Change Management

Change Management

Name:

Institution:

Change Management

Culture constitutes of the shared values, modes of behavior, and patterns of belief within an institution. Before the arrival of Odiotti and Seiberlich, both the students and teachers have no idea of the roles. The teachers are not aware of the authority they have as educators. Inherently, a general lack of leadership exists within the institution, which has contributed to a situation whereby they are willing to overlook the mistakes that the students do. Possibly, it is as if they are not aware that they could take disciplinary measures as a way of avoiding the mistakes from being repeated. The teachers have embraced the pattern of blaming the students for poor academic performance. Students, on the other hand, have taken advantage of the situation and this has affected their performance. Learners lack discipline and do not respect the institution’s rules and regulations. Moreover, they tend to disregard the authority of the teachers and have a general lack of respect for authority.

The existing organizational culture can act as an obstacle to change. To counter this, the principal and assistant principal have found ways of involving the students and the teachers. They have conducted interviews with both groups as a way of finding out the origin of the prevailing problems (Asli, 2015). Such involvement is important as it reduces opposition to change. The use of participative strategies emphasizes the full involvement of all the people who will be involved in the change process, or those affected by the changes (Passenheim, 2010). Arguably, the management considers the views of all the people who will be affected by the change process before the implementation process, which increases the support for the proposed while reducing resistance. Moreover, the individuals will be committed to the change process.

Mr. O and Judy could ensure that there is increased empowerment and that the teachers recognize their authority. Quite worrying is that the students in senior school are yet to complete the work assigned to them when they were in junior school and the assignments that need answers. Empowering the teachers or making them aware of their authority within the institution will contribute towards ensuring that the students are more accountable and responsible for their actions.

The new management has the responsibility of ensuring that the students and the teachers are aware of the institutions mission and vision. The first priority is to instill knowledge on the students and to ensure that they attain academic excellence (Dievernich et al., 2014). Arguably, the teachers should take it upon themselves to ensure that the students are able to graduate and that they attain good grades in their examinations. Indeed, such action will help in preventing the culture that the teachers have developed of blaming the students for poor academic performance. The mission acknowledges the importance of mutual respect for the religious and cultural differences of the individuals. Indeed, this will help in dealing with the existing ethnic and racial differences that exist among the students.

Communication is important in the change process. The administration should ensure that it communicates all the new strategies to the people affected by the changes. Moreover, there is a need to ensure that the people understand the message communicated and what it means in their work performance. The communication process is not one way, but it is an interaction between those providing the information and those receiving it. Mr. O and Judy should provide an environment that makes it possible for the teachers and the students to communicate to the administration.

References

Asli, G. (2015). Organizational change management strategies in modern business. New York, NY:  IGI Global

Dievernich, EF, Tokareki, OK and Gong J. (2014). Change management and the human factor: Advances, challenges and contradictions in organizational development. New York, NY: Springer

Passenheim, O. (2010). Change management. Denmark: Ventus Publishing ApS