were acquired from taking change management classes.

In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.

1.1 The analysis must include consideration of two current schools of thought on change management and how they have contributed to organizational change