We have to understand that the change is part from the progress, you cannot a

pressure regarding to the avoid it simply, everyone are facing pressure from the change, there
are globalization as a reason of the Technology development, competition from rival
institutions “new institutions appears with new concept or old one with high level of
experience” and so on. If we ignore the factors surrounding us are constantly changing. We
have to start changing and improving ourselves, changing does not mean that we are wrong,
it means we have new ideas and we can keep up with the continues development and we still
alive on the market.

As part of “Organization Development” roles which is defined as: “the systemwide

application and transfer of behavioral science knowledge to the planned development,
improvement, and reinforcement of the strategies, structures, and processes that lead to
organization effectiveness”. (Werner, 2016). The OD have to achieve the institution goals and
objective, it increase the Staff satisfaction which will increase their loyalty, then they will use
plan to increase the staff satisfaction. All of it means that it is planned, and organized to make
it easy to apply and to evaluate the effectiveness of the program, also by planning the
development it will be credible and be subject to follow-up and development. we can say that
as we are a high schools and our goal is to “educate students for future success; promote
academic excellence and equity for a diverse population of students” this goal will be done
by Creating healthy environment for the students, by using the best practices with high level
of skills. To create development, we have to check the teachers skills, Knowlagment,
attitude, also to keep them up-to-date with the new teaching skills, techniques, and to
motivate teachers to get certificates and to get more knowledge.

to make any change or to develop any instruction we should follow “Development Theories”.
There are 3 theories, they are unfreezing, moving, and refreezing, which means first to
getting the people to accept the change, then to accept the change, after that to make the
change part of the daily tasks. We have to encourage the staff to accept any changes is needed
and to understand that change is good, it give you chance to increase your Knowlagent, you
perspective, and to get practically rising. Change should be represented as anew way to
achieve and we have to understand their fair, they will think it is a way to get ride of them or
to have new staff, after explaining the change they will accept it first of all for their own
interest then for the Schools and then to the institution and the student.

The change should focus on the individual portability to changes, and to answer some
questions which is:

“Why change?”

Do we have something missing, change does not mean that our information wrong it might be
old and need to be updated, or we by changing we will save time with high quality. also we
have to know our situation now and what we should be in the future, on other words: “gap
between a current and an ideal state” (Werner, 2016).

Can we do this?
We have to understand that changing is not done by clicking the keyboard. It needs to be
measured if we can do it, do we have budget for that, or we need individual effort, and we
have to chose the change according to the situation, the induvial needs, the subject of the
study and the schools type. “confidence in the individual and group’s ability to make a
change” (Werner, 2016)

Why this change?

“perception that a particular course of action is the right response to correct the discrepancy
identified” is the change we chose is the best or we have to change it to another plan, is it
suitable for the institution and individuals working in it.

Is management walking the talk?

“key organizational leaders support a change” (Werner, 2016).

“What is in it for me?

“The intrinsic and extrinsic benefits of a change” (Werner, 2016)

According to that we have to ask: why we need change? To Adapt evolution and change,
correct mistake, upgrade the level of the quality by improving the staff with the new
technology, skills, and to make sure that the graduated student can build new future, also to
resist and stay in the competitive market and upgrade.

Can We do it? Yes we can do it after checking the needed courses and assistant to develop
good programs for the staff, and by build clear policy about how to make it, when , who need
to attend and who will supervise it, by using the budget by the Ministry of Education. Also by
using new teaching strategies. Why this change? Since there is huge change on the market of
teaching we should be up-to-date or we will lose our business and our jobs. Is management
walking the talk? Yes it is supported by the Ministry of education, also, it is clear policy
written and approved by the government and Ministry.

If we want to implement any change we have to chose on of the theories below:

1. human process-based
which mean that the change will be on the behave of the group not only the
individual. “process-based intervention strategies, postulated that the basic
requirements of an intervention activity are valid information, free choice, and
internal commitment” (Werner, 2016)
2. techno-structural:
“focuses on improving work content, work method, work flow, performance factors,
and relationships among workers” (Werner, 2016)

3. sociotechnical systems (STS) designs:

directed at the fit between the technological configuration and the social structure of work
units “ (Werner, 2016)
 4. and large systems
“information and work procedures that must be continually examined, analyzed, and
improved if optimum productivity and motivation are to result.”

We have to use all the theories above and since we cannot redesigned the curriculum because
it fixes and created by the government, we have to change the behave of the teachers, the
skills, and to be aware of the hidden massages not to contain any violence or racism. Also
add new strategies and we have free activates which can be redesigned and created by the
schools staff with the cooperation of the students family to have after schools activates to
support their gifts or Hobbies. To make change we have to understand tha the community are
liking to the schools as safe place where they can keep their kids, and they get knowledge,
education, and get to learn how to behave.
As we said before it is not easy to change and to make people change their concept, or even
to accept the idea specially from propel who have long experience and years of traditional
education, they have great knowledge and great experience which cannot be replaced but they
are following the also style school which was working before, so we need plan and model for
the change. There are 3 parts of model:

1. distinguishes two types of intervention strategies—OD and organization

transformation.
2. Relationship between change interventions and organizational target variables
3. focuses on the types of individual cognitive change. which is divided on to 4 types:
a. Alpha changes are possible when individuals perceive a change in the levels of
variables
b. Beta changes are possible when individuals perceive a change in the value of
variables
c. Gamma (A) changes are possible when individuals perceive a change in the
configuration .
d. Gamma (B) changes are possible when individuals perceive a replacement of
one paradigm with another that contains new variables

To design any change by using any type of theories and as we said we need clear poicey we
have to chose “Specific Roles” from the below:

first- Role of Change Manager.

The one who will make the change should be “ appropriate organizational level “ Which
means there is someone who si responsible to make this sensitive decision “kind of
centralization” he should be opened to the changed and have clear thought of what is good for
the staff which will back to the institution.

Second - Role of Change Agent:

They need an outside partner to measure, evaluate then to create good plan and to design
good one for the best of all.

Third - Roles of Individuals within a System Undergoing Change. The roles of individuals
within a system that is the target of an intervention strategy are deter- mined by the change
manager. They can be small groups or the whole institution. The framework can be a little
work gathering or a whole association. People or gatherings inside the framework might be
asked by the change chief to go up against a particular part in the change procedure. For
instance, a few associations make a change council whose part it is to work with both the
change supervisor and the change specialist in outlining and actualizing a mediation
technique. Advisory groups or teams are critical for gathering information, creating group
abilities, and characterizing the developing assignments and parts inside.

To design any development program the change manager, with the help of the change agent
and others in the system, must be able to diagnose the existing environment for change,
develop and implement a plan of action, and evaluate he results of the intervention to
determine if the desired (behavioral) changes.

First- Diagnose the Environment: Diagnosing the earth is an evaluation procedure that
spotlights on deciding the availability of an objective gathering to acknowledge change.
Three articles feature the significance of careful needs evaluation or authoritative
determination preceding expansive scale hierarchical change efforts.64 The purpose behind
this is, if the gathering or association isn't prepared, opposition will happen and change will
probably fall flat.

Second: Develop an Action Plan

developing an action plan involves identifying specific target variables and determining the
techniques that will be used to bring about change. Recognizing particular target factors (e.g.,
opposition focuses, existing arrangements) enables the mediation strategists to better
comprehend the relative com-plexity of the change program. Utilizing the prior case of
changing generation guidelines, the change administrator may see the association, directors,
and creation laborers as conceivable resisters to change. The subsequent stage is to decide the
proper intercession methods for founding change. In the present illustration, the
accompanying systems might be considered:

1. Calendar a supervisory getting and take after together sessions to convey the basic
requirement for changing gauges and inspire key workers with the need to effectively bolster
the change

2. Direct gatherings with association authorities to decide their elucidation of the work
contract and whether they concur that administration has the "right" to change generation
benchmarks singularly; contingent upon the consequences of the gatherings, different
sessions might be important

3. Direct a mindfulness/instructional meeting for generation level workers to set forward how
the adjustments underway guidelines will influence them by and by and how those
progressions will be executed

After planning the change strategies we need to “Evaluation of Results of the Intervention” It
is essential that individuals from the framework be engaged with these means to decide if the
activity design was compelling. Assessment results ought to be given to show how much the
intercession was successful. On the off chance that there are different issues recognized, the
change supervisor might need to rehash the activity arranging process.

We have then to choose one of the types of interventions: human process-based

First - Survey feedback is defined as “the systematic feedback of survey data to groups with
the intent of stimulating discussion of problem areas, generating potential solutions, and
stimulating motivation for change.
second- Team building is a process used to improve a work group’s problem-solving ability
and effectiveness.78 Like individuals, groups experience problems. Groups can become
dysfunctional when they experience problems that members cannot resolve or when they are
unable to adapt to external changes (e.g., changes in technology).

It is long process which will affect on the institution, and it should be continually, at after
evaluation we will measure the positive to keep it and to uprove it the negative to change it or
delete it.

Bibliography
Werner, J. (2016). Human Resource Development. UK: Cengage Learning.