Organizational Transformation
Processes
When
we say organizational transformation processes, HCBC needs also some
transformation even if our school is already established. Last semester, the
administration announced their plan that the basic education will be having
their PAASCU accreditation. (Wew…J)
Accreditation
means in education, the recognition given by an association or agency to
institutions that satisfy specific standards of educational quality. Accrediting
agencies review the quality of education at elementary and secondary schools,
two-year community colleges, and four-year colleges and universities. These
agencies establish basic standards designed to reflect the qualities of a sound
educational program. The agencies then develop procedures to determine whether
educational programs and institutions meet these standards. So for the Holy
Cross of Bansalan College to prepare for the PAASCU, they invited speaker for
us to orient and teach us where we have to start. After the seminar workshop,
we make an annual development plan, acquisition plan etc. They group us into
different responsibilities and everyone did their part in making the annual
development plan. It would take us many times to finally submit the correct
format and content. We’ve gone through corrections on the documents that we
make.
The
annual development plan states many good things, plans and proposals for the
Holy Cross of Bansalan College. These are some to narrate; HCBC should update
all the facilities and equipments to be globally competitive. Hire qualified
and licensed teachers. The lighting, ventilation and security should be
modernized. Change the curriculum and revised the curriculum. The computer
hardware’s and software’s also should be upgraded and additional equipments to
provide modern media centers conducive to quality Christian education.
Acquisition
plan and Annual Development plan should be implemented as approve. But this
would all depend on the financial capability of the school.
In
the process of organizational transformation processes, there is a commitment
versus compliance. Commitment is a powerful phenomenon in transition management.
Commitment generates productive behavior without the need for monitoring. Just
like us teachers we were committed in our work here at Holy Cross, we give our
best to teach to our students, provide instructions and strategies that would
somehow challenge their multiple intelligences. Even if there are no frequent
observations on us but still there is no need to give us the mandate to give
our best to work because we were call here to service. Compliance may result in
similar behavior, but rarely generates initiative. Compliance strategies rely on external
enforcement. Just like here in HCBC, compliance of grades, syllabus and other
documents that were demanded from us, it’s our initiative as teachers to
submit. Communications strategy and plan
accelerates contact, awareness, understanding and acceptance of the intended
changes in the organization. There should be good communication in the
organization. If there were announcements, changes, revisions that came from
the administration, subordinates will be informed. The value of organizational
alignment drives organizational behavior needed for process, technology and
culture changes. Creates the environment where desired behaviors are
communicated, modeled, measured and rewarded. It reinforces and sustains
desired behaviors over time through alignment of human and organizational
systems.
By
looking into the future, that’s why the organization had to undergone transformation
processes, change in the system that would make a change or have an impact in
the organization. For example, our network administrator created an automated
DTR for the New Time and Attendance System for the employees. Other employees,
including me consider this a good change and innovation in our system, from
manual to automate. Some were new to this automated Time-in/Time-out that some
are still in the process of familiarization in computer, especially the old
ones that were not into computer application always. We consider and understand
them, which are why it takes an adjustment for them to adapt this kind of an
automated system. They had to adapt and accept the transformation processes in
the organization in relating to technologies, because in an organizational
development they should adapt or be in the current learners which called the millennials.
Because nowadays, by looking to the future, there will be changes in the field
of information technology. Just like in the Smart telecommunications stressed
out in their PowerPoint presentation from the past convention in Gensan that
“What’s weird before is now normal today” and “What’s weird today will be
normal in the future”. True, indeedJ.
