Management and Leadership in Distance Education (DEPM604)
Management and Leadership in Distance Education brought a managerial perspective to the field of distance education. I examined education and training in an academic and corporate setting and the knowledge and skills needed to function effectively.
Managing Change
I was able to explore the notion of transforming organizations using the concept of managing change. Change can be identified as implementing strategizes to improve cost, quality, and location. There are downsides to change such as wasted resources and burned-out, scared, or frustrated employees. These factors must be considered to ensure the success of managing change in a business environment. This course identified errors which allowed me to develop an understanding of factors that should be considered to avoid delays in progress.The course delved deeply into errors within an organizations which provide insight into possible issues that should be monitored:
Globalization
The course provided extensive knowledge relating to globalization of markets and competition. Globalization is being driven by powerful factors associated with technological change, international economics and market maturation. I am now knowledgeable of the eight stages of change which provides guidance during any major plan to shift processes within an organization.
Eight-Stage Change Process
Management and Leadership
Discussion progressed into the topics of management and leadership. The course identified the most important aspects of management as planning, budgeting, and organizing, staffing, controlling and problem solving. Conversely, leadership is distinguished a set of processes that creates organization and defines, aligns, and inspires others to make succeed despite obstacles.
Management vs Leadership
Planning and budgeting Establishing direction
Organizing and staffing Aligning people
Controlling and problem solving Motivating and Inspiring
Produces a degree of predictability/ order Produces change
I discovered that for the successful management of change, a leader must establish a sense of urgency. With high complacency change usually is not effective. A leader must remove sources of low complacency by setting high standards, changing internal measurement and rewarding good work.
Vision
Vision is an important aspect of management. Without vision there is no direction. This concept is important because vision serves to clarify, motivate and coordinate action. Vision is rendered void if it cannot be communicated properly.
Finally, the course provided opportunity to discuss culture and why it is so powerful. Culture has a power effect on management. Culture involves the norms of behavior and shared values. Culture is exhibited through actions and occurs without intention and as such is difficult to challenge or discuss. In a diverse environment where transformation effort may not be compatible with the relevant cultures, there will be regression if new approaches are not firmly established in norms and values.
Managing Change
I was able to explore the notion of transforming organizations using the concept of managing change. Change can be identified as implementing strategizes to improve cost, quality, and location. There are downsides to change such as wasted resources and burned-out, scared, or frustrated employees. These factors must be considered to ensure the success of managing change in a business environment. This course identified errors which allowed me to develop an understanding of factors that should be considered to avoid delays in progress.The course delved deeply into errors within an organizations which provide insight into possible issues that should be monitored:
- Allowing too much complacency:
- Failing to create a sufficiently guiding coalition
- Underestimating the Power of Vision
- Under communicating the vision by a factor of 10
- Permitting obstacles to block the new vision
- Failing to Create Short-Term Wins
- Declaring Victory Too Soon
- Neglecting to Anchor Changes Firmly in the Corporate Culture
Globalization
The course provided extensive knowledge relating to globalization of markets and competition. Globalization is being driven by powerful factors associated with technological change, international economics and market maturation. I am now knowledgeable of the eight stages of change which provides guidance during any major plan to shift processes within an organization.
Eight-Stage Change Process
- Establishing a Sense of Urgency
- Creating the Guiding Coalition
- Developing a Vision and Strategy
- Communicating the Change Vision
- Empowering Broad-based Action
- Generating Short-Term Wins
- Consolidating Gains and Producing More Change
- Anchoring New Approaches in the Culture
Management and Leadership
Discussion progressed into the topics of management and leadership. The course identified the most important aspects of management as planning, budgeting, and organizing, staffing, controlling and problem solving. Conversely, leadership is distinguished a set of processes that creates organization and defines, aligns, and inspires others to make succeed despite obstacles.
Management vs Leadership
Planning and budgeting Establishing direction
Organizing and staffing Aligning people
Controlling and problem solving Motivating and Inspiring
Produces a degree of predictability/ order Produces change
I discovered that for the successful management of change, a leader must establish a sense of urgency. With high complacency change usually is not effective. A leader must remove sources of low complacency by setting high standards, changing internal measurement and rewarding good work.
Vision
Vision is an important aspect of management. Without vision there is no direction. This concept is important because vision serves to clarify, motivate and coordinate action. Vision is rendered void if it cannot be communicated properly.
- Key Elements to Effective Communication
- < >Metaphor, analogy and example
- Multiple forums
- < >Leadership by example
- Explanation of seeming inconsistencies
- Give and Take
- Communicate a sensible vision to employees
- Make structures compatible with the vision
- Provide the training employees need
- Align information and personnel system to the vision
- Confront supervisor who undercut need change
Finally, the course provided opportunity to discuss culture and why it is so powerful. Culture has a power effect on management. Culture involves the norms of behavior and shared values. Culture is exhibited through actions and occurs without intention and as such is difficult to challenge or discuss. In a diverse environment where transformation effort may not be compatible with the relevant cultures, there will be regression if new approaches are not firmly established in norms and values.
References
Kotter, J.P. (1996). Leading change. Boston: Harvard University Press.
Beaudoin, M. (2012). Institutional Leadership: Transformative Change or Disruptive Technology. In:Moore, M. (ed.) Handbook of distance education (3rd edition). Mahwah, NJ: Lawrence Erlbaum Associates. Pp. 467-480.]
Burge, E. J. (ed.). (2007). Flexible higher education. NY: McGraw-Hill.
Shields, C. M. 2013. Transformative leadership in education. NY: Routledge.e to edit.
Kotter, J.P. (1996). Leading change. Boston: Harvard University Press.
Beaudoin, M. (2012). Institutional Leadership: Transformative Change or Disruptive Technology. In:Moore, M. (ed.) Handbook of distance education (3rd edition). Mahwah, NJ: Lawrence Erlbaum Associates. Pp. 467-480.]
Burge, E. J. (ed.). (2007). Flexible higher education. NY: McGraw-Hill.
Shields, C. M. 2013. Transformative leadership in education. NY: Routledge.e to edit.