{"id":336,"date":"2018-02-16T21:31:59","date_gmt":"2018-02-17T05:31:59","guid":{"rendered":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/?p=336"},"modified":"2018-02-16T21:31:59","modified_gmt":"2018-02-17T05:31:59","slug":"managing-change-for-learning-in-digital-environments","status":"publish","type":"post","link":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/managing-change-for-learning-in-digital-environments\/","title":{"rendered":"Managing Change for Learning in Digital Environments"},"content":{"rendered":"<p><span style=\"font-weight: 400\">After reviewing the readings it does not seem like the major theories and models have changed significantly in response to technological, economic, or societal contexts. However, some potential challenges are likely considered more now than in the past. For example, Bayerl et al. (2013) discusses the cultural perceptions and norms that leaders of change need to be aware of.<\/span><\/p>\n<p><span style=\"font-weight: 400\">The Judson method is described in Al-Haddad (2015) as \u201cconsists of five phases starting with analyzing the organization, planning for change, communicating it to people and finally reinforcing and institutionalizing it\u201d (p. 249). This is somewhat aligned with my approach, and is similar to the approach used at my organization. Ultimately, any change management is much more nuanced than this, and whether or not it is successful will be due to the attention to detail.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Leadership plays a critical role in managing change. Some of the change methods described by Al-Haddad (2015) are identified as relying heavily on leadership. For example, Al-Haddad (2015) states that &#8220;Luecke\u2019s method stresses the importance of strong leadership in supporting change and motivating employees to accept change&#8221; (p. 250). Al-Hadded (2015) also states that \u201cThe entrepreneurship, creativity and innovation embedded in leadership are very important to successfully managing change\u201d (p. 239).<\/span><\/p>\n<p><span style=\"font-weight: 400\">I think the unique challenges in managing change for learning in digital environments is developing and maintaining the knowledge to understand the digital environment and predict future strengths and weaknesses of technology. Digital environments can change quickly, and leaders need to have a strong understanding of the environment. Looking at the model based on resilience offered by Weller and Anderson (2013), I think this is far too high-level to be of use within my own context.<\/span><\/p>\n<p style=\"text-align: center\"><span style=\"font-weight: 400\">References<\/span><\/p>\n<p><span style=\"font-weight: 400\">Al-Haddad, S., &amp; Kotnour, T. (2015). Integrating the organizational change literature: a model for successful change. Journal of Organizational Change Management, 28(2), 234-262.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Saskia Bayerl, P., Jacobs, G., Denef, S., van den Berg, R. J., Kaptein, N., Birdi, K., &#8230; &amp; Horton, K. (2013). The role of macro context for the link between technological and organizational change. Journal of organizational change management, 26(5), 793-810.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Weller, M., &amp; Anderson, T. (2013). Digital Resilience in Higher Education. European Journal of Open, Distance and E-Learning.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>After reviewing the readings it does not seem like the major theories and models have changed significantly in response to technological, economic, or societal contexts. However, some potential challenges are likely considered more now than in the past. For example, Bayerl et al. (2013) discusses the cultural perceptions and norms that leaders of change need [&hellip;]<\/p>\n","protected":false},"author":67,"featured_media":337,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[8],"tags":[],"class_list":["post-336","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lrnt525"],"_links":{"self":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/posts\/336","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/users\/67"}],"replies":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/comments?post=336"}],"version-history":[{"count":2,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/posts\/336\/revisions"}],"predecessor-version":[{"id":339,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/posts\/336\/revisions\/339"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/media\/337"}],"wp:attachment":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/media?parent=336"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/categories?post=336"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0023\/wp-json\/wp\/v2\/tags?post=336"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}