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Role of a school manager as a
Supporting and resisting forces
• Change is the movement of an organization
away from its present state Toward some
desired future state to increase its
The role of the school manager is both intense and
diverse. The only Constant in the school manager’s
ever increasing responsibilities is that of change –
change In the physical environment
change in the curriculum
change in faculty and staff
Change in the student body
The School manager must be the primary catalyst in
order for the change to be positive.
Manager should keep in view following aspects for building
support for change because employees’ support is the key
to bring successful change in an organization.
Relate to the vision.
Establish a clear vision for the change process. Paint a picture
of where the organization will end up and the anticipated
outcomes. So that they can support the change
Expect personal gain.
When employees are clear about the benefits the change
brings to them as individuals they will support change,
nothing is more important to an individual employee than
to know the positive impact on their own career or job.
Stimulating Employee Readiness
Change is more likely to be accepted if the people affected by
it recognize a need for it before it occurs. Manager should
spend extra time and energy working with the supervisory
staff to ensure that they understand and support the
Communication and Education Communication is essential
in gaining support for change. Manager should provide as
much information as possible, to as many employees as
possible, about the change.
Participation A fundamental way to build support for
change is through participation. Employees want to involve
and participates from the beginning to protect themselves
from changes surprises.
• Forces for change are a frequent feature of
school life. It is also expected that Change will
be resisted, at least to some extent by both
school management and staff.
• There is a Human tendency to resist change In
order to cope with this problem, school
manager must understand why People resist
why People resist change
• Most people resist change because they truly
don’t understand why they are being asked to
change. Therefore, we must answer their
Why is the change necessary?
Does the change make sense in the short-term or
is this a long-term plan?
How will this benefit the individual employee?
How big is the change?
Causes for resisting change
Concern over Personal Loss
Trust in Administration
Awareness of Weaknesses in the Proposed
• Uncertainty Teachers may resist change
because they are worried about how their
work and Lives will be affected by the
• Concern over Personal Loss Appropriate
change should benefit school as a whole, but
for some staff members, the cost of change in
terms of lost power, salary, quality of Work or
other benefits will not be sufficiently offset by
the rewards of change.
• Group Resistance Groups establish norms of
behavior and performance that are
communicated to the Members. If school
manager initiate changes that are viewed as
threatening to the staffs’ Norms, they are likely to
meet with resistance.
• Dependence Dependency on others can lead to
resistance to change. Staff members who are
highly dependent on their leader for feedback on
their performance will probably not adopt any
new methods or strategies unless how the
proposed changes will improve the staff
• Trust in Administration Schools vary to a large
extent in the degree to which organization
members trust the manager. If a change is
proposed when trust is low, a natural first
reaction is to resist it.
• Awareness of Weaknesses in the Proposed
Organization members may resist change because
they are aware of potential problems in the
proposed change. If staff express their reasons
for resistance to the manager clearly along with
adequate evidence, this form of resistance can be
beneficial to the school.
Overcoming resistance to change
• Change is also resisted because of the poor way
in which change is managed! For example, a
failure by management responsible for the
Explain the need for change
Consult, negotiate and offer support and training
Involve people in the process
Build trust and sense of security
Build employee relations
Benefits of resistance
Employee resistance to change can actually
help prevent bad ideas from being
It can also help prevent good ideas from
getting implemented badly
This expected resistance will make us stop and
Resistance to change forces us to justify to our
employees why we are changing.
Resistance to change is a good thing, and it’s
something that should not be feared. It
should be embraced.