1. Introduction
In this report, I am trying to introduce my role set through the analysis of a new strategy to make change happens in my institution. City of London College is an approved centre of different UK universities eg. University of Greenwich, Birmingham City University and University of Wales. We are running university programmes for overseas students. We have been in collaboration with UoG/Computing and Mathematics school since 2003 running a 1-year BSc (Hons) in Computing. Our student’s performance until 2007 was reasonable but since 2008 and up to now, student’s number is increasing but the performance is going down gradually. Other administration problems make the students and the partner university not happy from the service provided in the college. We all certain of the fact that there is a problem and we have to solve it very soon. My role is academic quality assurance in addition to teaching different subjects in the course.
Managing change is a very huge task especially when you are new to the institution. I have been working in my institution since 2009, any suggestion to do change needs a through planning and patience to get achieved. The first stage was to understand the work environment, the policy applicable, the key decision maker, and the individuals who have power to influence. The second stage which is much harder because I need to identify the problem. As there are different stakeholders including students, academic staff, administration staff, HE agencies, partner universities, I spent long time to identify the roots of the real problem. After a while, I have planned with the management to make a new strategy related to the need of applying high academic standards in the institution on the aim of ...
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...investigation by reading the course text, the course readings and other references covering how to manage change in Higher Education institutions. As a final conclusion, making change will be a very hard task if the key stakeholders are against it as the case in my institution.
Works Cited
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Often times when one hears the word “change” in any aspect of life, they are often, put off, and intimidated by the word itself and the intended implication. This is a normal and understandable reaction for anyone engaging in any type of change. In terms of organizational change, this type of behavior often seen as, but is not limited to pushback, resistance, lack in productivity, turnover, drop in overall customer service, etc by team members. Thus, as organizational leaders, it is our responsibility to ensure that any change management implemented is smooth and has lasting benefits; by considering the impact on the organization as a whole and most importantly, the impact it will have on the team members within the
Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.
You are a consultant to NYU Polytechnic. The President insists that effectiveness must be evaluated by an increase in student population, particularly at the undergraduate level. The Director of the Management Department insists that the main goal is to update the curriculum. The Dean of Academic Affairs states that controlling costs should be the key focus. What would you suggest that the school do to ensure that effectiveness is properly evaluated?
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.
This essay aims to give an in-depth analysis of strategies by applying Kotter’s Eight Stage process framework on how change can be implemented successfully. It will further discuss reactions and resistance to the planned changes that one may encounter from staff and parents.
Administration’s control needs to be changed as well because in most cases it is comprised of professionals with the highest degree in their fields. This in turn means that a great deal of time and with it change has occurred between their actual experience of their first twelve years of education and their present state in life.
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
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
This idea is supported by Fullan and Scott (2009) as well. As they note, certain steps will need to be taken and implemented within the higher education field if change can ever take place or a type of “turnaround leadership”. Furthermore, Fullan and Scott(2009) continue to describe the steps necessary to create turnaround leadership in higher education, steps which begin with the assessment of institutional culture, then transition to designing and applying a new criteria within colleges and universities. These assessments, therefore, would further emphasize continuous implementation of
Cohen, L. Manion, L. Morrison, K. and Wyse, D (2010) A guide to teaching practice. London: Routledge.
Organisation must be aware that learning is necessary before they can develop into a Learning Organisation. This may seem to be a strange statement but this learning must take place at all levels; not just the management level. Once the company has expected the need for change, it is then responsible for crating the appropriate environment for this change to occur in.
...ased on the job or actions of a person, and not because their title (Waite, 1995). It will be imperative that the leader could take in consideration how to facilitate any changes and the action to research. These two will help in identify best practices and goal setting for the school improvement.
Reece, I and Walker, S (2005) Teaching, Training and Learning (5thed.) Sunderland: Business Education Publishers Limited.
Whitton, D., Barker, K., Nosworthy, Sinclair, C., Nanlohy, P. (2010). Learning for teaching: Teaching for learning. South Melbourne: Cengage Learning
In this course I experienced an important change in my beliefs about teaching; I came to understand that there are many different theories and methods that can be tailored to suit the teacher and the needs of the student. The readings, especially those from Lyons, G., Ford, M., & Arthur-Kelly, M. (2011), Groundwater-Smith, S., Ewing, R., & Le Cornu, R. (2007), and Whitton, D., Barker, K., Nosworthy, M., Sinclair, C., Nanlohy, P. (2010), have helped me to understand this in particular. In composing my essay about teaching methods and other themes, my learning was solidified, my knowledge deepened by my research and my writing skills honed.