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BXL622 Organizations As Complex Environments And Change Assignment Sample SUSS Singapore

The BXL622 course will equip you with an understanding of how to analyze, evaluate and plan for complex environments. You’ll learn about the three dimensions that shape any change initiative; political economy (the economic conditions affecting organizations), social impacts/ environment(what’s happening outside)and institutional factors which include policies or procedures within your own company itself- all these need consideration when creating policy surrounding sustainability.

This course also covers more technical aspects of change such as policy analysis, project management, and risk assessment. You will have the opportunity to put your learning into practice through a group change project in which you’ll work with classmates to develop a plan for organizational change.

Organizations are constantly evolving and changing to adapt to their environments. In this course, we will examine how organizations change and the factors that influence these changes. We will also explore different approaches to organizational change and learn about tools and methods that can be used to facilitate change.

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Assignment Activity 1: Critique organisational development theories

One of the main criticisms of organizational development theories is that they are too simplistic. Many researchers have argued that the theoretical assumptions on which these models are based do not reflect reality. For example, it is often assumed that organizations are rational beings that make decisions based on cost-benefit analysis. However, research has shown that organizations are often irrational and make decisions based on politics and personal relationships rather than what would be best for the organization as a whole.

Another criticism of organizational development theories is that they assume change can be managed linearly. That is, you start at point A and end up at point B through a series of steps. However, the reality is often much messier than this and change happens in fits and starts, often going backward as well as forward. This non-linearity makes it difficult to apply the theories in a real-world setting.

Finally, some have argued that organizational development theories are too focused on individual behaviour and do not take into account the larger social context in which organizations operate. This criticism is especially relevant to models that focus on changing individual attitudes and behaviour, such as the T-group model. While changing individual behaviour is important, it is also necessary to consider the larger social context in which organizations exist.

Assignment Activity 2: Examine what organisational theories imply for learning, change and innovation

There are a few different organisational theories that relate to learning, change, and innovation.

The first is the theory of planned behaviour, which suggests that individuals are rational decision-makers who weigh the costs and benefits of their actions before deciding whether to behave in a certain way. According to this theory, individuals will only engage in the behaviour if they believe that it will lead to a positive outcome (i.e., increased productivity, satisfaction, etc.).

The second theory is the learning organisation model, which posits that organisations should continually learn and adapt to survive in a competitive environment. This model emphasises employee empowerment and creativity, as well as the use of information technology to support learning. Finally, there is the change management model, which suggests that organisations must carefully plan and execute changes to avoid negative impacts on employees, customers, and other stakeholders.

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Assignment Activity 3: Evaluate different change models

There are a variety of different change models that have been proposed and discussed over the years. Some of the more popular ones include Lewin’s three-stage model, Kotter’s eight-step model, Bridges’ transition model, and Fullan’s change theory. Each of these models has its strengths and weaknesses, so it’s important to evaluate each one carefully before deciding which one is right for a particular situation.

Lewin’s three-stage model is probably the best known of all the change models. It postulates that there are three essential stages to any successful change initiative: unfreezing, changing, and refreezing. This model is considered to be very linear and does not allow for much flexibility.

Kotter’s eight-step model is another popular change model. It is considered to be more flexible than Lewin’s model, as it allows for a greater degree of customization. Kotter’s model also emphasizes the importance of creating a sense of urgency and building a coalition of support before embarking on any change initiative.

Assignment Activity 4: Analyse the role of their organisation within its ecosystem

Organisations play a vital role within their ecosystem, and it is important to understand how they interact with their surroundings. By understanding the organisation’s role within its ecosystem, businesses can better adapt to change and identify growth opportunities.

An organisation’s ecosystem is the totality of its relationships with other organisms and elements in the environment. These relationships can be symbiotic, where both partners benefit from the association, or parasitic, where one partner benefits at the expense of the other. Organisations also compete with each other for resources.

The size and scope of an organisation’s ecosystem depend on its industry and market position. For example, a small local business will have a much smaller ecosystem than a multinational corporation. Understanding how an organisation functions within its ecosystem is essential for long-term success.

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Assignment Activity 5: Collect a range of practices that support learning, innovation and change

There are a few different practices that can support learning, innovation, and change.

One is to encourage Employees to Be Innovative and Creative. This can be done in several ways, such as giving employees time to work on creative projects, encouraging them to come up with new ideas, and offering rewards for innovative thinking.

Another way to support learning and innovation is to Provide Training and Development Opportunities. This can include sending employees to relevant conferences, workshops, or training programs. Additionally, companies can create internal training programs or rotations that allow employees to develop new skills.

Finally, it’s important to Create a Culture of Learning and Innovation. This means creating an environment where people feel comfortable trying new things and taking risks. It also means valuing employees’ ideas and encouraging open communication. By implementing these practices, companies can create an environment that supports learning, innovation, and change.

Assignment Activity 6: Construct their stance on change that supports learning and innovation in organisations

There are countless advantages to be gained from learning and innovation in organisations. Change is inevitable, and those who can adapt and evolve their thinking will always succeed. Constantly learning new things keeps us sharp and informed, helps us solve problems more effectively, and enables us to stay ahead of the competition.

Innovation driving change is essential for growth; without it, businesses stagnate and gradually become outdated. Learning helps organisations keep up with the latest trends and technologies, giving them a competitive edge. It also allows employees to develop new skills that can be utilised in their roles, making them more productive and valuable members of the team.

Organisations that encourage learning and innovation create a collaborative culture where employees feel empowered to contribute their ideas and drive change. This kind of environment fosters creativity, resulting in better solutions and more successful businesses.

In summary, learning and innovation are essential for organisations that want to stay ahead of the curve and remain competitive. Change is inevitable, but those who adapt and evolve their thinking will always succeed. Those who embrace learning and innovation will be able to capitalise on opportunities, solve problems more effectively, and drive growth.

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