Extract of sample "Education and Organizational change"
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The current demands in the labor market require a decisive approach. The changes in the labor market necessitate proportional alternations in the education systems and curriculum1. The process of measuring the educational disparities must take into consideration the socio-economic implications and the needs of the labor market. Productive employment calls for investment in human resources and the requisite competences. This calls for educational system change. This can be attributed the central role that education plays in social equity and economic productivity. Increasing the number of schooling years is perceived to be one of the strategies of ensuring that education grows to meet the changing demands of the labor markets. The education system has been blamed for being discriminatory. Children from poor background have minimal access to education. This makes the labor market a preserve of the wealthy in the society. The inequalities in the education system have had a negative impact on the poor in the developed and developing countries. Access to training skills and improving access to early childhood have a profound effect of the learning in the schools and job market2. This has also led to the evolution of wage gaps and stratification of the society based on the economic well being. The labor market is keen to have qualified personnel while to education system is ready to offer quality education at expensive fees. The current labor market is segmented along low and high education levels. This has also created an exclusive club of the highly paid with multiple benefits against the lowly paid with minimal benefits. Chapter 2: LITERATURE REVIEW 2.1 Labor market and human capital Addressing education is a complex affair. It must address the various levels of education and the necessary changes at each level. There is an insufficiency in terms of supply for the qualified or specialized personnel. Most of the trained young workers tend to lack the competencies that accompany their workplace job prescriptions. Employers blame the education systems from producing half-baked graduates. There is an urgent need to drastically change the education system of the public sector in order to improve quality. This can inject a level of equality into the education system and introduce the expected changes into the labor market. Organizations believe that productivity is closely related to the quality of employees and competencies3. The needs and the standards of the labor market have been growing and evolving over the decades. This has been attributed to the emerging wave of globalization and technological turbulence over the years. However, the education system has remained unchanged and unresponsive to the changing demands of the labor market. The tertiary education and post-secondary systems have need been customized to meet the expectation of the labor markets4. This has affected organizational performance and the national productivity in many economies. Universities are basing education on commercial rather that competence ideologies5. This has caused a reduction of
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Change has crosscutting effects on the employees who are supposed to implement it. Sometimes being affected negatively and some other times positively, despite the effects, the good of the organization in the long-term and the short-term prevails. Some individuals or system parameters make it difficult for the change to be achieved, thereby derailing the objective of the organization.
Human organizations are often described by the metaphor likening them to living organisms, with good reason. Organizations may be contemporary inventions, a ‘fiction of law’ so-to-speak, but they are comprised of human beings individually motivated by their personal goals as much as they are duty-bound to pursue the collective goal.
Employees are the people who are ultimately affected and impacted by these changes either positively or negatively. They may resist and refuse to adapt to changes; conversely, the employees may accept changes as a part of their organziation and job description.
The paper on organizational change has proffered pertinent aspects relative to organizational change, particularly delving into why organizations change; what types of changes may occur; and what resistance might come with change. This information would be useful in reinforcing the concept that although change is inevitable, it is not always good.
ty, hence their implementation gradually fails and therefore for any change to be successful there are several concepts initiators of the change ought to consider.
According to Conway & Monks (2011), an organization must have a strong imperative reason to want change and the
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he traditional culture and beliefs of the organization to prepare it to meet the changing market trends and increasing competition through “increased financial performance, employee satisfaction, and environmental sustainability” (Cummings & Worley, 2014, p.1).