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Implementation Models PDF

1. The document discusses five models for implementing educational changes: the Overcoming Resistance to Change model, Leadership Obstacle Course model, Linkage model, Organizational Development model, and Rand Change Agent model. 2. The Overcoming Resistance to Change model focuses on dealing with staff resistance by meeting to discuss concerns and strategies. The Leadership Obstacle Course model extends this by collecting data on the nature and extent of resistance. 3. The Linkage model involves diagnosing problems, searching for innovations, formulating and disseminating solutions, and evaluating them. The Organizational Development model enables improving operations and interactions to facilitate change. 4. The Rand Change Agent model assumes success depends on characteristics

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234 views

Implementation Models PDF

1. The document discusses five models for implementing educational changes: the Overcoming Resistance to Change model, Leadership Obstacle Course model, Linkage model, Organizational Development model, and Rand Change Agent model. 2. The Overcoming Resistance to Change model focuses on dealing with staff resistance by meeting to discuss concerns and strategies. The Leadership Obstacle Course model extends this by collecting data on the nature and extent of resistance. 3. The Linkage model involves diagnosing problems, searching for innovations, formulating and disseminating solutions, and evaluating them. The Organizational Development model enables improving operations and interactions to facilitate change. 4. The Rand Change Agent model assumes success depends on characteristics

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Lim, Marissel A.

July, 14, 2020


MAEd – Mathematics

IMPLEMENTATION MODELS
1. Overcoming Resistance to Change (ORC) – Focuses on overcoming staff resistance to
change that is present immediately before, or at the time of the introduction of the
innovation.

Change involves a reaction. For this model, the reaction includes the four steps,
unrelated, personal, task-related and impact-related concerns. When working with the ORC
model, we must deal directly with the concerns at stages 2, 3 and 4 in order to serve the
purpose for which the change is affected. To achieve this purpose we can meet the faculty
members together. During this meeting, we can share our concerns and map strategies for
dealing with those concerns.

2. Leadership Obstacle Course (LOC) – Extends the ORC model and puts emphasis on the
gathering of data to determine the extent and nature of the resistance in order to deal with
it appropriately.

This model treats staff resistance to change as problematic and proposes that we
should collect data to determine the extent and nature of the resistance. The LOC model
extends the ORC model in several respects. This model, therefore, has a feedback and
monitoring mechanism to determine if problems once solved keep reappearing, and the
like.

3. Linkage Model – The linkage process involves a cycle of diagnosis, search, and retrieval,
formulation of solution, dissemination and evaluation.

This model recognises that there are innovators in research and development
centers, universities, and others. Educators in the field, however, find some of their
attempts at innovations that are inappropriate for solving the problems. The linkage process
involves a cycle of diagnosis, search, and retrieval, formulation of solution, dissemination
and evaluation. Therefore, what is needed is a match between the problems and innovations
- the establishment of linkages.

4. Organizational Development (OD) – This model is an information-processing change


strategy that enables the system to improve its operations and the quality of interactions
among its members to facilitate the introduction of change.
It is a critical and science-based process that helps organizations build their capacity
to change and achieve greater effectiveness by developing, improving, and reinforcing
strategies, structures, and processes.

5. Rand Change Agent Model (RCA) – is based on the assumption that the success of the
implementation of new program depends on: the characteristics of the proposed change,
competencies of the teaching and administrative staff, the support of the local community
and the school organizational structure.

This model suggests that organisational dynamics seem to be the chief barriers to
change. As in ORD and LOC models it puts forward the following three stages in the
change process: initiation, implementation and incorporation.
References:
https://educationalresearchtechniques.com/2014/11/29/implementation-model-overcoming-
resistance-to-change/
http://egyankosh.ac.in/bitstream/123456789/42535/1/Unit-4.pdf
https://www.digitalhrtech.com/organizational-development/

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