Ely's Conditions of Change

1. Ely's Conditions of Change

2. • In 1976, Ely published a study titled Creating the
Conditions for Change that emphasized the
importance of environmental conditions on the
change process (Ellsworth, 2000).
▫ Ely’s approach recognizes that the characteristics of
innovation are equally influenced by both adoption and
environment factors(Ellsworth, 2000).
▫ In his 1990 study, Ely identified eight environmental
conditions that should be created in the environment
where in the innovation is implemented to facilitate its
adoption.

3. The Eight Factors
• 1. Dissatisfaction with the status quo
• 2. Sufficient knowledge and skills
• 3. Availability of resources
• 4. Availability of time
• 5. Reward or incentives
• 6. Participation
• 7. Commitment
• 8. Leadership

4. 1. Dissatisfaction with the status quo 2. Sufficient knowledge and skills
• Something must precipitate or
necessitate a need for change
▫ For people to accept a change
they must perceive a need to
change the environment.
• Those involved in performing the
new task must have the
knowledge necessary to do the
job.

5. 3. Availability of resources 4. Availability of time
• Successful change requires
resources and change agents
should ensure that adequate
resources are available.
• Those expected to adopt change
need time for developing (and
redeveloping) materials.
▫ Adopters may resist if they feel
that they will not be adequately
compensated for their
additional time.

6. 5. Rewards or incentives 6. Participation
• Encouraging people during their
implementation of innovation is
very important by using
appropriate extrinsic or intrinsic
rewards which help to add some
value of the innovation, and
increase its successes.
• Key players and stakeholders
must have a voice in the process

7. 7. Commitment 8. Leadership is Evident
• Dedication towards the
implementation of the innovation
must be expressed by leaders.
▫ Crucially, that those who are in
administrative roles must also
show long term commitment to
the implementation of the
change in order to keep the
change from becoming “just
another flavor of the month.”
• Leadership should be available
for consultation and cognitive and
affective support thoroughout the
implementation process
(Ellsworth, 2000)

8. References
• Ellsworth, J.B. (2000). Surviving change: A survey of
educational change models. Syracuse, NY: ERIC
Clearinghouse on Information and
Technology. http://eric.ed.gov/?id=ED443417