Organizational Change.ppt

Organizational Change

Reporter:


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Schools as Open System

Process

Input

Output


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Characteristics shared by all open system:

1. Importation of Energy

2. The Throughput

3. The Output

4. Cycle of Events

5. Negative entropy

6. Feedback

7. Dynamic Homeostasis

8. Differentiation

9. Equifinality


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Pressures for Organizationa

l Change

Government Intervention in Schools

Society’s Values

Technological Change and Knowledge

Explosion

Processes and People


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RESISTANCE TO CHANGE

Causes

1. Interference with Need fulfillment2. Fear of the Unknown

3. Threats to Power and Influence

4. Knowledge and Skill Obsolescence

5. Organizational Structure

6. Limited Resources

7. Collective Bargaining Agreements


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REDUCING RESISTANCE TO CHANGE

1. Participation

One of the best methods for reducing resistance to change is to involve those who will be affected by the change to participate in planning design, and the implementation.


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2. Communication

Another method for reducing resistance to change involves communicating and explaining to employees the nature of and need for the change.


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3. Support

Effective implementation of a change requires support from top-level administrators such as the superintendent of school and his cabinet.


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4. Rewards

When change imminent, most people say, ”What’s in it for me?” Subordinates are less likely to resist changes that will benefit them directly.


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5. Planning

Prospective changes should be well planned in advance. Change inevitably leads to subordinate anxiety about new expectations and fear of the unknown.


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6. Coercion

When other methods have failed, coercion can be used as a last resort. Some changes require immediate implementation. And top top-level administrators may have considerable power.


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1. Participation

2. Communication3. Support4. Rewards

5. Planning

6. Coercion


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INDIVIDUAL APPROACHES TO CHANGE

* Job Enrichment Job enrichment focuses in achieving organizational change by making jobs more meaningful, interesting, and challenging

The five characteristics that are essential to job enrichment are:

1. Skill variety

2. Task Identity

3. Task Significance

4. Autonomy 5. Job Feedback


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* Laboratory Training

Goals of Laboratory Training

1. To increase understanding, insight, and self awareness about one’s own behavior and its impact on others, including the ways in which others interpret one’s behavior


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2. To increase understanding and sensitivity about the behavior of others, including better interpretation of both verbal and nonverbal cues, which increases awareness and understanding of what the other person is thinking and feeling.

3. To improve understanding and awareness of group and intergroup processes, both those that facilitate and those that inhibit group functioning.


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4. To improve diagnostic skills in interpersonal and intergroup situations, which is attained by accomplishing the first three objectives.

5. To increase the ability to transform learning into action, so that real life interventions will be more successful in increasing member effectiveness, satisfaction, or output


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6. To improve an individual’s ability to analyze her own interpersonal behavior, as well as to learn how to help herself and others with whom she comes in contact to achieve more satisfying, rewarding, and effective interpersonal relationships.


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* Behavior Modification

Based on social learning approach, the behavior modification process recognizes the interaction of four parts: S (stimuli), O (organism or employee), B (behavior), and C (consequences)


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* Contingencies of Reinforcement

1. Positive Reinforcement which involves following a desired behavior with the application of a pleasant stimulus, which should increase the probability of the desired behavior.


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2. Negative reinforcement involves the removal of unpleasant stimulus on the appearance of a desired behavior, which should increase the probability of that behavior.


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3. Extinction involves removing a reinforcement that is maintaining some undesired behavior. If the behavior is not reinforced, it should gradually be extinguished.


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4. Punishment involves following an unwanted behavior with the application of some unpleasant stimulus. In theory, this should reduce the probability of the undesired behavior


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Group Approaches to Change

1. Role Analysis Technique

Step 1: Defining Roles

Step 2: Examining Expectations

Step 3: Summarizing Roles


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2. Intergroup Problem Solving

Step 1: Meeting Jointly

Step 2: Identifying the Problem(s)

Step 3: Sharing Information

Step 4: Analyzing Information

Step 5: Resolving the Problem(s)

Step 6: Following Through


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3. Process Consultation

Communication

Functional Roles of Group Members

Decision making

Group Norms and Growth

Leadership


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4. Survey Feedback

Step 1: Preliminary Planning Step 2: Data GatheringStep 3: Leader PreparationStep 4: Feedback MeetingsStep 5: Action PlanningStep 6: Monitoring and Evaluating


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5. Strategic Planning

Strategic planning involves identifying the mission of an organizations; recognizing internal and external forces that impact the organization; analyzing those forces to determine the effects they have on the organization’s ability to accomplish it mission; developing strategies for dealing with them, including a framework for improvement and restricting of programs, management, participation, and evaluation; and instituting action plan to carry our those strategies and achieve the organization’s mission.


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CHANGE is inevitable and never ending. It is up to an individual or group of individuals how to accept it. In my own point of view, I must say that I conform to changes. Let us not be contented in what level or aspect are we at present. Instead let us push ourselves to be the best. I know changes might affect the life of each one of us and sometimes we tend to resist. But, if we give it a try and be optimistic and focus in the positive outcomes, much better. For the negative effects, let us continue to work on it and give possible solutions. After all, in an organization, the downfall of one all the others are affected.


Topic:

Education

Organizational Change.ppt