The successful existence of the educational institution lies in the basic transformation of operation and function of the organization that is necessary to cope with the competitive environment. The administration planned and implemented changes that are realistic, achievable and measurable to carry out improvements on services and maintain a core of competencies. The strong effort of the administrators and instructors performance in the organizational transformation contributed much on delivering the quality of education entrusted by institution.
Transformation did not bring total appreciations of whole organizations, some personnel consider it as unfair/ unjust implementation, but as a saying goes “you cannot please everybody”, there’s got to be changes, and this has to be implemented even if it affects ego of close-minded individuals, for as long as this is the survival for the organizational institution.
According to Mitch Corales, a dialogue is the heart of organization transformation. It is through the dialogue the metal nodes are modified or replaced, conflicts are resolved and emotions are shared and understood. That is, it is through dialogue that teams, organizations and networks craft a shared vision and plan and implement change.
Reacting to change is normal; there is neither right nor wrong way to react to it. But we can always adjust to it by keeping an open mind, being flexible and be ready to let go of the old and try the new, being supportive of colleagues by recognizing each other’s contribution, by taking active roles in the change process through learning of new skills and setting goals of yourself and by being patient in giving change a chance to work.
Walang komento:
Mag-post ng isang Komento