An effective educative change strategy is a crucial component of any successful educational reform effort. It involves identifying the specific goals and objectives of the change, developing a plan to achieve those goals, and implementing and evaluating the success of the plan.
There are several key elements that should be considered when developing an educative change strategy.
First, it is important to clearly define the problem or issue that the change is intended to address. This may involve analyzing data or conducting research to understand the root causes of the problem and the potential impact of the proposed change.
Next, it is essential to involve stakeholders in the change process. This may include teachers, students, parents, administrators, and community members. Their input and buy-in will be critical to the success of the change effort.
Once the problem and stakeholders have been identified, it is important to develop a plan that outlines the specific steps that will be taken to implement the change. This may include identifying resources and materials needed, establishing timelines, and determining who will be responsible for each task.
Implementation of the change plan should be carefully monitored and evaluated to ensure that it is achieving the desired results. This may involve collecting data and using it to assess progress and make any necessary adjustments to the plan.
Overall, an effective educative change strategy requires careful planning, collaboration, and ongoing evaluation to ensure that it is successful in improving education and outcomes for students.
Normative Reeducative Strategy Free Essay
This process of change is delayed whenever a conflict arises. The amount and kind of resistance that is anticipated. Too often though, adult behavioral change is either glossed over or not considered as a pivotal component of the implementation strategy. The planned approach requires input from key stakeholders in the planning process and strong project management skills. Their objections grew louder and louder until the president shelved the idea.
Does the plan pay out when it should? While political behavior sometimes takes the form of two or more armed camps publicly fighting things out, it usually is much more subtle. The Nature of Strategy Implementation. Seashore, Management by Participation Harper and Row, 1967. By holt View Educative change strategy PowerPoint PPT presentations online in SlideServe. When using this approach, it is important to be clear about the desired change and make sure that it is something that employees will actually want to adopt. It also requires time and effort, particularly if a lot of people are involved.
While there are many ways leaders can manage change, some of the best change management strategies include planning, transparency and honesty, communication, and employee participation. But even the most outstanding interpersonal skills will not make up for a poor choice of strategy and tactics. More military governments than parliamentary democracies. Kets de Vries, Power and the Corporate Mind Houghton Mifflin, 1975 ; and Robert H. David Prentice Hall Ch 7-45 Creating a Strategy-Supportive CultureStrategists should strive to preserve, emphasize, and build upon aspects of existing culture that support new strategies.
3 Change Management Strategies to Lead Transformation
When a dispute arises, this procedure of change is delayed. Your context will help you decide the best way forward. They were given six months and asked to file a brief progress report with the president once a month. In Afghanistan, women and girls are receiving education. The Benne and Chin change method, which was developed in 1976, is a typical re-educative approach.
David Prentice Hall Ch 7-23 Resource AllocationResource Allocation A central management activity that allows for strategy execution Fred R. The Normative Re-Educative Strategy typically involves four steps: 1. At the other end of the continuum, the strategy would call for a much slower change process, a less clear plan, and involvement on the part of many people other than the change initiators. People are subjective; they tend to respond to change as directed by the authority. Benne, and Robert Chin Holt, Rinehart, and Winston, 1969.
Promotions into these positions are based on performance levels in the assessment center. In order to accomplish this each entity or individual involved in the change process must participate in the working-out of the plans of change. To illustrate, with employees who fear the adjustments the change will require, provide training in new skills. What is educative change strategy? The disadvantage to this approach is that it takes more time to effect change, the outcomes cannot be predicted and the changes made may not fulfil the total expectations of the managers affecting the change. . Invite Participation Although this won't always be possible, giving employees the opportunity to participate in, or give feedback on, decisions can be a really positive strategy. How can decisions on salary increases, promotions, merit pay, and bonuses be more closely aligned to support the long-term strategic objectives of the organization? These are a desire not to lose something of value, a misunderstanding of the change and its implications, a belief that the change does not make sense for the organization, and a low tolerance for change.
For example, if your company must transform to avert an imminent crisis, accelerate your initiative—even if that risks greater resistance. Few organizations can be characterized as having a high level of trust between employees and managers; consequently, it is easy for misunderstandings to develop when change is introduced. The goals of an organization are identified by establishing the general goal, discovering objectives for its accomplishment and defining a collection of strategies for each objective. Change may be induced by change agents or may be impulsive; unexpected. Examples: family planning education campaigns in less developed countries people are sometimes forced or coerced into using birth control methods ; U. Resistance to change can emerge at any stage or level of the strategy implementation process.
David Prentice Hall Ch 7-53. Step 2:Some motivation or incentive to change is required; self-interest can be the most important motivator. Over a four-month period, he made this presentation no fewer than a dozen times to groups of 20 or 30 corporate and division managers. Co-opting an individual usually involves giving him or her a desirable role in the design or implementation of the change. Why do changes in company strategy often require changes in the way an organization is structured? Negotiation is particularly appropriate when it is clear that someone is going to lose out as a result of a change and yet his or her power to resist is significant.
Therefore, they will often change their behavior or beliefs in order to match what they perceive as the norm. They assume they can combat resistance, a notorious obstacle, by involving employees in the design of the initiative. Key 6: Managing Resistance to Strategic Change Because of diverse external and internal forces, change is a fact of life in organizations. The process to roll out a new textbook is known, the people who will lead the roll-out are readily identified, and the textbook provider likely has several supports in place to orient teachers towards the features of the new textbook. There is likely to be little involvement with those affected by the change.
This approach identifies good performers with promotion potential. More than a few organizations have not even tried to initiate needed changes because the managers involved were afraid that they were simply incapable of successfully implementing them. Once the data and feedback from these teams are distilled, recommendations might be made. While publicly arguing that the new system was not as good for the company as the old one, they privately put as much pressure as possible on the personnel vice president until he significantly altered the new system. David Prentice Hall Ch 7-24 Resource AllocationFour types of resources 1.