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About The Organization A Community College at Which I Work
A two-year academic institution
Analysis - College as a Whole and My Department Health, Physical Education and Athletic Department
Mission of the College Provide quality educational opportunities which enhance student
learning and the creative, intellectual, cultural and economic vitality of the diverse community
The College’s Eight Shared Values 1) Student success; 2) Innovation; 3) Mutual respect; 4) Lifelong
learning; 5) Diversity; 6) Academic freedom; 7) Shared governance; 8)Excellence
Structure Board of Trustees – Six Members
Administrative Personnel 1 Superintendant/president 2 Associate superintendant/vice presidents 2 Vice presidents 7 Deans 2 Associate deans 1 Executive director 18 Directors
Academic Departments – 14 Each department has a department chair
Faculty Members and Classified Staff Members
Cultural Aspects
Institutional – Prior to Changes Reasonable levels of:
respect integrity fairness communication enjoyment shared input towards the vision of the college
Departmental – Prior to Changes communication and vision consensus not uniform respect, fairness, enjoyment – not as strong
Changes - structural
Institutional
New associate superintendent/vice president (ASVP)
New dean to which our department reports – 4th in five years
“Resignation” of ASVP – one year ago
Departmental
New associate dean – 4th in eight years
Loss of two full-time faculty members - retirements
New full-time faculty member
Most in the Past Two Years
Changes - vision
Institutional intentions
Create better “Shared Governance” model
Provide more opportunities to elevate levels of student success
“Clean up” detrimental aspects of the college
Departmental intentions
Enhance support for the department; academic and athletic
Encourage support for new full-time faculty personnel
Distribute resources in equitable manner – enhance student experience
Throughout the Change Process
Changes - cultural
Institutional
Lesser degrees of
respect, fairness
communication
enjoyment, shared vision
More uncertainty about future
Doubt towards college president’s decision making abilities
Departmental
Leadership skills from members surfaced
Enhanced communication
More fair distribution of resources
New academic vision
Greater level of enjoyment
As the Change Process Proceeded
Institutional LeadershipActions
Apparent unilateral decision by College leadership regarding ASVP “resignation”
College leadership message and vision was vague and non-inclusive
Actions led to significant campus cultural deterioration
Variation in chain of command communications
Departmental LeadershipActions
Allowed and encouraged collaborative input in many areas: ex. new personnel; budgetary; equipment
Used wide variety and frequency for methods of communication
Viewed various programs within department equitably
Effectively dealt with wide range of personalities
Resistance
Institutionally compliance with underlying doubts/reservations members questioned their own job security inadequate explaining for the change from college leadership Most (in favor or not) were in shock Impractical
Fiscal implications Accreditation imminent Reassigning of duties
Resistance ( )continued
Departmentally Primarily with classified staff
communication methods execution of job responsibilities
Faculty members Most left with two personnel retirements negative energy not able to permeate among other faculty
Adaptation to Resistance
Department leadership adapting leadership styles to fit circumstance involve classified staff to a greater extent communication skills with variety of personalities
make everyone feel important and valuable
College leadership tenuous/unclear methods for dealing with resistance unclear timeline for filling ASVP position
Sustaining Change
Institutional better communications from leadership are essential
greater understanding / rationale for ASVP “resignation” clarification of vision
campus skepticism certainly needs to be addressed
Departmental continue to:
provide collaborative environment / empower people consider political implications of decisions communicate the value of human resources be accessible / open door
Conclusions
College structure continues to be fluid – no set ASVP
Substantial changes will again occur upon new hire
Departmentally culture is greatly improved vision / direction are positive leadership capabilities are evolving various individuals a stronger department will more effectively deal with future
changes
People are the ones who truly make a difference.
Only Time Will Tell !!