Identify a model of change to help explain change within an organisation you have experienced
In this activity 2, a simple Change Model would be adopted to discuss the change in my working place. It is clear to indicate the stages of change step by step. This model is divided into 5 stages which are Need, Belief, Willingness, Readiness and Action.
For the Need, the organization firstly is to identify what needs of the organization needed and needs of change. In my working place mentioned in activity 1, the academic library identified the change. For example, it is now facing the trade of raising electronic resources instead of physical materials. Users are much more to prefer using e-resources through accessing the Internet rather than going to library. Facing this trade, it needed to think a way to retain their customers (users). It needed to identify the change for embracing the challenge. Developing collection of e-recourses is the main trade. The need of change is caucused because it had to embrace a new challenge. 
For the Belief, the organization should be able to believe that Change is possible. For example, it consulted other experiences from different academic libraries, especially of how they develop their collections of the e-resources. It learnt from other successful experiences. Their successful experiences were to support the change is positive and possible.
For the Willingness, it had decided a plan of developing the collections of e-resources. It is complicated and many problems needed to be considered. For examples, time, knowledge, capability, budget, time, skill, experience, maintenance and technical problems are all important issues for the development.
If the preparations are well-prepared, it could be moved to the final two stages which are Readiness and Action. Library could take action based on the plan purposed. In my working place, it is still working on the project of digitizing collections. It is a huge project. It digitized the materials which are frequent used and valuable.
Ｉthink willingness is the most important factor to implement change. If the front line staff are not willing to adopt change, such as refuse to learn new technology and not cooperate with the new policy, it is quite difficult for the organization to success.
ReplyDeleteBesides, if the manager has some good ideas to lead the change, however, the head of the organization is not willing to put time and budget to assist, in this way, it will also affect the implement of change.
Good. This model represents a comprehensive action plan for change. "Belief" and "Willingness" are important factors. Some colleagues refuse to change because they think that change is difficult and increase their workload. To let them getting in these two stages, the change leader should talk with colleadues or conduct several seminars to make people believe that "change" is possible and it would be a great benefit to the organization.
ReplyDeleteHi Marco,
ReplyDeleteThanks for your sharing. This model is easy to understand and follow in managing change. I think that the "Willingness" and "Readiness" are complementary to each other. People have the necessary competencies to deliver the results, unfortunately, they are not willing to do so. Motivation may be used to address this issue.
On the other hand, if they want, however, they do not have the required skills, knowledge and behaviour to implement. So provision of training is important.
Cheers,
Alvis (from Group OL)
Hi everyone. Thanks for your comments. It seems that everyone agreed Willingness is the major concern in the progress of change. I think so. Therefore, how to motivate staffs to works is being an important issue to improve the willingness of staffs. In fact, reward system could be adjusted in order to motivate staffs for an encouragement, such as money, allowance, annual leave etc. Other than reward, proper encouragement, such as compliment and appreciation, can be adopted for improving willingness of staffs as well.
ReplyDelete