Diversity of my organization’s members is respected by my principal’s diplomatic leadership style. For example, the teacher of the year is decided by staff member votes. Another way diversity is respected in our school is various committees determine activities, discipline, clubs, and curriculum approach. Teachers are selected to serve on a committee by years of experiences, expertise in a specific area, and by volunteering. Therefore, every teacher has an opportunity to have a voice in the decision making process. In conclusion, I believe diversity is respected by a leader’s willingness to ensure every member has a opportunity to contribute to the organization. “Behold the turtle. He only makes progress when he sticks his neck out.” ~James Bryant Conant, Former President of Harvard “Turbulence” is a word often used to describe the environment of change. However, growth is probably a far more suitable word to describe the change experience. As someone aptly said, "If there was no change in the world, there would be no butterflies." Similarly, without change or growth, there would be no progress. The pain associated with growth is a natural progression. However, even in the chaotic world of change there are familiar patterns that play a cohesive role in all change processes. Many change researchers have analyzed these patterns and developed some commonly accepted principles: • Change is a process. • An organization does not change until the individuals within the organization change. • Effective change is a team process. However, all the principles of change are not applicable always. The significance is situational. Some principles will assume greater importance than others depending on the situation. “The task of the leader is to get his people from where they are to where they have not been.” ~Henry Kissinger, U.S Statesman Change facilitators play a critical role in enabling an organization to move from the old ways of doing things to new ways to bring about positive outcomes—the vision. Change facilitators are aware that change is not a one time event, but a permanent process to which organizations can adapt by keeping an open and flexible work environment. Change facilitators lead and support change within the organization. Some key elements in the change process include: • Understanding and Communicating Change • Planning Change • Implementing and Monitoring Change • Evaluating Change At every step, the change facilitator will play various roles in assisting the change process. Based on the situation, change facilitators approach their roles in various styles, which impact implementation of the change process.
Dr. Tanisha L. Heaston, principal of Treadwell Elementary talks to me about educational change. In my first meeting and interview with her, she displays many if not all the leadership benchmarks of a Change Master and Facilitator. Defined by McEwan (2003), a Change Master is a highly effective principal who is flexible and futuristic. A realistic leader who is able to both motivate and manage change in an organized, positive, and enduring fashion. As a Change Master, she uses a situational approach since every school community requires somewhat different skills. Dr. Heaston respects change resisters, procures resources for her school, and trusts her teams which aligns with ISLLC Standard Six.
With this mindset in place change can happen without any problems. Having transformational leaders being viewed as change agents, the culture within an organization should transform smoothly. Effective leadership is enhanced when leaders can inspire their followers to accept change by communicating a compelling vision of the future and motivating willingness to work in the new manner (Jones & Rudd, 2008).
Wagner, T., Kegan, R., Lahey, L., Lemons, R.W., Garnier, J., Helsing, D., Howell, A., Rasmussen, H. T. (2006). Change Leadership: A Practical Guide to Transforming Our Shcools. San Francisco, CA: Jossey-Bass.
We need to embrace change by having an individual take a leadership role. There can be more than one leader, but at least one person has to realize change is needed for the better and success of others. Another way to embrace change is by bringing the ...
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
If any organizations want to effectively employ an organizational strategy, they will need leaders who have the abilities to push and circumnavigate change, at the same time guaranteeing that those changes are tenaciously parallel with business goals. The success or failure of a change initiative is determined by more than how it begins and develops, it also entails priming organization for the transformation, and ensuring the parties involved that the change will be successful. In this proposal this author will examine change initiative of a law enforcement organization through the perceptive of the leader and the follower. Moreover, this author will discuss the successes and failures experienced during the change process of the law enforcement organization. Finally this author will discuss the hypotheses and models used to enable the overall change process.
Oakland, S.J. and S.J. Tanner. A new framework for managing change . 2007. http://www.emeraldinsight.com/Insight/ViewContentServlet?Filename=Published/EmeraldFullTextArticle/Articles/1060190604.html. 04 March 2014.
There has been a major change in the past thirty years regarding the amount of immigrants coming to the United States. The impact the immigrants have had on education and diversity is unbelievable. There are many factors which contribute to the element of diversity in education, such as each student 's culture, the different languages each student speaks, promoting gender equality amongst students, and working with students who have exceptionalities. As today 's educators, teachers must understand diversity from an omniscient perspective and the influence it has on students, making the process of getting an education as equal and pleasant as possible for all students.
Change happens when someone commits to a new way of doing things and leads others to do the same. There are processes that help one to do that. The principles apply whether one is leading top-down, up, or even among a group of friends.
Diversity in classrooms can open student’s minds to all the world has to offer. At times diversity and understanding of culture, deviant experiences and perspectives can be difficult to fulfill, but with appropriate strategies and resources, it can lead students gaining a high level of respect for those unlike them, preferably than a judgmental and prejudiced view.
The world is currently undergoing a cultural change, and we live in an increasingly diverse society. This change is not only affect the people in the community but also affect the way education is viewed. Teaching diversity in the classroom and focusing multicultural activities in the programs can help improve positive social behavior in children. There is no question that the education must be prepared to embrace the diversity and to teach an increasingly diverse population of young children.
I believe it is important to first analyze the word diversity when examining the need for diversity within a classroom. According to Webster's New Pocket Dictionary, diversity means variety, a number of different kinds. I often discuss and read about diversity in terms of cultural backgrounds; the unification of histories and stories from people from all over the world. Although, I believe that in a higher-educational setting, diversity can also be discussed as the acceptance of the various minds within a classroom. I believe that it is important to recognize the thoughts and experiences of others in a learning environment. Collectively, students learn from teachers, teachers learn from students, and students learn from their peers. By allowing diversity within the classroom, a sense of community can develop. Diversity encourages an active, not passive, learning style. I believe that the culture of Columbia College Chicago is dependent on diversity. The motto “Create Change,” suggests students actively seek the change they want to see in the world. In order to obtain change a community developed out of diversity must be discovered.
Change Management is not impossibly difficult. It need detailed planning, including everyone affected, frequent interaction, accomplish a perspicuous target for the change and a method of measuring success, complete the plan, and strengthen the change once it is in place.
A simple and perfect example of when I have experienced a co-worker performing as a change intermediary occurred last spring at a new restaurant where I had begun serving. The restaurant was only about 6 months old when the owners began to discuss the current lax dress code, and decided to implement a more strict and professional dress with more rules and more limitations as to what the servers could wear at work. Obviously, this was met with some resistance from servers who had been working at the restaurant since day one, and the change implementation was passed down from the owners through the general manager, to the assistant manager, who was most in charge of ensuring that the changes were adhered to.
According to David O. McKay (2013), multicultural education is constructed to prepare pupils for citizenship in a democratic society by facilitating them to take into account the needs of all individuals; it shed light on how issues of language, ethnicity, culture, religion race, abilities/disabilities, and gender are entwined with educational content and processes. A multicultural curriculum is needed to accommodate for diverse learning and teaching styles of facilitators and pupils and to expose biases, stereotypes, and policies that can restrict achievement. What is more, a multicultural curriculum is also needed to help pupils, faculty, and staff become advocates for multicultural awareness, to ensure that content is fair, accurate, and inclusive, and to prepare pupils for diverse workplaces and multicultural environments. In writing this paper, the author will describe key issues of culturally diverse students, recommend a curriculum approach to address the issues, and discuss the challenges and benefits expected. In addition, she will describe three key issues of male and female students recommend a curriculum approach to address the issues, and discuss the challenges and benefits expected. In closing, she will describe three key issues of students with disabilities, who are mainstreamed, recommend a curriculum approach to address the issues, and discuss the challenges and benefits expected.