The biggest and most challenging task in business today is managing change requests. This ever-evolving change not only challenges us but also tests our capabilities to create value for our customers and also to be relevant. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay This reflective journal was prepared in the course of my study for the topic Leadership and Management of Organizational Change - LB5234. While leading and managing change, managers and supervisors are required not only to address the technical, process and operational aspects of change, but also to understand the human side. All of this led me to reflect on my previous work experiences and examine my future career options. Most of this reflective journal has been applied over my last 6+ years in the hospital sector in Middle Eastern countries and now Australia. Examples of wherever the change has been or should have been made, leadership culture of my previous managers as well as The overall working style of the countries I have worked in was applied to my assessment. Over the past few decades, technology has made a huge impact and revolutionized the way business is done beyond our imagination. It has completely changed the face and pace of today's business world. As Henry Ford said, "If you always do what you've done, you'll always get what you've always gotten." Nowadays business faces competition on a global level competing with various changes and barriers that arise over time, the overall structure must be flexible with better connections with other elements of a business and operations based more on innovations rather than on the old ways that have been in practice. Today, running a business has shifted more towards knowledge acquisition where learning is quite imperative and the core element seems to be professional skills and work. Here a series of questions have been answered in the perspective of a change in an organization. What changes can be conveyed at a later stage than what is happening around the world? What is the ideal approach to overseeing ongoing change? Appropriate implementation techniques address change? Protection strategies during the occurrence of change? Our lesson on 'Individual Change' was quite fun and informative as it provided an explanation on how I interpret change in myself at work. This was clearly visible to me when I was promoted up the hierarchy and assigned managerial duties and responsibilities. This happened in Kuwait; I worked for an upscale Italian restaurant called Nino's. With the group rapidly expanding into various other countries due to its popularity and growing demand, and after an intensive 18 month management internship program and numerous assessments of my skills and knowledge I was promoted to Sous chef. With my promotion came the duties and responsibilities associated with it and I became more involved in managing the entire venue with proper and continuous communication between all aspects involved in running a restaurant. The whole transition from being a management intern to a sous chef was quite challenging and on many occasions I missed many deadlines. But with time and proper guidance from my head chef and also the entire team, I was able to slowly understand the operations much better and slowly started toshow improvement and I was able to work without any supervision from my head chef. I found much more confidence in my professional life and also practical control over myself which led me to choose the best for me and for the operation of the restaurant. I have become more goal oriented and because of this I can easily place myself in the Self-Actualization stage in Maslov's stage hierarchy. All that hard work paid off and towards the end of my contract with A Nino I was offered the position of head chef for an American concept restaurant in Muscat, Sultanate of Oman. It was a big leap in my career because I was given the responsibility of running an entire restaurant on my own and I could apply all the things I had learned from my head chef in the previous restaurant, but in the way I want. Being directly responsible for a staff of over 20 people was quite overwhelming, but over time I gained more and more confidence. In the two years I worked there I was able to create a learning culture where people were trained in different sections, creating interest among employees and adding more value to their professional skills as well. And the hard work was well paid with adequate pay raises and few promotions. This gave others a reason to strive for excellence and I now had a team that was much more confident and competent and also motivated by what they do than what they do. it was when I first came to the restaurant. Then talking about our session on "Resistance to Change", it also opened my eyes as I could clearly understand the changes that occurred in me with the change in the working environment in our workplace. With hiring a new Operations Manager who had really different ways and means of running a restaurant. We were presented with many standard operating procedures that had not been followed prior to his arrival. Initially it was difficult for all of us on the team to cope with the new implementations, but after some time we understood the reasoning behind making this better. Since then it has become an integral part of our business. However, proper communication would have facilitated the entire process much better. Any friction in the operation hinders the entire customer experience which is why and how we get paid. Better communication can make the whole process easier and that too with the help of training and development. I realized that various leadership methods had also been responsible in this regard as the new chef dominated the waiters and their superiors more. It's a balance between both departments that improves the overall customer experience. One thing that is clear to me now is that resistance is a standard response globally when it comes to change. No management wants it, but change will always meet some sort of resistance from the people who are directly or indirectly involved in it. Many feel that change is a threat and would affect their functioning. Many people consider this a shift from their comfort zone and believe that a change would lead to them losing their job in the future. A better communication platform is an effective method to bring about change and also to ensure that everyone is part of it from the start. at the beginning of that change as it leads to better productivity and higher levels of satisfaction in the team compared to employees brought in at a later stage after the change has been implemented. Over the course of over 7 years of my working life I have been lucky enough to.