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Leadership Assignment: Implementation Of Educational Change


Your leadership assignment should address the following parts:

  1. Workplace change often generates a broad range of responses from employees. For example, while some are enthusiastic, zealous and “early adopters”, others may be hostile resistors, or even passively undermine the change initiative. Drawing on scholarly readings, critically discuss how and why this is so (1000 words).
  2. What advice would you give change leaders prior to and during the implementation of change at the workplace? You may choose a specific example of change management to aid in discussing this advice (1000 - 1500 words).


1.The concept of work culture researched in this leadership assignment plays a vital role in developing the efficiency of the employees. The employee’s responses to the changed work culture are not always the same in an educational institute. In the competitive business environment, it is essential for the educational institutes to take up attributes to adopt changes. Technological up-gradation is the essential changes that are essential for organizations to compete in the revival business environment. In the views of Noman et al. (2018, p.479), it is the role of the leaders to set realistic goals and thus manage the employees accordingly. The core reason for the difference in the employee’s attribute towards the change in the organization is their thinking perception. In the opinion of Kee & Newcomer (2008, p.6), the students belong to the different origin and cultural beliefs. It is their life experiences that shape their thinking attributes leading to the poor attributes among the employees in understanding organizational culture.

In the views of (Bosman 2019, p.109), employees with a flexible mindset are able to adopt the change within the organization in an effective manner. It is productive in highlighting the fact that the employees having a flexible thought process and a wider think agenda are able to mould themself as per the circumstances of the changing workplace. The positive mindset of the employees allows them to learn new technologies. The employers are working towards the better properly and are in the constant urge of learning new and advances measures for the skill up-gradation is determined it be essential. On the contrary, Matinaro & Liu (2017, p.3) was in the option that the employees with the traditional believes are unable to shift to the changes easily. The strong belief of the old practices acts as the contracts to the employees in participating in the changes. They seem to be happy with the regular service process and are not ready to take part in the introduce change management. It is evaluated that they are hostile resistor and are unwilling to take up attributes in executing the services smoothly. In the views of (Henriksen et al., 201, 5), the students with poor involvement in the creative change are the drawbacks to the business, and the business is unable to take decision making towards the success in an effective manner.

The existent of the critical thinking perception of the employees are based on the cultural practices executed by them. The culture is productive in understating the behavioural aspects that are executed by the employees within the working environment. The role of leadership plays a vital role in encouraging the employees. In the views of Zineldin (2017, p. 16), the use of transformational leadership is effective in increasing enthusiasm among the employees, and they seek to contribute positively towards the thinking perception of the employee's adversity. The use of the proper decision making by the organization in the process of introducing changes is determined to be productive. It has been identified that the introduction of changes with the use of proper change management strategies are productive in increasing the motivation of the employees, and they are able to contribute in learning new aspects for the self as well as organizational improvement.

In the opinion of Burawat (2019, p. 1018), the leaders need to introduce the lean charge in a stable manner as the sudden introduction of change might not be accepted in a positive manner by the employees in a sustainable manner. The flexibility among the employees and the management team is essential in ensuring smooth execution of the changes within the organization and thus fetch a better understating of the changes introduced in educational sector. The reduction in the contrast perception of the employees can be registered. The lack of proper access to the highlights acts as the contracts making the reaction of the employees towards the proposed change very rigged. In the views of Garicano & Rayo (2016, p.147), the traditional mindset of the employees might acts as the constraints to the change as they are not aware of the new technologies introduction. The lack of knowledge about productivity is leading to the reduction of the enthusiastic spirit in the employees, and they are failing to contribute in a productive manner. In the recent era of increasing competition, changes are a must for organizations to thrive. The role of the leaders to execute strategies like reward facility boost the employees to become an early adopted.

As mentioned by Islam et al. (2020, p. 3), the leaders within an organization act as the guidance’s to the employee's skill up-gradation. The use of the strategic norms is productive in building a positive spirit among the employee, and thus they participate in the introduced change in productive manners. On the other hand, Meyer et al. (2017, p. 5), a rigorous work process is evident when the leaders do not serve the employees properly and fail to motivates them. The poor feedbacks and demeaning measures reduce the self-esteem of the employees, and they are facing issues in adapting themselves to the changing business environment. This group of employees is not able to deal with the positive measures taken by the management for the employees in an effective manner. In the views of Akbari et al. (2017, p. 9), the implication of the proper leadership style is productive in reductive the constructing perception of the employees towards the change. It is effective in developing a stable working environment which is the need of the hour. The introduction of the proper motivational measures along with the well organized organizational structure is effective in developing a motivational spirit among the employees and thus reduces the restriction in the mind of the employees towards the change.

Thus, it can be stated that the difference in the adaptability of the employees depends on the factors like cultures they follow, their life experiences, and awareness about the needs of the changes as well as the role of the leadership. The use of the strategic measures is productive in enhancing the fact that the use of the proper measures within the organization with stable introduction of changes is effective in ensuring positive results of the changes, and the employees can shift the new work procedure without any limitation or hurdles.

The introduction of change is essential as it is helpful in increasing the level of profitability of the business. The proper inspection of the workplaces is essential so that the execution of efficient measures can be adopted for the execution of the strategies in well-organized manners. The changes in the technologies and shift toward digital educational measures are essential for institutes in recent times. The organizations are facing tough competition in the market space and thus are making it difficult for the staffs to adopt the changes which are imposed. The section deals with the changes in the technologies used in the organization from the traditions to the digital as per the market standards are evident.

Advises to the change leaders prior implementation of change
It is essential for the leaders to understand the needs of the organization for the change. The introduction of changes is needed as per the values and mission the organization holds. The leaders are advised to understand the behavioural approach of the students by developing smooth communication practices with in the educational institution. The employees and the leaders are in need to have a smooth relationship. It is productive for the company to deal with workplace stability in the process of implicating the changes. The leaders are at the same time are advised to adopt the smooth execution of communication practices. It is essential for the leaders to keep the employees aware of the changes that are to be implicated.

Advanced digital technologies are adopted for change in order to introduce to the employees with the help of team meeting. In the views of Gast et al. (2017,p. 443), the execution of the aspects like team meeting is productive in developing a better understating of the changes among the employees, and thus they can prepare themself for the introduced changes in higher education. It has been productive in creating coherent measures that are effective in reductive the rigid mindset of the employees, and they can adopt the changes in an effective manner. In the case of adopting changes in the technologies urged fir the employees training as well. In the views of Gong (2017, p. 3), technical skill up-gradation of the employees is efficient in introducing the changes within the organization. The leaders need to ensure knowledge impartation to the employees so that they are aware of the introduced changes and thus take up the measures in adopting the changes within the organization in a smooth manner. Training plays a vital role in increasing the self confidences of the employees. The employees are getting better opportunities for the employees to adopt the new technologies and thus ensure better results for the leaders in adopting changes.

The leaders also need to recruit employees having experiences in using the newly introduced technologies. This will be guidance’s it the employees of the organization. The experts with the existing employees can ensure that the changes as proposed by the leaders are executed in an effective manner and thus ensure that the company is able to deal with the change implication in a coherent manner. In the views of Beech (2018, p.9), building proper infrastructures in the process of introduction of educational changes are vital. It is essential for the leaders to ensure that the company has adopted the proper amenities for the advanced machinery. The proper infrastructure as per the introduced changes machines are productive in attracting the attention of the employees and thus increased their adaptability for the introduced changes. The changes are essential for the institutes. The leaders are productive in building a proper environment and monitor the employees proper the introduction of changes (Ingersoll et al., 2019, p. 4). It is productive in ensuring that the business is able to fetch profitability with the introduced changes the organized measures adopted by the leaders during organization changes promote competitive advantages to the organization.

In the view of Suray et al. (2019, p. 1172), the execution of proper risk management is essential for the leaders before implicating the proposed changes. The leaders need to inspect the views of the employees and thus propose a proper insight about the risk that might encounter with the introduced changes. The technological up-gradation might increase the employee turnover as they might not serve productive to the business. The technologies are reducing the level of the condition if the leaders are able to introduce the changes in an effective manner. The improper planning proper the change implication might increase condition among the employees and the students in educational centres. The poor knowledge about the changes might reduce the level of adoptability among the employees. It has been identified that the educational changes much be properly planes, and then the attributes of executing it's, in reality, is needed. In the opinion of Blankley et al. (2018, p. 77), the pilot survey of the identified changes is essential. It is productive in enhancing the better compatibility of the employees towards the change, and thus the institutes are sure to fetch profitability with the adopted changes within the organization.

The stage before the introduction of change is most essential than that of the proper change. It is helpful in estimating the benefits the organization to fetch with the change and thus guides the leaders to motivate the employees accordingly. The survey of the competing market and the technologies used by them is also essential. It is produced on proving a set determination in the leaders about the increased needs of technologies to be upgraded in the business. The needs for digital learning are identified largely in the organization. It is helpful in evaluating the idea that the business with the proposed technologies can attract the attention of customers. Leaders to maintain the productive is needs to adopt the technologies and thus motivate the employees to adopt the produced changes.

Advises to the change leaders during the implementation of changes
In the views of Picatoste et al. (2018, p.1.33), the leaders need to adopt the skill of staff motivation; it is productive in encouraging the employee to adopt introduced changer with knowledge management. The close inspection of the employee’s preferences band thus guiding the staffs towards the sustainable business environment, are determined to be productive. The leaders are advised to provide regular feedback to the employees and thus execute the attributes that the employees under the proper supervision of the leaders are able to improve their skills. The internal training of the staffs regarding the newly introduced technologies is essential. It encourages the employees to learn new approaches and thus execute the strategies as per the needs of the organization. In the opinion of Aldowah et al. (2017, p. 2), the introduction of advanced technologies like the Internet is the thing that is in need of new learning. Thus the role of leaders post-change is very much essential. The leaders need to suspects the issues that the employee are facing with the use of the new technologies and thus execute strategies to deal with the measures and thus execute attributes in developing an idea about the constraints to the new technologies.

The use of the technological change in the educational organization is seen in recent times; the outbreak of the pandemic like COVID 19 has increased the level of panic among the students and staffs in the organization. The institute has adopted technological up-gradation so that the technologies can be implicated without any kind of restrictions. In the opinion of Bartlett, J. A. (2020, p. 3), leaders play a vital role in introducing the proper strategic measures with an evidence-based instructional practice that is implicated for the technological shift. The use of change management like that of Kotter’s change management is productive in providing a stable working environment and thus ensures that the business is able to achieve profitability with the use of advanced technologies. The leaders need to keep a smooth communication execution. This ensures that the proper interaction with the employees is produced and the level of interpersonal condition regarding the changes is addressed. It is active that the leaders keep track of the performance of the students after the change. The growth of the employees and the organization can be conducted with the better implication of the skills after the introduction of changes.

Thus, it can be stated that the role of leaders is essential in managing the staffs of the organization before and after the change introduction. The changes like technological shift are in needs of employee training as well as the motivation of the employees from time to time. The companies might be failing to motivate the employees leading to a chaotic work condition. Poor management is likely to impact the productivity of the company leading to completes failure t the change introduced. Thus, the above discussion is effective in highlighting the fact that the proper approaches of the leaders are productive in implicating the changes within the organization in coherent manners. Thus research the rick and thus ensure that the organsiation is able to fetch productivity in an effective manner.

Reference list
Akbari, M., Amiri, N. S., Imani, S., Rezaeei, N., & Foroudi, P. (2017). Why leadership style matters: a closer look at transformational leadership and internal marketing. The Bottom Line.

Aldowah, H., Rehman, S. U., Ghazal, S., & Umar, I. N. (2017, September). Internet of Things in higher education: a study on future learning. In Journal of Physics: Conference Series (Vol. 892, No. 1, p. 012017). IOP Publishing.

Bartlett, J. A. (2020). Basic Leadership Competencies--Change Management. Library Leadership & Management, 34(3).

Beech, S. E. (2018). Adapting to change in the higher education system: International student mobility as a migration industry. Journal of Ethnic and Migration Studies, 44(4), 610-625.

Blankley, A., Kerr, D., & Wiggins, C. (2018). An Examination and analysis of technologies employed by accounting educators. The Accounting Educators' Journal.

Bosman, L., 2019. From doing to thinking: Developing the entrepreneurial mindset through scaffold assignments and self-regulated learning reflection. Open Education Studies, 1(1), pp.106-121.

Burawat, P. (2019). The relationships among transformational leadership, sustainable leadership, lean manufacturing and sustainability performance in Thai SMEs manufacturing industry. International Journal of Quality & Reliability Management.

Garicano, L., & Rayo, L. (2016). Why organizations fail: models and cases. Journal of Economic Literature, 54(1), 137-92.

Gast, I., Schildkamp, K., & van der Veen, J. T. (2017). Team-based professional development interventions in higher education: A systematic review. Review of educational research, 87(4), 736-767.

Gong, Y. (2017). How Does Technology Affect Skill Demand? Technical Changes and Capital-Skill Complementarity in the 21st Century.

Henriksen, D., Henderson, M., Creely, E., Ceretkova, S., ?ernochová, M., Sendova, E., ... & Tienken, C. H. (2018). Creativity and technology in education: An international perspective. Technology, Knowledge and Learning, 23(3), 409-424.

Ingersoll, R. M., May, H., & Collins, G. (2019). Recruitment, employment, retention and the minority teacher shortage. education policy analysis archives, 27(37).

Islam, M. N., Furuoka, F., & Idris, A. (2020). Employee championing behavior in the context of organizational change: a proposed framework for the business organizations in Bangladesh. Journal of Asia Business Studies.

Kee, J. E., & Newcomer, K. E. (2008). Why do change efforts fail?. Public Manager, 37(3), 5-12

Matinaro, V., & Liu, Y. (2017). Towards increased innovativeness and sustainability through organizational culture: A case study of a Finnish construction business. Journal of cleaner production, 142, 3184-3193.

Meyer, F., Le Fevre, D. M., & Robinson, V. M. (2017). How leaders communicate their vulnerability: Implications for trust building. International Journal of Educational Management.

Noman, M., Awang Hashim, R., & Shaik Abdullah, S. (2018). Contextual leadership practices: The case of a successful school principal in Malaysia. Educational Management Administration & Leadership, 46(3), 474-490.

Picatoste, J., Pérez-Ortiz, L., & Ruesga-Benito, S. M. (2018). A new educational pattern in response to new technologies and sustainable development. Enlightening ICT skills for youth employability in the European Union. Telematics and Informatics, 35(4), 1031-1038.

Suray, N., Karpenko, E., Dubovik, M., Shlyenov, Y., & Sterlikov, F. (2019). Risk management at educational institution. Entrepreneurship and Sustainability Issues, 7(2), 1171.

Zineldin, M., 2017. Transformational leadership behavior, emotions, and outcomes: Health psychology perspective in the workplace. Journal of Workplace Behavioral Health, 32(1), pp.14-25.


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