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Essay / Research Paper Abstract
A 3 page paper discussing organizational change as it relates to educational needs. It is said that change is inevitable, and that it can either be anticipated and managed or be an agent of chaos that throws the organization off track and causes it to lose sight of its goals. A survey of the world's most successful organizations of any size or nationality reveals that to be true. A few have had the good fortune of conveniently falling into "the right place at the right time," but the greatest majority have anticipated the right time's arrival and have ensured that they were there to meet it with necessary tools and expertise. No sources listed.
Page Count:
3 pages (~225 words per page)
File: CC6_KSeduChg.doc
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Unformatted sample text from the term paper:
fact of life and one thing, along with the need of effective and complete education, that we can be certain will remain constant. How that change is managed will
in large part determine the success of the organization in which it occurs, or even the ultimate success of the educational system producing workers for the future.
Some of the core insights into the effective management of change can be used to make transitions as seamlessly as possible, making change an opportunity for
improvement rather than a brewing place for upheaval and uncertainty. Effective learning programs are as important within the workplace as they are in the school setting, and all have
qualities in common that do remain constant though educational focus may change. Key components remain key despite the current focus that itself will change, and measurement of true results
remains important as well. One of those insights is to ensure that any change initiatives undertaken still results in a program that includes the basics-i.e, sight of the primary
goal of educating students must be maintained and not lost on the way to initiating changes. A key concept that will continue to
be important for any organization intending to succeed in any market, whether local or global, is that of continuous improvement. Organizational learning is as important an area as individual
learning, and the two are combined for effective continuous improvement of processes. Ensuring that the two work together and are complementary avoid the scenario in which organizational training time
is wasted or even not effectively used. Training for the future is critical, but training time also detracts from production and other business time. Training programs must be
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