How colleges change understanding leading and enacting change

Cortney Cook Discussion:

Hello class,

This week’s discussion on change theories is one that really made me think. This is something that is very new to me and I never really thought of theories as being a part of change. However, from what I grasped from a few readings is that one reason identification of change theories is important is because of the different approaches there are to change as it relates to theory. Each change theory has its own unique suggestions and agendas as it relates to change in organizations. Also, change theories not only assist in thinking about the actions that need to occur to create change but also the approach to change. According to Adrianna Kezar, “the theories highlight ways to analyze key questions such as what type of change is needed, or which aspects of an institution or state policy might shape a given change process”. (Kezar, 2018). With this, different theories may be more applicable to different types of changes and the understanding of these approaches gives opportunity for a more thorough analysis of changes. Three change theories in which I took a deeper look into this week were cultural, political, and Institutional and Neo-Institutional Theories.

Cultural theories “suggests that change occurs naturally as a response to alterations in the human environment” (Kezar, 2018). This implies that culture is something that is forever changing. With this said cultural theory suggests that “change within an organization entails the alteration of values, beliefs, myths, and rituals” with more emphasis on symbolism within organizations. Political theories give the assumption of competing or different agendas and interests that must be negotiated to come to a specific term. Kezar suggests, “political theories of change identify change as being a natural part of human interaction, occurring as different interests and agendas are negotiated” (Kezar, 2018). Lastly, Institutional and Neo-Institutional Theories takes a dive into “how higher education as a social institution might change in different ways from other types of organizations. The theory also examines the reasons change efforts might be difficult in long standing institutions.” (Kezar, 2018).

I hope that I can answer this question correctly. In my personal professional experience in higher education as an administrator, I have witnessed change theory in many different capacities unknowingly I believe. One example of this is the implementation of an initiative that was geared toward the inclusiveness and recruitment of underrepresented multi-cultural students to our institution. The initiative consists of various projects to back the initiative. In all, this new initiative was ultimately put into place to create a cultural shift at the institution due to the connection to the public school district located in the “backyard” of the institution.

References

Kezar, A. (2018). How Colleges Change . New York : Routledge.

Alize Discussion:

Change theories are necessary to ensure change is created and used effectively. Different situations will require different forms of change. When change is necessary, the situation will be analyzed based on what is creating the need for change, how that change will need to happen, and what the outcome will be (Kezar, 2018). Change theories can also be used to establish what type of change happened in previous events. That information can be used to try to create a smooth transition in future situations that are of a similar nature. Change is a necessary piece of life, especially higher education. As technology, students, and environmental circumstances change, higher education will to ensure they are following the changes to support their students to the best of their ability. The three theories I included are Cultural, Evolutionary, and Political.

Cultural change is usually long, symbolic, and unpredictable. This is created in response to a change in the human environment and results in a new culture forming. This change revolves around understanding and appealing to values and rituals. This can be difficult for leaders to understand as it can seem impractical. Due to the unpredictable nature and that the theory is generally untested, it can be difficult to gave the length of time it will take and if it will include successful change (Kezar, 2018).

Evolutionary change does not allow for much control and are considered unplanned, usually brought on by the external environment. This change can also be slow, but the outcomes are more easily measurable with new protocols and structures. In these cases, it is necessary for the leader to help address what outcomes can be created to overcome the external changes. The form of change may focus less on human needs which can be seen as a downfall for those in humancentric roles (Kezar, 2018).

Political change can be thought about in a similar way to looking at political elections. There is a difference, usually involving two sides that creates a struggle in power over differing opinions. To push through this type of change negotiation and transfers of power will be involved. The goals are to create like groups, build an agenda based on the commonalities, and then negotiate the pieces. This theory does not always end with happiness all around and can leave leaders with little guidance to work with that idea (Kezar, 2018).

The COVID-19 pandemic has created a multitude of changes in higher education that I feel, in my case, fall into the evolutionary theory. When the pandemic first started my institution pivoted very quickly, but it was always recognized that they were not permanent fixtures. These changes were brought on by an unplanned event happening externally to the institution. Once it became obvious that the pandemic was going to be long term, the institution began a slow process of installing more permanent procedures and structures. While it was promoted that the decisions were being made for safety of students and employees, it is fully obvious that most institutions also needed to make decisions that would help keep them open. Many of the decisions focused less on the human needs and more on the needs of the institution as a whole to remain relevant.

Resource:

Kezar, A. (2018). How colleges change. Understanding, leading, and enacting change. (2nd Ed.). Routledge: New York, NY.