Constant – Change

“The only constant in this world is change.” The irony on the words: constant and change. Do we need to change? Is there really need to change? But change is inevitable. It might be in you, with others, individually, in a group, or in an organization as a whole. When change happens, like a domino effect everyone is affected. The effect might be obvious to others but to some, it might not be that obvious because they are just too passive to notice it. 

Changes happen almost every time. You’ve seen it in TV, in newspapers, in FB, in the Internet. Most especially in our own organization.  As what the presenters have conveyed on their topic. There are different models that could be used when it comes to change in organization. Presented was the

"Kurt Lewin's Three  Step Model"

Step 1: Unfreezing

• This first stage is about preparing ourselves, or others, before the change.

Step 2: Changing

• This second stage occurs as we make the changes that are needed.People are 'unfrozen' and moving towards a new way of being. 

Step 3: Refreezing

• This stage is about establishing stability once the changes have been made. The changes are accepted and become the new norm.

 and

"John P. Kotter’s Eight Steps to Successful Change."

1. Increasing Urgency
2. Form a Powerful Coalition
3.  Create a Vision for Change
4.  Communicating the Vision for Buy-in
5.  Empowering People and Removing Barriers
6.  Create Short-Term Wins
7.  Build on Change  
8. Anchor the Changes in Corporate Culture

The presenter weren't able to finish step 8 because the presenter was absent. The change that Kotter presented was the guide for organizations who undergoes organizational problems. And in doing these changes of course there are hindrances that top level management will encounter. That is why management needs to convey these changes to its constituents to be accepted and embraced.

My Analysis

In the Information Technology field these changes are very noticeable. From time to time, new gadgets are introduced, new technologies, new algorithms, new subjects, and etc. As what Moore’s law stated: “The density of single chip will double every 18 months.” That’s a sure change. 

In an organization, the question: When is the time to change? – Organizational change happened when there is a need to. And what are these needs? There is a need to come up with a new product and services. There is a problem that needs to be addressed. And the most importantly, if the organization particularly involves in business which primarily aims for profit and they did not meet up on what is expected. That’s the time they need to do something to address this which means they need to change. And of course, in an organization these changes do not happen overtime. There are hindrances that organization encounters that is why changes and transformation happens bit by bit until all they wanted to change are all taken up and addressed. This becomes a measure for success. That is why according to David Chaudron, PhD of www.organizedchange.com 

       The success of any organizational change effort can be summed into an equation: 

       

       Success = Measurement X Method X Control X Focused Persistence X Consensus 

      

       Like any equation with multiplication, a high value of one variable can compensate 

       for lower levels on other variables. Also like any equation with multiplication, if one

       variable equals 0, the result is zero. 

Notre Dame of Midsayap College, also undergoes transition. As what I had mentioned in my blog: “To lead or to manage?” Our president had this vision to make our college into a university. There are many changes have been implemented. Reorganization, transition on faculty and instructions as well as on the facilities. Many are reluctant to these but they cannot do anything. They have to submit to these changes for the mere fact that if this vision of our president will come true everybody will benefit from this changes.

And on my part, as an instructor in the institution, we need to adopt on these implemented changes as to do my part in achieving on the perceived vision of our president which is changing our college into a university. As to what they say "We change for the better and not for the worst."