{"id":275,"date":"2019-02-16T15:46:48","date_gmt":"2019-02-16T23:46:48","guid":{"rendered":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/?p=275"},"modified":"2019-02-16T15:46:48","modified_gmt":"2019-02-16T23:46:48","slug":"manage-change-or-motivate-change","status":"publish","type":"post","link":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/manage-change-or-motivate-change\/","title":{"rendered":"Manage change or motivate change?"},"content":{"rendered":"

As <\/span>LRNT 525- Leading change in Digital Learning<\/span><\/a> moves on from the traits of leadership towards leading change, I am left thinking about how change is handled within my own context. <\/span><\/p>\n

Weiner (2009) discusses organizational readiness and uses motivation theory and social cognitive theory to demonstrate how organizations can be prepared for change.\u00a0The readiness to change is dependent on the demanding nature of the task, the availability of resources, and specific situational factors (Weiner, 2009). Having previously read about these theories in<\/span> LRNT 522<\/span><\/a>, I was very much intrigued on how motivation theory, which is individualized and based on intrinsic motivation, can be applied to the entire organization (Keller & Suzuki, 2004). My original thought was echoed by Weiner (2009) discussing how commitment to change is more successful when individuals want to, and not because they are feeling told to or have to as a job requirement.\u00a0 This is an interesting concept for me to consider, because unless you have full autonomy in your give job, there will be some aspect of change because you are told to. <\/span><\/p>\n

As someone who works for in public education in BC, we are at the end of a major change to our curriculum. So when Weiner (2009) discusses the \u201cinternal political environment\u201d (para. 16) and how that can have an impact on implementation, I think of some of the polarizing discussions that have come out of the new curriculum change. It is safe to say that within the entire province, not every teacher agreed with the curriculum change. Furthermore, much like discussed by Weiner (2009), the time given to implement these changes was not adequate and resulted in more dissent and delays to final implementations (British Columbia Ministry of Education, 2017).<\/span><\/p>\n

This lead me to consider the following prompt: What role does leadership play in managing change? \u00a0<\/span><\/p>\n

If leaders are to manage change, and therefore motivate followers to change, can we use similar motivation theories that are applied to learning? <\/span><\/p>\n

When previously discussing motivation, teachers motivating learners were discussed, not leaders motivating followers. For example, the ARCS model (attention, relevance, confidence, and satisfaction) can be used to develop motivation for e learning ( Keller & Suzuki, 2004).\u00a0 By using this model, the leader should focus on specific aspect, such as overall job satisfaction, in the hope to increase motivation.\u00a0<\/span><\/p>\n

Considering what we know about motivation and how teachers motivate students to learn, can leaders use the same model to implement change in the workplace? Could you see yourself using this model to manage change?<\/span><\/p>\n

Amanda<\/span><\/p>\n

References<\/span><\/p>\n

British Columbia Ministry of Education. (2017). New curriculum transition extended for graduation years. Retrieved from\u00a0https:\/\/news.gov.bc.ca\/releases\/2017EDUC0103-001803.<\/p>\n

Keller, J., Suzuki (2004). <\/span>Learner motivation and E-learning design: a multinationally validated process<\/b><\/a>. <\/span>Journal of Educational Media<\/span><\/i>, <\/span>29<\/span><\/i>(3), 229-239. \u00a0<\/span><\/p>\n

Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation Science, 4(67)<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

As LRNT 525- Leading change in Digital Learning moves on from the traits of leadership towards leading change, I am left thinking about how change is handled within my own context. Weiner (2009) discusses organizational readiness and uses motivation theory and social cognitive theory to demonstrate how organizations can be prepared for change.\u00a0The readiness to … Continue reading “Manage change or motivate change?”<\/span><\/a><\/p>\n","protected":false},"author":94,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[8],"tags":[],"class_list":["post-275","post","type-post","status-publish","format-standard","hentry","category-lrnt525"],"_links":{"self":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/posts\/275","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/users\/94"}],"replies":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/comments?post=275"}],"version-history":[{"count":1,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/posts\/275\/revisions"}],"predecessor-version":[{"id":276,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/posts\/275\/revisions\/276"}],"wp:attachment":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/media?parent=275"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/categories?post=275"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0052\/wp-json\/wp\/v2\/tags?post=275"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}