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A personal narrative on understanding and navigating transitional change : lessons learned by an accounting academic amidst COVID-19

  • Authors: Ackermann, Christo
  • Date: 2021
  • Subjects: Change management , Accounting education , COVID-19
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/494858 , uj:44921 , Citation: Ackermann, C. 2021. A personal narrative on understanding and navigating transitional change : lessons learned by an accounting academic amidst COVID-19.
  • Description: Abstract: Purpose – This paper aims to present the personal narrative of an accounting academic, seeking to make sense of his transition change-response to online accounting education, through the thematic lens of the transition cycle of change. Design/methodology/approach – The research approach falls under the umbrella term of autoethnography. An autoethnography is presented as a personal narrative that focused on a specific event in life. Findings – The author found that gaining awareness of how resistance to change manifests itself in the early stages of transition allows us to move forward, rather than remaining “stuck in transition”. Furthermore, the author found that transition cycles can be looped; in other words, we find ourselves starting transition anew if circumstances change again. Thus, transition should not be seen as linear but cyclical. Practical implications – This research could be useful to other accounting academics by fostering an awareness of individual change-responses during times of crisis, thereby enabling better self-management of change. For heads of accountancy academic departments, it is important to take note that change amidst crisis can sap morale and diminish work performance. The management of staff, and understanding their transition change-responses during crisis, is therefore critical to ensure that staff are navigated through change arising from crisis. Originality/value – This paper answers the question what can we learn by understanding our transitional process of change by drawing on change theory? To this end, this paper presents and starts this conversation, through a personal narrative bringing to life the transitional change journey of an accounting academic during crisis. This study lays a foundation for further empirical and theoretical enquiry into accounting education change processes during crisis.
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Change management : experiences of private TVET college educators regarding virtual learning during Covid-19

  • Authors: Aina, Adebunmi Yetunde , Ogegbo, Ayodele
  • Date: 2020
  • Subjects: Change management , Educator , Traditional classroom
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/481542 , uj:43636 , Citation: Aina, A.Y. & Ogegbo, A. 2020. Change management : experiences of private TVET college educators regarding virtual learning during Covid-19.
  • Description: Abstract: This study explored the experiences of private TVET college educators regarding virtual learning during the Covi-19 school lockdown. The Kanter theory of change is adopted as the theoretical base in this study. Data collection was done through face-to-face semi structured interviews and non-participant observation. Collected data was analyzed using content analysis. Findings reveal that though participants have positive attitude toward the process of change required in transitioning from traditional environment to virtual environment, majority of them did not receive substantive training on how to use technology to support virtual teaching. However, educators indicated that the change process comes with several challenges such as technical problems, ineffective communication from management, workload, inadequate training, lack of access to ICT tools and lack of other structural support within the college which impacts their effective implementation of virtual teaching. Thus, teachers should be adequately prepared, supported and empowered to cope with the changes and transition processes involved to continue teaching in a virtual environment. More so, TVET college managers and policy makers should priorities change management programmes designed to prepare teachers for the inevitability of technological change in education.
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The Development and Validation of the Communicating for Change Questionnaire

  • Authors: Coetzee, CJH , Fourie, Linda , Roodt, Gert
  • Date: 2002
  • Subjects: Communicating for change , Organisational change , Change management , Change interventions , Likert-type response , Cronbach Alpha
  • Type: Article
  • Identifier: uj:6418 , http://hdl.handle.net/10210/124
  • Description: The aim of this study was to develop and validate a questionnaire that measures the effectiveness of communication during organisational change interventions. A draft questionnaire was completed by a sample of convenience comprising 521 participants. The questionnaire contained 109 items in question format with a Likert-type response scale anchored at the extreme ends. The data was factor analysed and an iterative item analysis was executed. The results yielded a single scale with a Cronbach Alpha coefficient of 0,99. It is concluded, therefore, that the conceptualised domain of “communicating-for-change” could be measured successfully through the use of the instrument developed in this study.
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Change management in an academic library in the knowledge economy

  • Authors: Du Plessis, Tanya , Mabunda, Tiyani Tyson
  • Date: 2016
  • Subjects: Change management , Academic library , Knowledge management
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/123950 , uj:20855 , Citation: Du Plessis, T & Mabunda, T.T. 2016. Change management in an academic library in the knowledge economy. , Citation: Mabunda, TT... https://www.uj.ac.za/library , https://www.uj.ac.za/library
  • Description: Abstract: In the knowledge economy, knowledge is channelled in new ways which brings about changes to the structure and function of an organisation. Organisations such as academic libraries often introduce innovations in delivery of information services to clients which entail the use of information and communication technology. Current growth in technological applications is enabling academic libraries to change the way they deliver services to clients. Technological applications continuously redefine how academic library collections are used. This article investigates how change in terms of technology is managed in a decentralised academic library in a higher education institution of South Africa. The study was placed within a qualitative research paradigm. A case study design presented the research providing the opportunity to analyse the perception and experience of participants and ensured that real life events were investigated. Semi-structured individual interviews were used to collect data. The most significant finding of this study is the emphasis on the importance of change management in academic libraries and the need for effective communication in order to achieve low resistance to change from academic library staff.
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Mergers and change management at a micro level: a case study.

  • Authors: Kilfoil, W. , Groenewald, T.
  • Date: 2005
  • Subjects: Distance education institutions , Change management , Mergers
  • Type: Article
  • Identifier: uj:6531 , http://hdl.handle.net/10210/2730
  • Description: The transformation of the South African higher education landscape resulted in, among other things, the merger of three distance education institutions: Unisa, VUDEC and TSA. The macro level of the merger will no doubt be studied in detail. This article explores a micro level process for two departments merged by a top-down decision that did not take cognisance of their dissimilar functions and structures. The result was both a merger and a demerging process. The two departments first had to confront the realities of their different functions and structures before a reconfiguration could occur, including the emergence of a strategic plan focusing on aspects such as specific contribution, drivers, objectives and structure. The change management principles adopted to ensure the success of the process are outlined, analysed and reflected upon.
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Personnlikheidstrekke as voorspellers vir ontvanklikheid vir verandering by bestuurders.

  • Authors: Kleynhans, P.J.L. , Schmidt, C. , Schepers, J.M.
  • Date: 1999
  • Subjects: Personality characterstics , Change management , Change readiness , Organisational change
  • Type: Article
  • Identifier: uj:6337 , http://hdl.handle.net/10210/1082
  • Description: Personality characteristics as predictors for managers’ readiness to change. The purpose of this study was to establish the degree to which change readiness can be predicted by certain personality dimensions. A sample of 115 managers took part in the study. As a result of the multi- dimensional nature of the construct readiness for change, the prediction was administered through a canonical correlation. In this instance change readiness (criteria) was presented in the form of three separate measurements i.e. California Psychological Inventory (CPI)), Reaction to Change Inventory (RTC) and the Perceptions of Organisational Change Inventory (POC). The scales of the Jung Personality Questionnaire (JPQ) and a Locus of Control Inventory served as predictors in the study. The results of the study indicate that it is indeed possible to predict change readiness on the basis of personality analysis.
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Competency requirements for first-line managers to deal with resistance to change.

  • Authors: Lombard, C.N. , Crafford, A.
  • Date: 2003
  • Subjects: Change management , First-line managers , Change interventions
  • Type: Article
  • Identifier: uj:6475 , http://hdl.handle.net/10210/1487
  • Description: Continuous changes in the needs of markets require effective change management at all levels in organisations. First-line managers are directly responsible for meeting the demands of clients and resistance to change at this level could result in sub-standard outputs. The effectiveness of change interventions will be largely determined by the competence of first-line managers to facilitate the desired change taking into account resistance to change. The purpose of this article is to identify competencies required by first-line managers to deal with resistance to change. The findings are based on a literature study and functional analysis.
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An integrated approach to business process reengineering management

Change: can it be managed and controlled?

Building capacity to upscale housing delivery : a case study of the national intervention in the Eastern Cape Provincial Department of Housing

  • Authors: Ramovha, N.T. , Thwala, Wellington Didibhuku
  • Date: 2014
  • Subjects: Housing development - South Africa - Eastern Cape , Public housing - Evaluation - South Africa - Eastern Cape , Housing development - Evaluation - South Africa - Eastern Cape , Change management
  • Type: Article
  • Identifier: uj:5087 , http://hdl.handle.net/10210/13662
  • Description: The purpose of this paper is to share lessons learnt during the intervention in the Eastern Cape provincial department of housing by the National department, to upscale the delivery of housing in the province. This is a case study approach focusing on the housing delivery system in the Eastern Cape. The researcher being a member of the intervention team observed, intervened and reported on progress achieved by the intervention. It was found that: (1) to build capacity to improve the performance of an institution requires a look at individual capacity, institutional capacity and environmental capacity; (2) any intervention in a system must be preceded by a diagnostic phase; (3) for any intervention in a human system, change management is critical and lastly, that worker engagement and empowerment is critical. The delivery of housing in South Africa is marred by what is perceived as ‘lack of capacity’. This paper will enhance the ability of government to intervene where there is under-performance.
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Change risk and ignorance: attempting to cross chasms in small steps.

  • Authors: Van Tonder, C.L.
  • Date: 2006
  • Subjects: Change management , Change risks , Ethical change
  • Type: Article
  • Identifier: uj:6486 , http://hdl.handle.net/10210/1498
  • Description: Although the pace of organisational change is escalating, the reported success rate of large-scale change efforts remains disappointingly low. This suggests a level of risk that remains largely under acknowledged. The current study explored employee perceptions of risk in organisational change practices. Statements provided by a convenience sample of 111 respondents from seven institutions revealed a distinct awareness of change risk among employees. Identified risk areas align with the planning, involvement and implementation stages of organizational change processes. It is furthermore proposed that an ethical approach to change will minimise resistance to change and substantially reduce change risk.
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Towards a minimum conceptualisation of ethical organisational change: the platform provided by the "King II" report.

  • Authors: Van Tonder, C.L.
  • Date: 2006
  • Subjects: Change management , Change , Ethical change , Change practices
  • Type: Article
  • Identifier: uj:6481 , http://hdl.handle.net/10210/1493
  • Description: Despite the fact that organisational change is one of the most frequently recurring organisational phenomena of our time, organisations do not succeed at instituting change processes effectively and dismal change “success rates" are recorded. Van Tonder and Van Vuuren (2004) suggested that the adoption of an ethical framework would significantly mitigate the implicit risk of change practices and reduce the negative consequences of such change initiatives. The literature on ethical change practices however is exceedingly sparse and offers little guidance to management on how to conduct change practices ethically. This study argues that the King II report on corporate governance indirectly yet substantially informs issues of governance, risk and ethics in change management and provides a useful point of departure for establishing ethical change practices.
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The march of time and the "evolution" of change.

  • Authors: Van Tonder, C.L.
  • Date: 2004
  • Subjects: Change , Organisational change , Change management
  • Type: Article
  • Identifier: uj:6479 , http://hdl.handle.net/10210/1491
  • Description: Change and organisational change are some of the most discussed topics of our time. Yet despite this, reported success rates for major organisational change initiatives remain exceptionally poor. Part of the problem is that contemporary change management practices assume a stable, unidimensional concept of organisational change. By contrast an analysis of organisational and systems thinking over the past five decades or so reveals an evolving concept of organisation and consequently invalidates the assumption of organisational change as a stable unidimensional concept. The evolving character of organisational change and its implications for change management practices are briefly indicated.
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"Organisational transformation": wavering on the edge of ambiguity.

  • Authors: Van Tonder, C.L.
  • Date: 2004
  • Subjects: Organisational transformation , Change management , Change management practices
  • Type: Article
  • Identifier: http://ujcontent.uj.ac.za8080/10210/367944 , uj:6480 , http://hdl.handle.net/10210/1492
  • Description: Organisational transformation has become one of the most used change concepts of our time, but researchers and practitioners seldom pause to consider the meaning of this concept more explicitly. The meaning parameters of organisational transformation are explored from within the prevailing literature and considered in terms of the results of a qualitative study of limited scope conducted among managers of a local government institution. Both the literature and the findings of the study reveal substantial variation in the meaning of transformation, which is considered undesirable for change management practices. The implications of the study are briefly indicated.
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