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Hear Here Contributors at Launch
No full textTwo contributors, Leanna Tran and Elizabeth Carbonneau, at the Hear, Here Launchhttps://ir.lib.uwo.ca/hearhereopening/1002/thumbnail.jp
Story 2-1 Barry Hill Interview
No full textBarry Hill describes purchasing his first camera as a child
IMPROVING THE EMPLOYEE TRANSFER EXPERIENCE WITHIN AN ORGANIZATION
Get PDFThis Organizational Improvement Plan examines how to improve an employee’s experience when transferring between departments within an organization. This Organizational Improvement Plan includes a historical review of a Canadian retail organization. Based on this historical review, I identify gaps between current and future visions to show where problems with existing training and development practices need to be resolved to reduce front-line employee turnover within an organization. The strategies within this paper support leaders through LEAD: Listen, Explore, Act and Develop, Change Management Model. The LEAD Change Management Model is an adaptation of Cawsey, Deszca, and Ingols’ (2016) Change Path Model, wherein each step supports the change process. I propose three possible solutions to improve an employee who is transferring between departments. The best solution to resolve the problem of improving an employee moving between departments experience is creating a Training Manager position within the retail store. A Training Manager position could support both employee and leadership with training and development of staff who are moving between departments. I am the HR Manager and change agent within this Organizational Improvement Plan and I create an implementation plan using the TransX Model. The TransX Model is a hybrid of Leader-Member Exchange Theory and Transformational Leadership Theory, to facilitate this organizational change within an organization by creating a common vision. Finally, this Organizational Improvement Plan provides next steps as well as future considerations to enhance the Training Manager role within an organization
Chinese Public Education and Global Social Justice: The Organizational Challenges of Initiating an Access Scholarship in a Chinese Public School
Get PDFThis OIP aims to support ABC Academy in its efforts to enable Middle Eastern refugees and other economically and politically marginalized youth to complete their final year of high school in Beijing, China. Transformative leadership, grounded in notions of social justice and democracy, provide a guide for an institution that seeks to bridge the divide between classroom education and social context. A robust framework for implementing change within an insular organization is proposed wherein transformative leadership’s key tenets are augmented by Kotter’s eight-step change model (1996). Capacity building and empowerment provide faculty with the tools necessary to improve student learning and postsecondary preparedness. Institutional leaders can create lasting change by cultivating an environment with shared purpose, frequent dialogue, and detailed frameworks for assessing change effectiveness. The change plan hopes to create holistic learning opportunities in the Chinese education system that aid local and foreign students, leading to improvements within the classroom and beyond it
Strategies for Improving the Organizational Value of Training in a Corporate Setting
Get PDFTraining departments and the products and services they provide are often viewed by organizational leaders as expenses rather than investments. As organizations struggle to remain competitive and viable, the money and effort spent on training comes under increased critical examination. This Organization Improvement Plan (OIP) focuses on a training department, Corporate University (CU), operating within a specific organizational context at the Insurance Institute (II). The OIP examines the organization through various critical lenses including structural, human resource, technological, and symbolic perspectives to assess and propose practical actions the CU can take to demonstrate how the products and services they provide contribute evidence based organizational value.
The path-goal leadership theory, the prominent leadership approach practiced at II, will be leveraged as the leadership approach to lead the change management process. An authentic change model, Agile Broadband Change Model (ABCM), which is a hybrid of Kotter’s Eight Stage Process (Kotter & Cohen, 2002) and Cawsey, Deszca, and Ingols (2016) Change Path Model, will be used to guide the change process.
The OIP recommends the adoption of the New World Kirkpatrick Model as an evaluation framework with the implementation of a standardized approach to training evaluation and reporting. The OIP could be adapted to fit the needs of other organizations struggling with challenges related to demonstrating the value of training and striving to align training outcomes to organizational goals.
Key words: organizational value, path-goal leadership approach, Agile Broadband Change Model, Kotter’s Eight Stage Process, Change Path Model, New World Kirkpatrick Model, evaluation framework, standardized approach to training evaluation, aligning training
Disrupting Schools for Boys: Interrogating Program, Policy, and Culture
Get PDFThis inquiry draws upon a variety of philosophical and theoretical perspectives, including post-structuralism, feminist theory and Marxist philosophy for the purposes of identifying an appropriate leadership framework for educators at schools for boys. It is proposed that a disruptive approach to leadership might serve to stimulate the conscientization of stakeholders within boys’ schools with respect to how essentialist notions of masculinity may be limiting student achievement and personal growth. This conscientization may engender a deep interrogation of those programs, policies, and cultural aspects that might be serving to promote unhealthy and/or toxic performances of masculinity. The application of a constructivist and pragmatic lens to the daily work within schools for boys may serve to counter prevailing limiting stereotypes of masculinity and provide boys a myriad of paths to pursue their humanity. The work within this Organizational Improvement Plan may serve to inform educators of boys in any educational context. More research is required regarding practical strategies that might be adopted by educators of boys in light of emerging understandings pertaining to masculinities and gender identity and expression
