Abstract
This case analysis focuses on a community college program environment, which is challenged by low employee participation and engagement. The purpose of this writing is to describe an assessment and proposal for planned changed in this program based on the Burke-Litwin Model of Organizational Performance and Change (Burke, 2002). The outcome of the assessment and plan for change is a theoretically based strategy applicable to this organization and suggested for consideration by other organizations where the presenting problem (low engagement in this case) is a symptom of deeper and underlying issues related to employee morale and organizational culture. This example is submitted to promote practitioner reflection in any organization challenged by low employee engagement, participation, or involvement. The depiction of the case describes the problem, a review of alternative organizational models to address it, the selection of an appropriate model, and the plan of action, which was proposed, consisting of initiatives to address the issues at specific points within the organization.
Highlights
A community college has appointed a working committee to a draft a grant proposal for improving teaching strategies for a small academic program
The consultant did not interact with the program throughout the entire implementation of the strategy, solutions to the two-fold problem of 1) identifying the cause of low employee involvement, and 2) development of a strategy to increase employee engagement were realized
The experience, helped everyone involved to see that planned change is possible and that it can produce positive and predictable results
Summary
A community college has appointed a working committee to a draft a grant proposal for improving teaching strategies for a small academic program. It was not anticipated that the consultant would recommend a structural change in the administration of the program, including recommendation for the dismissal of any person The significance of this writing is consistent to the consultant’s goals, which were to identify and examine possible reasons for limited feedback and participation among faculty members and to identify possible courses of action. Opportunities for Positive Change Burke-Litwin Model: In considering theoretical planned change models that apply to situation, the BurkeLitwin Causal Model (Burke, 2002) was deemed an appropriate model with which to approach this case Litwin concluded from his early work that employee performance and morale were linked to organizational climate. Purpose/Goals: The initial survey will provide information regarding employees’ perception of the initiatives and how these initiatives will impact their views of the workplace and readiness to participate in these and other initiatives
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