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Saturday, August 1, 2020 | History

2 edition of Personal change and organizational passages found in the catalog.

Personal change and organizational passages

Denise E. Armstrong

Personal change and organizational passages

transitions from teaching to the vice-principalship in a reform climate.

by Denise E. Armstrong

  • 247 Want to read
  • 36 Currently reading

Published .
Written in English

    Subjects:
  • School administrators -- Ontario.,
  • High schools -- Ontario -- Administration.,
  • High school teachers -- Ontario.,
  • Educational change -- Ontario.,
  • Career changes -- Ontario.

  • About the Edition

    A promotion to vice-principal represents an important career milestone within the field of education. It signals an elevation in status, marks the culmination of years of teaching and preparation, and symbolizes the beginning of a new personal and professional journey. This study explored the trajectories of eight recently appointed secondary school vice-principals as they crossed the threshold between teaching and administration. It focused specifically on the nature of their transition, the factors that were significant in facilitating or hindering it, and the challenges, tensions and dilemmas they encountered in this process. A review of the psychological and sociological literature on change, transition and socialization was used to provide a perspective on the subjective and objective nature of the change and transition process, and a conceptual framework was derived to explore and understand these phenomena. Qualitative data was collected through the use of personal inquiry methods. These focused conversations created opportunities and space for the vice-principals to relate and reflect on their personal narratives of the internal and external trajectory across the professional landscape of administration.The findings suggest that the transition from teaching to administration is a complex developmental passage that disrupts the world of new vice-principals. Becoming a vice-principal involves changing physical locations, interacting with a wide range of constituents at the multiple levels of system arenas, and assuming different roles, responsibilities, behaviours and perspectives. The participants experienced additional challenges because of factors related to inadequate preparation for the role; a lack of training and support from their school district; competing expectations from multiple stakeholders; and the demands of the rapidly changing Ontario reform context. These changes triggered a paradoxical socio-emotional process that required letting go, holding on to, and reframing aspects of their former teaching orientations, values and identities. A visual metaphor of recurring epicycles is used to describe this iterative trajectory of change and transformation. This study recommends that ministry regulatory bodies, school districts, professional development providers and administrative professional associations co-ordinate efforts to address the problematic nature of this role and the long-range developmental needs of new administrators. It concludes with a discussion of the ways in which vice-principals" transitions can be facilitated at the personal, professional and organizational levels, and provides suggestions for future research.

    The Physical Object
    Pagination361 leaves.
    Number of Pages361
    ID Numbers
    Open LibraryOL19886815M
    ISBN 100612945251

    The first step to create personal change is to recognize the reoccurring patterns in our life that no longer serve us. Lately, I started to see that such a pattern surfacing in my life story. The first time I took on an assignment for a newspaper, one whose readership was larger than most of the blogs I had been writing for, I was terrified. ferent types of personal change, and in doing so, we provide new insight and synthesis across these various streams of theorizing. In this paper, we explore the relationship between personal change and perceived continuity of the self by systematically varying aspects of the changes Size: KB.

    Ecclesiastes ESV / 96 helpful votes Helpful Not Helpful. For everything there is a season, and a time for every matter under heaven: a time to be born, and a time to die; a time to plant, and a time to pluck up what is planted; a time to kill, and a time to heal; a time to break down, and a time to build up; a time to weep, and a time to laugh; a time to mourn, and a time to dance; a. include utilizing past organizational habits and successes, showing how the change will benefit those affected by the change, drawing on past individual successes with similar changes, intrinsic motivation and extrinsic by: 2.

      Change readiness is the new change management – Change readiness is the ability to continuously initiate and respond to change in ways that create advantage, minimize risk, and sustain performance. Top 20+ inspirational quotes on change management. Find Organizational Change & Development Textbooks at up to 90% off. Plus get free shipping on qualifying orders $25+. Choose from used and new textbooks or .


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Personal change and organizational passages by Denise E. Armstrong Download PDF EPUB FB2

Organizational change starts with personal change. We become change agents by first accepting the pain of personal change and altering ourselves. As church leaders we must embrace the fact the most potent lever for church change is modeling the change process for others.

“The gap between thought and action, between belief and will, prevents us solving our most pressing individual and societal problems.” ― Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture.

A great and very practical book to understand the different passages that leaders are going through, and need to go through in order to grow through failure, transitions like merging, or personal setbacks like loss of a spouse, divorce, etc.

13 Passages are selected and worked through, with real stories of leaders and how they responded to Cited by:   The two best books I know of on leading culture change are: Book #2: Diagnosing and Changing Organizational Culture, by Kim Cameron and Robert Quinn.

Book #3: Organizational Culture and Leadership, by Edgar Schein. Third, great change leadership requires the passionate engagement of people throughout the organization. Change guru Marv Wiesbord. Kotter’s 8 stages of leading change seem effective,practical, and influential if you haven’t taken the time to reflect on how to catalyze change before.

In this regard the book is good. But this book lacks important arguments to effectively convince an experienced reader or to compare with better quality works like Doerr’s: 1) data or /5().

One of the challenges in change management training is balancing the needs of the organization with the needs of associates. On the one hand, the organization needs to move as quickly as possible to implement the elements of its competitive strategy, whether that includes new technology, new business processes, a changed culture, and/or a new structure.

Workplace Demographics. Organizational change is often a response to changes to the environment. For example, agencies that monitor workplace demographics such as the U.S. Department of Labor and the Organization for Economic Co-operation and Development have reported that the average age of the U.S.

workforce will increase as the baby boom generation nears retirement age and the numbers of. A classic in the field of change. A short book (only pages), easy to read, but more academic than the previous two.

This is the cornerstone of change work – and will help you better understand and navigate any situation you are faced with that involves change, no matter if you are leading it, supporting it or having the change inflicted. A Guide to Storytelling for Organizational Change.

techniques for gathering stories from employees and key change management personnel because they allow you to hear personal insights on the initiative. Write down everything you know about your story of organizational change, gathering key passages and quotes from your interviews.

The article also provides a comparative analysis on different approaches towards organizational change (guided, planned and directed) and the causes of resistance for this change. Personal, pragmatic and sustainable change Here’s the new approach: engage people and make change personal, pragmatic and focused on specific behaviors in circles of 10 co-workers.

Learn this approach in the book: "Organizational Culture Change - Unleashing your organization’s potential in circles of 10" by OCAI Online’s founder Marcella. I wrote about three types of organizational change in my book, Re-create Your Life many years ago.

Let me draw from several passages in that book because the business applications of this distinction should make the personal applications even clearer.

Organizations, as well as individuals, require all three types of change to be successful. Organizations are striving to succeed in an increasingly complex global, political, and economic environment. This book provides an overview of the theoretical and research foundation for our current understanding of organization change including the types of change organizations experience.

It reviews various models of organization change, including a new model developed by Burke-Litwin, and 2/5(1). Managing Change: a workbook for personal and organizational change. eBook is an electronic version of a traditional print book THE can be read by using a personal computer or by using an eBook reader.

(An eBook reader can be a software application for use on a computer such as Microsoft's free Reader application, or a book-sized computer. Having finished the survey of the historical books (the Gospels and Acts), we now come to the twenty-one epistles of the New Testament, twenty-two if one includes Revelation as an epistle (which in reality it is [see Rev.

Because of its unique apocalyptic nature, however, in this survey we are distinguishing it as The Prophetic Book of the New Testament. For effective longterm organizational change, both the organizational structure and the decisionmaking process have to be changed.

The sequence of Phase I. A Syndag involving a meeting of people from three levels of the managerial group for four days is arranged so the group can discuss in a highly organized fashion areas of the company's Cited by: Let me draw from several passages in that book because the business applications of this distinction should make the personal applications I wrote about last week even clearer.

Organizations, as well as individuals, require all three types of change to be successful. First order change in an organization consists of improving on what already is. Organizational structure How individual and team work within an organization are coordinated.

refers to how individual and team work within an organization are coordinated. To achieve organizational goals and objectives, individual work needs to be coordinated and managed.

Structure is a valuable tool in achieving coordination, as it specifies reporting relationships (who reports to whom. ORGANIZATIONAL PASSAGES People, products, markets, even societies, have 1 ifecycles—birth, growth, maturity, old age, and death.

At every lifecycle passage a typical pattern of behavior emerges. Organizational behavior can be analyzed using the PAEI model. As the organization passes from one phase in its life to the next, different roles are File Size: 7MB.

Enjoy. And share your favorite quotes about change in the comments or by tweeting @DougConant. 25 Quotes about Managing Change. I cannot say whether things will get better if we change; what I can say is they must change if they are to get better.

– Georg C. Lichtenburg. The most difficult thing is the decision to act, the rest is. Get Your Custom Essay on Personal Change Just from $13,9/Page. Get custom paper. They would be a lot happier around me, it would open my eyes to a new perspective on life as a whole, and last but not least, I would not be as irresponsible.

From my experience nobody likes to be around a selfish inconsiderate person.20 The Leadership Pipeline an obstacle in the leadership pipeline if he derives no job satisfac-tion from managing and leading people. In fact, one of the tough responsibilities of managers of managers is to return people to individual - contributor roles if fi rst - line managers don ’ File Size: KB.aking Charge of Change – a personal guide for building resilience during change It's not so much that we're afraid of change, or so in love with the old ways, Others, like organizational change, are often imposed upon us.

But change is all around us and happening all .