Essay The Oakland School District

Step 2 is forming a powerful guiding coalition. Leadership will have to be on board and on the same page in regards to the change. Kotter and Cohen reveal the core problems people face when leading change. Their main findings are that the central issue concerns not structure or systems but behavior and how to alter it (Farris, 2008). The success of the changes will depend on the ability of the managers to show their commitment to change and motivate the employees to do the same. Without any process to track the implementation, the change can also fail.

The provision of resources to handicapped children is subject to a wide variety of federal and state laws and statutes. However, due the varied and spectacular range of disabilities and combination of disabilities it is often difficult to easily decide who should receive benefits and who should not. Often debated both within the court system, and without, is the subject of whether the child with a severe disability can actually benefit from the services and resources being allocated to that student. Timothy W. V. Rochester School District addresses just that issue referred to as “Zero Reject.”

In recent years, the Arizona education department has been under fire after the Arizona legislature passed a law banning Mexican-American studies in schools (Planas, 2015, p. 1). Not only have the schools in Arizona suffered from this discriminatory law, but also the advancement of Mexican-American students. This essay will briefly go over the Tucson Unified School District, the district in the midst of the controversy, and will mainly focus on Pueblo Magnet High School, one of the schools in the Tucson Unified School District that was greatly affected by the ethnic studies law.

As a former principal you may have a suggestion that I didn’t think about, please let me know. Because staffing changes annually I am compelled to turn the inventories over to the schools and work with each one to determine an in house plan to track the inventories.

For the public schools of Louisiana and across the United States I would propose the expansion of healthcare services provided by the school, an increase in after school and community programs, and the use of a comprehensive curriculum. I would also suggest a decreased emphasis on testing and test results as they apply to school accountability.

Arlington Independent School District in located on 1203 West Pioneer Parkway in Arlington Texas. The districts covers most of Arlington and Tarrant County, a county that is part of the Grand Prairie, a city in the Dallas-Fort Worth-Arlington Metropolitan area. The district completely covers the cities of Pantego and Dalworthington Gardens.

Rodriquez was started by parents whose children attended elementary and secondary schools in the Edgewood Indecent School District. About 90% of the students were Mexican American and 6% were African American. In Rodriquez, the Plaintiff's brought a class action on behalf of school children who were members of poor families who reside in school districts having a low property tax base. They claimed that the school's confidence on local property taxation favors the more well off and violates equal protection requirements. The Supreme Court examined the Texas school finance structure and rejected this claim. They ruled that education was not a fundamental right under the Federal Constitution and

The more active the participants are in the planning, the less resistance there will be later (Sullivan & Decker). If staff does not trust leadership, does not share the organization's vision, does not buy into the reason for change, and aren't included in the planning, there will be no successful change, regardless of how brilliant the strategy (Goman, 2000). How people react to change is important to understand. Change takes an emotional toll on people, some more than others. It is important not to underestimate that toll and understand who will have a harder time adapting to change. Fear of change has many roots. Those roots can be a lack of trust, fear of failure, fear of loss of income or a belief that the change is unnecessary (Sullivan & Decker). By understanding the reason for the resistance a manager can help the employee overcome his or her fear and become a supporter of the change. The last two steps are to provide feedback mechanisms to keep everyone informed of the progress of change and evaluate the effectiveness of change (Sullivan & Decker). People need to be kept informed of the change process to minimize anxiety. Sometimes there are unexpected consequences to the change, and it is important to have a system in place for those consequences to be discussed and if needed more changes made in order to accommodate those consequences.

I believe that a community should want their city, or state, or whatever the case may be to succeed as one. There may be some cons on why we shouldn’t give up some of our freedom, or the right to do whatever we please just so our community can succeed. But I feel that the success of a community does depend on what people in the community decide to do. Three reason I feel this way are because if

Communication breakdowns within an organization may contribute to resistance in changing organizations. Managers must be prepared to talk candidly about the needs for change, otherwise fear and uncertainty will remain a prevailing element that can damage morale and prevent successful implementation of the desired changes at all levels of the organization. Employees need comprehensive information about the nature, processes, and consequences of organizational change.

Organizations must respond to their internal and external environment. Therefore, organizational success heavily relies on leaderships ability to manage change. Unfortunately, many leaders struggle to effectively lead change initiatives. In fact, Ashkenas (2013, para. 1) reported 60 – 70% of organizational change initiatives fail to meet their objectives.

Management personnel must realize that there is not any one approach that works for everyone or every situation. Regardless of approach chosen, it is important to make sure that employees are aware of what is required of them and that their involvement is essential to organizational change success. Teams consisting of employees and management need to communicate and interact to adapt to and overcome obstacles that can hinder or sabotage the change process. A collective learning environment in which employees and managers can work together is beneficial to identify process errors or flaws that can present themselves during change implementation.

Because the product was leaving the warehouse and getting to stores quicker, I was able to reduce the storage space which was an initial problem so the increase of costs because of it decreased. The stores showed a moderate increase in profit.

When offers of reduced pricing are accepted for equipment, meeting delivery expectations becomes an important part of enhancing the customer experience to maintain satisfied loyal customers. An inventory specialist in the current distribution center would be given the additional task of segregating and maintaining inventory levels to meet the needs of the customer loyalty department.

❖ Historical inventory turnover rates should be analyzed so to identify the appropriate range of supplies to be on hand in each category.