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App7 reynoldsj


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App7 reynoldsj

  1. 1. GASCONADE C-4 ELEMENTARY Work Force Reduction and Class System Change By Jason Reynolds Walden University Organizations, Innovations, and Change EDUC 6105 October 23, 2011
  2. 2. Gasconade C-4 Elementary Staff
  3. 3. History and Culture <ul><li>Falcon, Missouri </li></ul><ul><li>Country School </li></ul><ul><li>Small Student Population </li></ul><ul><li>Pre-Kindergarten through Eighth Grade </li></ul><ul><li>Small Class Size </li></ul>Gasconade River
  4. 4. Gasconade C-4 Elementary Changes <ul><li>Staff Reduction </li></ul><ul><li>Due to the need to reduce the school budget by $50,000. The 2011-2012 faculty was reduced from 21 staff members to 15 staff members. </li></ul><ul><li>Class System Changes </li></ul><ul><li>In order to accommodate the reduction of the teaching staff a few of the classrooms had to combine, making certain teachers teach two grade levels. </li></ul>
  5. 5. Implementation of Changes <ul><li>According to Reynolds (personal communication, October 14, 2011) Changes took place at the beginning of the 2011-2012 school year. Staff was made aware of the changes at the end of the 2010-2011 school year but did not know the full effects it was going to have on their school day. </li></ul>Pre-K Classroom
  6. 6. Resistance to Change and Overcoming it <ul><li>Resistance </li></ul><ul><li>Feelings of loss of trust </li></ul><ul><li>Feelings of changes becoming extra work on staff </li></ul><ul><li>Group changes and possible loss </li></ul><ul><li>Lack of understanding </li></ul><ul><li>Increase use of sick days </li></ul><ul><li>Attitudes of only doing what is necessary, nothing extra </li></ul><ul><li>Thinking changes are not necessary (Bligh, 2011) </li></ul><ul><li>Overcoming Resistance </li></ul><ul><li>Proper communication </li></ul><ul><li>Leader being a role model </li></ul><ul><li>Involving staff in change creation </li></ul><ul><li>Leaders making self available to employees for questions and concerns </li></ul><ul><li>Everyone involved in the change working together to make it a success </li></ul>
  7. 7. Sustaining the Change <ul><li>Clear, concise and honest communication </li></ul><ul><li>Explaining the rational for the change </li></ul><ul><li>Create coalitions and identify resistors </li></ul><ul><li>Tailor communication efforts </li></ul><ul><li>Help people see where they fit in </li></ul><ul><li>Create small wins with short-term gains </li></ul><ul><li>Provide outlets for loss, i.e. a new beginnings party </li></ul><ul><li>Leaders serve as role models (Bligh, 2011) </li></ul>
  8. 8. Evaluation of Effectiveness <ul><li>Proper communication </li></ul><ul><li>Dealing with staff resistance </li></ul><ul><li>Others concerns and ideas addressed </li></ul><ul><li>Leaders being role models </li></ul>
  9. 9. Conclusion Gasconade C-4 Library
  10. 10. References <ul><li>Beach, Lee Roy (2006). Leadership and the Art of Change: A Practical Guide to Organizational Transformation. Thousand Oaks, CA: Sage Publications Inc.generation. </li></ul><ul><li>Bligh, M. (Producer.) (2011). Resistance to Change. [Video Podcast.] Retrieved from 7=10635283&ClientNodeID=984650&coursenav=1&bhcp=1 </li></ul><ul><li>Bligh, M. (Producer.) (2011). Sustaining Change. [Video Podcast.] Retrieved from 7=10635283&ClientNodeID=984650&coursenav=1&bhcp=1 </li></ul><ul><li>Padgaonkar, A. (2007). Fostering innovation. Leadership Excellence, 24 (5), 15. </li></ul>