Class Reflection Note - Jan 16
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The document discusses concepts from 'Our Iceberg is Melting' by Kotter and Rathgeber, focusing on change theories and organizational change processes. It emphasizes the importance of creating a sense of urgency as the first step in these processes and highlights that effective communication and leadership engagement are essential for successful organizational change. The role of a pioneer, demonstrated by the character Penguin Fred, is crucial in recognizing problems and initiating change.
Class Reflection Note - Jan 16
- 1. The Second Reflection Notes According to Our Iceberg Is Melting by John Kotte and Holger Rathgeber (2005), the penguin story elaborated some change theories and approaches. And it also demonstrated the factors and processes that support organization change. However, why the factors and processes are important to organization change and how they implement? In the processes, the first step is creating the sense of urgency (Burke, 2014). It is the same as one factor is urgency. The organization change have different types, one of them is revolutionary (Burke). In my concept, the organization change is mostly from revolutionary, and it is a sudden event. According to Loogma, Tafel-Viia and Umarik (2012, p. 287), “the institutionalization/social demand perspective of social innovation responds to some threat or crisis and tends to create new kinds of institutions and /or responds to a recognized fear or danger”. It demonstrates that it should have a pioneer to recognize the problem and trigger the start of change. The penguin Fred was the pioneer. He saw the urgency and proved it to the leader. Then they created the guiding team. However, it is not efficient to develop the vision and strategy only among the members in guiding coalition, it is more important to communicate with others for understanding and buy-in. It indicates that the leader or superior group should connect with subordinates, transferring the mission to more and more employees, in order to transfer the individual concepts and values into collective principles. In addition, during the process, the leader should persuade subordinates to understand the change is benefit to all of them. They also need motive subordinates to
- 2. take more actions combing with the distributed leadership.
- 3. References Burke, W. W. (2014). Organization change: Theory and practice (4th Ed.). Thousand Oaks, CA: SAGE publications, Inc. Loogma, K., Tafel-Viia, K., &Ümarik, M. (2012). Conceptualising educational changes: A social innovation approach.Journal of Educational Change, 14(3), 283-301. doi: 10.1007/s10833-012-9205-2 Kotter, J., &H. Rathgeber. (2005).Our iceberg is melting: Changing and succeeding under any conditions. Basingstoke: Pan Macmillan.