MISSION
Mabini Colleges shall provide quality
VISION instruction, research and extension
Mabini Colleges, Incorporated
service program at all educational
“MABINI COLLEGES shall levels as its monumental contribution
to national growth and development
cultivate a CULTURE OF
EXCELLENCE in education” GRADUATE SCHOOL Specifically, it transforms students
into:
God-Fearing,
Daet, Camarines Norte Nation-Loving,
Earth-Caring
Law-Abiding
Productive and
Name: LAMADRID, NORELIE G. Locally and Globally
Competitive Person
Course: EDUC 203 Organization and Management
Program: Master of Arts in Education Major in Special Education
Schedule: Sunday, 4:00 PM-7 PM
“Managing Change and Innovation”
ACTIVITY 5
1. What are the most common reasons employees resist organizational change, and
how can managers effectively address and overcome this resistance?
Employees resist organizational change for a different reasons. First, they are fear
about the change leading to anxiety about job security and new responsibilities. Second,
employees may feel like they have no little to no say in the change process, leading to
resentment and perception that their opinions and concerns are not valued. Third, if they are
not convinced about the management’s motives or abilities to implement change
effectively, they build lack of trust. Fourth, if some employees are not informed about the
reasons for change, they may feel confused and uncertain, leading to resistance. Lastly,
change can disrupt established routines and comfort zones of the employees.
However, there are ways on how managers can effectively address and overcome
employees’ resistance for organizational change. Communication is the first key to
resistance. Managers should be transparent by being open and honest about the reasons for
change and its potential benefits to the employees.They should provide regular updates on
the progress of change implementation and address employee concerns openly and
promptly. Moreover, encouraging open dialogue, actively listening to employees feedback
and addressing their concerns are important factors to considers too.
By following these strategies, managers can create a more positive and supportive
environment for change, reducing resistance and fostering a culture of adaptability and
growth.
2. What key factors contribute to the successful implementation and long-term
sustainability of innovation within organizations?
The successful implementation and long-term sustainability of innovation within the
organization require a multifaceted approach that addresses both internal and external
factors.
Managers should have a strong leadership commitment and vision. They must be
fully committed to innovation, setting a clear vision and establishing a strategic framework
that aligns with the organization’s goals. They also must foster a culture that values
experimentation, risk-taking and continuous improvement. This involves encouraging open
communication, collaboration and sharing of ideas. Additionally, organizations need a well-
defined innovation process that encompasses idea generation, evaluation, implementation
and monitoring. This process should be flexible enough to adapt to different types of
innovations and the organization’s specific needs. There should also have a continuous
learning and adaptation through experimentation and knowledge sharing. Innovation is a
process that requires willingness to experiment, learn from failures and adapt strategies.
By implementing these strategies, organizations can create environment that fosters
innovation, drives growth, and ensures long-term sustainability.
3. How can organizations balance the need for stable administrative processes with
the growing demand for agility and adaptability in a rapidly changing environment?
Balancing the need for stable administrative processes with the growing demand for
agility and adaptability in a rapidly changing environment is a critical challenge for
organizations today. To achieve balance, organizations should invest in technology and
automation, develop a culture of continuous improvement, empower employees, and build a
strong foundation.
Technology can automate repetitive tasks, reduce manual errors and free up
employees to focus on more strategic work. They could use workflow automation tools,
document managing systems and data-analytic platforms. Also, leveraging real-time data and
analytic can provide valuable insights into operational performance and customer behavior,
allowing organizations to adapt quickly to changing market conditions.
In developing culture of continuous improvement, organizations should establish
feedback loops to gather input from employees and customers on how to improve processes
and adapt to changing needs. They can conduct regular surveys, have suggestion boxes and
open communication channels. Also, encouraging a culture of experimentation where
employees are empowered to test new ideas and approaches fosters a learning environment
where organizations can identify and implement improvements quickly.
By empowering employees, organizations can delegate decision-making authority to
employees closer to the front lines, enabling them to respond quickly to changing customer
and market demands. Invest In training and development programs to equip employees with
the skills and knowledge they need to adapt to changing environments. This includes teaching
them how to use new technologies and providing opportunities for cross-functional
collaboration.
Through building foundation, organization can balance the need by ensuring that the
organization has a robust data management system in place to collect, store and analyze data
effectively. This will enable informed decision-making and raid adaptation to changing
circumstances. They should also develop a comprehensive risk-management framework to
identify and mitigate potential threats to the organization’s stability and agility.
