Ely’s Conditions of Change ModelAysha Bajabaa2012
Ely’s conditions of change ModelIn 1976, Ely published a study titled Creating the Conditions forChange that emphasized the importance of environmental conditions onthe change process (Ellsworth, 2000).In 1990 Ely presented a refined and generalized theory of the conditionsof change that included implementing technology innovations ineducational settings in a study titled Conditions the Facilitate theImplementation of Educational Technology Innovations (Elysconditions of change.n.d.)Ely’s approach recognizes that the characteristics of innovation areequally influenced by both adoption and environment factors(Ellsworth, 2000).Ely identified eight environmental conditions that should be created inthe environment where in the innovation is implemented to facilitate itsadoption .
1. Dissatisfaction with the status quoThe precondition for people to accept a change is that they perceive aneeds to change the environment.Participants must perceive the status quo to be less than comfortable.Communicating the innovation to the adopters is easier throughUnderstanding the reasons of the dissatisfaction and identifying who hasdissatisfaction. Understanding dissatisfaction can help innovation(Ellsworth, 2000)
2. Sufficient knowledge and skills:In order to make the implementation succeed shouldhave knowledge and skills require for change. “People may believe that changes are in order, butwithout the specific knowledge and skills to bring aboutchange the individual is helpless.” (Ellsworth, 2000, p.68)Enough training to use of a certain tool or a techniqueshould be provided to ensure effective change
3. Availability of resources“Resources are broadly defined as those tools and other relevant materialsthat are accessible to assist learner to acquire learning objectives.”(Ellsworth, 2000, p. 69).Successful innovation require resources, such as money, tools andmaterials, training, Computers, salaries, facilities to support itsimplementation.Change Agents should make sure that resources are available.
4. Availability of time The adoption of the innovation takes time. As Ely emphasized “ time is avital element in the total process of educational change”(Ellsworth, 2000. p. 69)"the implementers must have time to learn, adapt, integrate, and reflect onwhat they are doing.“( Ellsworth, 2000. p. 69) Those expected to adopt change need time for developing andredeveloping materials.Some employees may resist change if they believe they will not becompensated for the additional time or may refuse to invest time resultingin a poor change.
5. Reward or incentives exist for participants“Regardless of whether the reward is intrinsic or extrinsic, or whether it isseen as the result of the cause of innovation use, it should be there insome form” (Ellsworth, 2000, p. 70)Tenured teacher may not see the need to change if they produce good testscores, unless there is a linked reward to change. Encouraging people during their implementation of innovation is veryimportant by using appropriate extrinsic or intrinsic rewards which helpto add some value of the innovation, and increase its successes.
6. Participation is Expected and Encouraged“This means shared decision making, communication among allparties involved, and representation where individual participation isdifficult.” (Ellsworth, 2000, p. 71)Buy in to the process with time, effort, and ideas contributes to asense of ownership in the innovation. Participants in the implementation should have the opportunity toparticipate in in decision-making and be able to communicate theirideas and comments .“Key players and stakeholders must have a voice in the process” (Elysconditions of change.n.d.)The participants can have sense of the possession of the innovation..Recognize leaders, formally and informally (Ellsworth, 2000)
7. Commitment by Those Who are Involvedpeople who are involved in the implementation of innovation shouldmake commitment to their efforts and time.Not “ blind commitment “ requires , but it should have “firm and visibleevidence that there is endorsement and continuing support forimplementation) (Ellsworth, 2000, p. 72)Change requires effort. Endorsement at all levels is a must.
8. Leadership is evidentSince “Change is a process, not an event.”, Leadership should beavailable for consultation and cognitive and affective support thoroughthe implementation process (Ellsworth, 2000)Leader ship also have influences, whether they are officialsupervisors, role models, mentors, or advisors.Leaders provide individuals with inspiration and encouragementthroughout the change process (Elys conditions of change.n.d.)(Ellsworth, 2000).
ReferencesEllsworth, J. B. (2000). Surviving change : A survey of educationalchange models. Syracuse, N.Y.: Clearinghouse on Information &Technology, Syracuse University.Elys conditions of change. (n.d.). Retrieved 02/4, 2012, fromhttps://sites.google.com/site/elysconditionsofchange/history