Introduction and Situation Description
Organizations, by nature, go through constant change. As we evolve, new information becomes available that, if implemented, can allow us to operate more efficiently and productively. Educational institutions are no exception to this general statement. Schools develop over time to take into account new ideas and theories that hopefully benefit all stakeholders involved. Not all change, of course, is good. The danger of refusing to change, however, far outweighs the consequences of remaining in mediocrity simply because of a fear of failure or a general unwillingness to accept an opposing point of view. This author is currently employed at a private international school in Thailand. While the school is only six years old, change is constant. We change because, as professionals, we realize that components of the educational program do not always work out like we thought they would. One area that is in need of change at this particular school is how time is allotted for students to take choir or band courses. Currently, the school has an 8 period day. Choir and band, it was decided a few years ago, would be offered during the last period of the day and they would be the only courses offered during that time. Students not electing to take either band or choir (or both) would be assigned to an 8th period mandatory study hall. There are no other classes available for the students to take and the school has a firm policy that all students must be in school for eight periods a day. The reasons behind the development of this idea will be explored below, but the time has come for a change to be made. This author would like to explore this issue and present some possible ideas regarding how a change could be implemented that will be beneficial to all parties involved.
Leadership Theories and Models
There are many models of change available to the leader today. Models are helpful because they provide us with a guide to work with as we ponder how to most effectively impact an organization in a positive manner. One such notion is the evolutionary model of change. This model enables the leader to emphasize slow changes within an organization. It further helps leaders to understand that they must manage change as it occurs (Anderson, 2011). This model will work best when attempting to come up with and implement change in regards to the above-mentioned problem. Morgan writes (in discussing the evolutionary model) that leaders often must, “focus on change a being dependent on circumstances, situational variables, and the environment faced by each organization” (Kezar, 2011, p. 28). Being a relatively new school, the evolutionary model is great for leaders to follow because it allows organizations to create a structure that allows for ongoing change. Since new schools have many ‘kinks’ to work out, the model enables the leader to create a state, or constant flux, of change that all parties can begin to feel comfortable with.
When this particular school was small, it was difficult to find a time for all interested students to meet on a regular basis for band or choir. The result was that many students simply could not take the course. As the first few years went on several options were explored, each resulting in a short period of time that band and choir students had to meet on a weekly basis for needed rehearsals. The idea was presented three years ago to create an 8th period that was strictly for band or music students. Every other week band meets for 3 periods a day and choir for 2 – and vice versa. This worked well when the school was smaller, but the secondary portion of the school has swelled from 60 students in the first year to nearly 500 today. While there are nearly 120 students involved in band or choir, that leaves nearly 400 students who have little to nothing to do every day during 8th period. Many teachers, students and parents have expressed extreme dissatisfaction with this policy over the last year. It has become apparent that something needs to change.
Using the evolutionary model, the leader of this educational institution first needs to indicate to all stakeholders that the school is evolving and change is inevitable. The first stakeholder that needs to be consulted is the music department. They are largely responsible for this policy being implemented in the first place. While they will need to be proactive during the early stages of this discussion, the leader has a duty to consult with them and get their input. Basically it boils down to the fact that, as a school grows, so does its course offerings. If two courses compete with one another during a certain time slot, then secondary students need to learn how to choose what best fits their needs at that time. The fact remains that 400 students should not be required to sit in a study hall just in order for 100 of their peers to practice music. Parents have become justifiably upset and the administration would be wise to listen to their voice. Since parents are financial stakeholders in a private school, their comments and suggestions must be listened to. In order for the school to continue to progress and maintain the current level of support it has in the community, changes such as this must be proposed.
If this author were the leader of this particular organization, he would propose that choir and band continue to be offered during the 8th period of the day, but that it is supplemented with at least three other quality elective course offerings. Under this proposed plan, study hall would also continue to be an option. The reason behind this potential change, in addition to the reasons previously stated, would be that the change is not a radical one. Evolutionary change is subtle; it is not meant to shock everyone involved. Instead, the change needs to be one that is allowed to grow under different circumstances. At this time, the school is not large enough to allow band and choir to meet during regularly scheduled academic class times (as is often the case in larger public schools). Instead, such courses do need to be offered at a time when students are free to be involved without fear of missing out on a vital course required for graduation. At some point in the future, the option would be to re-evaluate the schedule once again in order to allow the music department even more flexibility over the times of day their courses are offered. By proposing this change, students feel more satisfied that there are other viable options available to them besides music courses. There are many quality electives that could be offered during this time that would be beneficial to students. One option that has been presented (due to the school’s location in Asia) is Mandarin Chinese. Other options presented would be more language courses, specialized art classes, physical conditioning, in addition to other ideas presented by staff and parents.
Using the evolutionary model, this change should be made (after consultation with key stakeholders) in an authoritative manner that communicates the need for the change and presents a vision for the future. The leader has a job to make certain that staff, students and parents understand that this is an evolutionary change and is also a change that is inevitable as growth continues. It needs to further be communicated that more change is on the horizon. Beyond this, the new courses need to be developed and presented to students to gauge interest and teachers need to be recruited. When course registration begins in mid-March, these new classes will be on the registration form and students will be permitted more choices in how they spend their 8th period beginning next school year.
Applications of Theories and Models
As with most change, there are both positive and negative implications to this proposed altering of the schools schedule. The benefits from this proposed change revolve around increased options for students. By affording high school students the opportunity to discover new subjects, the educational community will be positively affected. Student morale will also be increased as they will not have to attend a mandatory study hall every day even though many of them have little schoolwork to accomplish during that time in the first place. Parents will receive the positive benefit of having their voices heard and their opinion of the educational component of the school will likely increase. At the same time, there will be some likely negative outcomes to this new schedule. Some students who are currently involved in band or choir will opt to take different courses, thereby weakening the numbers in those two programs. Currently, however, there are realistically too many students in these 2 programs due to the fact that many secondary students would rather sing or play in the band than be scheduled for the mandatory study hall. While this will have negative consequences on the music department in the short term, this will be combated by the idea that now only students who really want to be involved in the 2 programs will register for them. In the end, the plan for overcoming these negative influences will be communication. By evolving into a large private school, there are always going to be growing pains (Ford & Greer, 2015). Any plan to change the structure of how courses will be offered will be met with both joy and trepidation. It will be the job of the leader to ensure that a positive attitude is maintained throughout the initial period of change. Students will likely be very excited to have a choice in courses.
This particular educational institution that has been presented is a great study in the model of evolutionary change. Most schools experience change on a yearly basis. New schools, by nature of growth and other issues, are likely to experience an ever more radical metamorphosis annually. This particular change that has been presented in this paper will be just one of many issues facing the leaders of the school in the coming months. Communication is key and compromise paramount. If all parties are heard and a mutual agreement reached, the change is much more likely to be effective and long lasting.
Reflective Analysis
There are various diverse authority styles that are compelling in making the business capacities fruitful. Initial one is the dictator administration, which is additionally the absolutist authority style. Here, the pioneer gives strict requests and watches out for his devotees. This sort of pioneer stresses on having an expert particular association with their adherents. Direct supervision is the key viewpoint that will keep up fruitful environment and adherent boat (Hogan, 2001). Dictator pioneer in occasion administration would be a pioneer who is constantly present amid the arranging of the occasion and does not leave anything to risk (Martindale, 2011). Dictator qualities incorporate setting objectives exclusively, captivating in restricted correspondence that is descending and is controlling the discourses. Henceforth, it can be said this kind of pioneer does not care for his supporters to take an interest in the choice making forms. He needs to set objectives for every single individual and don't need any intrusion. They for the most part scrutinize their adherents on giving thoughts. They force their choices on the representatives.
The other sort is the paternalistic administration where the pioneer demonstrations like a father or mother figure and deals with his subordinates as a guardian would. This kind of pioneer is totally worried with his adherents, and consequently, his supporters put their complete trust in the pioneer. This pioneer regards the specialists as a family outside and inside the work place. The laborers are required to stay in the work place for a more drawn out timeframe. The detriment to this is a pioneer can begin playing top choices with the individuals who are more steadfast. Daily and Phillips (2008) stipulate that a paternalistic kind of authority is difficult to find nowadays as a result of cutbacks and unionization. In an occasion administration, paternalistic initiative is conceivable if the business is claimed by the individual (Guneser, 2008). Foster (2002) states that laborers, who take after paternalistic style of authority, have better association aptitudes. These specialists can buckle down at their exercises and they can complete assignment as they work toward their objectives. This authority style likewise sets up the prize framework style of initiative. Thus, the specialists' self-regard is supported and they can work far better.
Just administration style is predominant in the associations in today's universe of business and subsequently is likewise valuable in the occasion administration associations too. This style of authority comprises of offering choice making to the specialists and practicing so as to advance hobbies of the gathering individuals social value (Foster, 2002). It includes debating and sharing thoughts and urging individuals to feel great when they succeed and use sound judgment. It incorporates the possibility that all individuals in the association ought to participate in the association choices since they all have abilities and qualities that they could add to the association. Law based style administration still requires bearing from the Leader and is required to give initiative and heading when called upon. Consequently, it can be said that the popularity-based pioneer has information and aptitudes (Northouse, 2004). They can build up duty inside of gatherings to fulfill authoritative objectives. This kind of authority is suitable for the associations with hazy heading.
References
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FOSTER, D.E. (2002), "A Method of Comparing Follower Satisfaction with the Authoritarian, Democratic, and Laissez- faire Styles of Leadership’’. Communication Teacher.
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Kezar, A. J. (2011). Understanding and facilitating organizational change in the 21st century: Vol 28. ASHE-ERIC Higher Education Report. San Francisco: Jossey-Bass.
MARTINDALE, N (2011). "Leadership Styles: How to handle the different personas". Strategic Communication Management 15 (8): 32-35
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