Apart from the models, other scholars have suggested conditions that must be present if the process of using technology is likely to be successful. One of those scholars that have caught the attention of many people in the field of technology integration is Donald Ely. Ely (1999) suggested eight conditions that must exist or be made available for adoption of an educational innovation to take place. The process of ICT integration is the process that involves the adoption of new innovations. According to Ely (1999), these conditions are interrelated and influence each other. This means the presence of one may not be sufficient to suggest success unless the others are also present. However, other conditions, according to Ely (1999) are more necessary than others. These conditions are:
1. Dissatisfaction with the status quo. This is the condition of the implementers when they feel that change is required. It is the situation that emanates from the emotional feeling of the implementers when they are dissatisfied with what is currently available. They perceive the current methods as insufficient and ineffective (Ely, 1999). Ely provides reflective phrases of those who are dissatisfied that gives an impression of how this condition exists: "Something is not right. Things could be better. Others are moving ahead, we are standing still. There must be something we can do to improve the situation". He says that this emotional state may be inert or induced and it is linked to leadership. So, if we understand what causes dissatisfaction and the extent of the dissatisfaction, we can help change it, and it would be easier to communicate innovations to the adopters.
2. Presence of sufficient knowledge and skills. In order to make the
impleme...
... middle of paper ...
...t and encouragement to users, as well as role
modeling in the use of the innovation. He says, "Once the executive
leadership is evident, then the project leadership becomes even more
important because the person who can help with implementation is closer to
the user". Surry and Ensminger (2002) say that knowing how faculty
members view the importance of these eight conditions can assist an
institution in successfully implementing a web-based instructional program. In another study on the teachers' perceptions of Ely's conditions on the implementation of online programs, Ensminger and Surry (2002) found that teachers perceived availability of resources as the most important condition for implementing a new technology program. They found that adequate skills and knowledge and dissatisfaction with the status-quo were the next most important conditions.
“The Heart of Change,” by John Kotter and Dan S. Cohen can act as a diagram for any organization facing challenges that come with implementing change. In the 21st Century in order to stay competitive with your competitors you have to implement changes, new systems and approaches to keep the organization relevant. With changes there comes errors that a company may encounter, sometimes these errors if not fixed can make the change within the organization impossible. Employees are reluctant and can’t see the views or their leader, and this makes change unsuccessful. That’s where Kotter’s eight step change model can give an organization a guideline and understanding of some of the challenges that they may encounter with change. Comparing Kotter’s
Elite Engineering has been unable to successfully implement change because they haven’t been able to get the employees to see the need for the change and to believe in the change. “It must be considered that there is nothing more difficult to carry out, nor more doubtful of success, nor more dangerous to handle, than to initiate a new order of things.” (Kotter & Schlesinger, 2008) Change is often met with resistance. When it comes down to it many people fear change. At Elite Engineering, the engineers were happy with the way things were being run. They enjoyed the billable work they were doing and did not want to take the time to collaborate with others, as it would take away time from their billable work. The engineers saw the billable work they were doing as a way to ensure they received their bonus at the end of the year. However, they were failing to see that the litigation business was going to begin to shrink and in order for them to remain competitive, changes needed to be made. Kotter and Schlesinger state that there are for common reasons that people resist change. The four reasons are the 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. (Kotter & Schlesinger, 2008) At Elite Engineering, I think upper management was unsuccessful at implementing change because the employees didn’t want to lose their bonuses (something of value to them), they misunderstood the change, and they didn’t feel that the change made sense for the organization.
Change affects more than just a program or a process within an organization, change affects employees, collecting data on employee’s readiness and willingness to accept a change will help leaders know if the organization is socially ready for change (Cole, Harris, and Bernerth, 2006). A change might be positive for an organization but if the employees who will be affect by the change are lost in the process then it could create a greater issue than not making the change. Leadership needs to communicate and inspire the employees to be positive toward the change, seeking to enhance their job satisfaction not make changes that will increase their desire to leave. This data is best collected early in the change initiative allowing leadership to properly cast the vision while addressing concerns. This requires leadership to create platforms for employees to engage in the change initiative freely (Ford, 2006). Employee attitudes can be measured through these dialogues providing leadership with necessary measureable data (Hughes, 2007).
Hall, G. E., & Hord, S. M. (2011). Implementing change: Patterns, principles, and potholes (3rd ed.). Pearson.
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.
...owers to accept the change and followers work in accordance of organizational goals. As the goals met they feel proud and more satisfied.
Individuals, when faced with any major change, will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees, which makes it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010). Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states that for organizations to achieve the maximum benefits from change they must effectively create and maintain a climate and culture that does not support resistance and rewards acceptance and support ( as cited in Bolognese, 2010). Therefore, it is important to understand what resistance is and how to reduce the effects of resistance.
This article discusses the use of the Internet in the classroom and how it can be used to personalize education. The effectiveness of the Internet in the classroom is evaluated at the Henry Hudson Regional School in Highlands, New Jersey. A faculty member at the school explains that the Internet was introduced to their classrooms to expand limited electives, advanced placement, and foreign language offerings. The use of the Internet allows small schools to provide an education that would not be economically possible without it.
Prevention of resistance is most effective when implementing change. Preventing the weight of inertia in a workplace allows the change to happen in a timely manner with minimal problems. As Lee (2004) emphasizes, leaders have the ability to effect change and performance. If someone is accountable for outcomes and poor habits, outcomes will improve. The manager must show a caring attitude over the process of change and welcome any positive innovation. This caring attitude will become contagious to the employees working under him and become a priority to them as well. Approaching the change in an accepting, open-minded manner can decrease the vulnerability and frustration associated with change. How the change is presented can make the biggest difference in the outcome of the change. The manager must show that blaming will be avoided at all costs. One will only ask why, not who, to avoid the feeling of belittlement. This can allow employees to become comfortable with voicing their opinions and mistakes, which can allow an even greater range of improvement. The manager must also encourage...
Middlebrook, B., Caruth, D., & Frank, R. (1984, Summer 85). Overcoming Resistance to Change. Management Journal, 50(3), pp. 23.
Today, if you enter an average elementary classroom you might find a computer cart with twenty or thirty lap tops, all with hook-up to the internet. The teacher usually has either a desk top or lap top computer, sometimes both, for keeping track of important information. Technology has, in many ways, positively impacted the educational field. Michigan has made using technology a necessity. With help from the Freedom to Learn Program, improvements in classroom technology, and special programs used to assist educators, teachers become familiar with the new technology.
The only problem is that some of today's schools are hindered by an under-powered technology based curriculum and, in order to stay competitive, the American educational system must do a better job of integrating. Computers have made a fundamental change in most industries, providing a competitive advantage that has come to be essential to stay in business. Therefore, education must also use technology to improve the educational process instead of simply applying it to existing structures. School systems often consider acquiring an enterprise computer network, but justify its purchase by applying it to routine administrative tasks, or take period by period attendance.
Toribio, C. T., & Hernandez, R. G. (2011). Coping with resistance to change in organizations (Unpublished masters thesis). Linnaeus University, Sweden. Retrieved from http://lnu.diva-portal.org/smash/record.jsf?pid=diva2:425506
Whether technological integration has positive or negative impacts on teaching and learning has been paid increasing attention and a numerous research has done to explore the issue. Regarding the issue, the question of if training teachers in the use of technology in classrooms contributes to students’ outcomes is still an endless argument. This essay will explain two reasons why such training brings about positive academic achievements for learners and a number of training guidelines that can be followed.
Starr, L. (2011, June 14). Education World. Retrieved 11 2, 2013, from Technology Integration/ Ideas That Work: http://www.educationworld.com/a_tech/tech/tech176.shtml