My realizations
on the topic about Organizational Change Models, this is our topic that we
presented and take into details.… but before I will input my realizations in
relation to that topic, I just learned and realized that every topic should
have a blog, not on every meeting. Tsk.tsk… I already did that on my second
blog for org. analysis. I created a two in one blog on the topic managers and
leaders, together with our topic changing organizational models. And I stand to
be corrected. Well, here is my separate blog for Changing Organizational
Models.
According
from imagine the world without free knowledge, Wikipedia- the online dictionary, Change management is a
structured approach to shifting/transitioning individuals, teams, and
organizations from a current state to a desired future state. It is an
organizational process aimed at helping employees to accept and embrace changes
in their current business environment.
After Dustine
Ramirez, successfully done his report, we the next reporters together with my
collaborators namely; Kristine, Lynn Mae and Irish (Cristelyn was absent on
that time) will present our assigned reports. We were tasked to discuss about
Organizational Change Model. We all know that change is to become different or
to make a difference. But how are you going to apply change in your
organization? Nothing is permanent in this world except change, true as it is.
But for the organization, change should be for the better, and not for the
worst. So why change? Change in business conditions, change in managerial
personnel, and deficiency in existing organizational patterns, technological
and psychological reasons, government policies and the size of the organization.
We also discussed on John P Kotter's “Eight Steps to Successful Change”.
Step One: Increase Urgency, which is - inspire people to move, make
objectives real and relevant. Step Two: Form a Powerful Coalition, so you have
to get the right people in place with the right emotional commitment, and the
right mix of skills and levels. Step Three: Create a Vision for Change; Get the
team to establish a simple vision and strategy focus on emotional and creative
aspects necessary to drive service and efficiency. Step Four: Communicating the
Vision for Buy-in, so you have to involve as many people as possible,
communicate the essentials, simply, and to appeal and respond to people's needs.
Step Five: Empowering People & Removing Barriers, Remove obstacles, enable
constructive feedback and lots of support from leaders - reward and recognize
progress and achievements. Step Six: Create Short-Term Wins, which you have to
set aims that are easy to achieve in a manageable numbers of initiatives. You
have to finish current stages before starting new ones. Step Seven: Build on
the Change which you have to foster and encourage determination and persistence
- ongoing change – you have to encourage ongoing progress reporting – and highlight
achieved and future milestones. Lastly,
the Step Eight: Anchor the Changes in Corporate Culture – which you have to reinforce
the value of successful change via recruitment, promotion, and new change
leaders. You have to weave change into culture.
Well, in the
academe that I belong, we have already the vision and as an employee I have to
embrace it, a vision that we ventures into new paths of strengthening character
and developing competence in leadership and corporate responsibility for transformation, for transformation of
society. But speaking of change, we just really observed that every year
or every semester, the format of the syllabus is always changing. Especially if
there were changes in the administration. So it’s a very big adjustment for us
to change again and again, and it’s a requirement for us to submit the UBD-like
syllabus every semester or every year because we will not be cleared if we will
not submit, or expect for the many corrections if we will not adapt to a change
of a new format of the syllabusL.
The new Dean also demanded us that next school semester, we will be having our
learning plan every week, (just like a lesson plan in High School?) for the
innovation on our instructions, but this is a college, not anymore a high
school. But the question is, how can we innovate on our teaching if the
resources are limited? (I’m referring on the technology that we would like to
have on the classroom). Well go back to the learning plan issue, Wow… how about
9 preparations, 9 learning plan that she/he will be going to make every week?.
Managing this kind of change is not enough so we have to lead it, we really
voice out that if that would be implemented on us instructors in college, we
will be focused on the document wise but on our preparations, teaching and
instructions, we will not be wise anymore. I’m hoping that the new dean will
consider our side and will not implement that anymore, because some or mostly
we instructors will not really “always” make it in responding to change.
Preparing documents is not just as easy as possible; it will really take time
and effort.
Change is not
bad if that would be for the better change and innovation in the academe but
before implementing change in an organization, make sure that the employees
will support and be positive for that change, that they will not be against.
Because harmonious relationship is important in an organization rather than
innovating to changes that will negatively affect the side of the employees.
Every organization is a complex living organism, it made up of many
interrelated parts that it’s difficult to analyze, understand or solve. So to
make it a positive living organization, good communication and consideration
must be important.
Another
supporting detail for this blog before I will put my experiences on the
organization that I belong. Change management entails thoughtful planning and sensitive
implementation, and above all, consultation with, and involvement of, the
people affected by the changes. If you force change on people, normally
problems will arise. Change must be realistic, achievable and measurable. These
aspects are especially relevant to managing personal change. Well in the other
side of the opinion, the employee does not have a responsibility to manage
change - the employee's responsibility is no other than to do their best, which
is different for every person and depends on a wide variety of factors (health,
maturity, stability, experience, personality, motivation, etc). Responsibility
for managing change is with management and executives of the organization -
they must manage the change in a way that employees can cope with it. The
manager has a responsibility to facilitate and enable change, and all that is
implied within that statement, especially to understand the situation from an
objective standpoint (to 'step back', and be non-judgmental), and then to help
people understand reasons, aims, and ways of responding positively according to
employees' own situations and capabilities. Increasingly the manager's role is
to interpret, communicate and enable - not to instruct and impose, which nobody
really responds to well.
In my case as an
instructor, some of our voices about the negative changes, demands and
administrations are still our voices; it doesn’t speak out to the
administration. It’s because of the fear of termination? Well, we just really
protect ourselves to be in a “hot spot” or in the colloquial language is
“initan” (basi initan sa admin). Well, we just realized that no organization is
perfect. Each has their own weaknesses. Just like in a sentence “Your project
is good but…”. We just really have to accept the changes even if it’s not
approving on our part, we do have the boss (the administration) and we are just
subordinates so we have to follow the implemented rules, culture, etc.
Well, I do have
a friend that told us, “”I’m so pissed off by the negative comments on their
organization, well if you are not happy in the organization that you belong,
the only simplest way or the solution for your burdens on your organization is
to resign, as simple as that, and you may look for another greener pasture in
which you will be happy”. But on my side, every organization is not perfect,
each has their own disadvantages. Well this is my profession as a teacher, the
noblest profession of all. I have to accept the challenges and really embrace
and realize the blessings that bestowed upon me. I just really weigh in the
possibility that I should have to adjust and accept the changes in the academe
that I belong because I’m working for my students, and that’s what I’m paid
for; not on the other co-workers that is really hard to deal with. But I just
have to accept our differences as a person. Because someday somehow, the best
of workers are not having the same characters, they just have the better
understanding on their differences as a person.
Well I just see
the window in a positive way; like what a.k.a RSG told us that it should not
be always all the negative comments on your organization are with on all of your
discussion, you must appreciate or look into the positive things also that the
organization had given you. You have to put also into your mind what you can positively
do for your organization, not always on what the organization can do for you. That’s
a very good realization for us. There are also positive things that the
administration had implemented and given us. I just really count the blessings
and not the negative ones because thinking about the negative would lead us to
a feeling of burden. I just look it in the other side of the way, well it would
be a good transformation for me to handle this kind of responsibility and God
will not give me this kind of challenge if I can’t handle this kind of change
or challenge. I have to grow with these changes and challenges as a
professional. Well, this would not be forever; by the next year somehow it will
change because nothing is permanent in this world except change, right? J.
