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.
...y understand of why the change is needed. For example he can provide the employees with the pros and cons of the current process and how the new implemented changes will improve the organization.
Leaders benefit from building a team to create and implement change, this is a key theme in the Kotter model of change. This teambuilding engages employees throughout the process. Allowing employees to be a part of the change process gives them the opportunity and trust to be creative moving toward the future (Cochrane, 2002). Leaders can create opportunity for employees and leaders to dialogue about the change, which can help troubleshoot the process. Leaders who engage employees throughout the organization from various levels of the organization will receive perspectives from the entire organization helping them make better-informed decisions. Employees want to be allowed the opportunity to help an organization they believe in, in a way that enhances the
Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.
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.
Organizations are preserved by change and constant renewal; otherwise, they will stagnate and die (Marquis & Huston, 2015). Leading change can be one of the most challenging tasks for a leader. Many times attempts at change fail because the person trying to implement the change was ill prepared to deal with resistance and used an unstructured
The purpose of schools today is, unfortunately, to create a well-trained rather than well-educated workforce. However, the true purpose of schooling should be to educate all students equitably, regardless of race, gender, sexual orientation, socio-economic status, etc., so that they can use logic and reasoning to make informed decisions (Spring, 6). Teachers are at the frontline in the struggle to create well-educated citizens within a diverse and democratic society. This essay will examine the criteria needed to create the ideal citizen of a diverse and democratic society, as well as how I as an educator plan to integrate and promote democracy and diversity in my teaching practices.
Change theory is directed at improvement processes and helps to identify the strategies for process change and it allows the use of theory for the incorporation of strategies, plans, and evaluation. Furthermore, it supports and reinforces the individual efforts of colleagues during the change process. It also allows for risk taking in assuming the role of change agent.
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.
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
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.
Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.
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 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.
Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that organizational change is difficult because management systems are design and people are rewarded for stability’ (Lawler, E.E. & Worley, C.G. 2006, p.11).
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.