La Carlota City College

Graduate School
Masters in Business Administration

Midterm Requirement
in
BA 707
Organizational Development

Paper on Change
in the Organization

Submitted to:
Dr. Edgardo Apuhin, Jr.
Professor

Prepared and submitted by:

Duane Alvin Casiano
MBA 2
General objective:

To determine possible changes to be implemented for Happy Tots Christian School, Inc.
a private non-stock , non-profit organization which manages Happy Tots Christian
School, a primary school located at Bacolod City, Negros Occidental, Philippines.

Specific objectives:

1. To identify suggestions for change in school management.

2. To identify possible changes and improvement of financial resources of the school.

3. To determine different methods on how to implement the needed changes in

school management.

4. To determine efficient and effective methods how to implement financial resources

management.
Introduction

Transformational change in an organization refers to a significant and fundamental shift

in its structure, culture, processes, strategies, or operations that aims to create a new
and improved state. It involves re-imagining the organization's purpose, goals, and
methods to adapt to internal or external challenges and seize new opportunities.

Here are some key elements and considerations involved in achieving transformational
change in an organization:

1. Vision and Leadership: A clear and compelling vision is essential to guide the
transformational change. Strong leadership is needed to communicate the vision,
mobilize stakeholders, and drive the change process.

2. Strategic Planning: Developing a comprehensive strategic plan that outlines the

desired future state, identifies the necessary actions, and sets measurable goals is
crucial. The plan should address all aspects of the organization, from culture and
structure to processes and technology.

3. Stakeholder Engagement: Involving and engaging stakeholders throughout the

transformational change process is critical. This includes employees, customers,
suppliers, and any other relevant parties. Collaboration, communication, and
transparency help build support and ownership.

4. Cultural Transformation: Changing the organization's culture is often a central aspect

of transformational change. This involves aligning values, beliefs, and behaviors with the
new direction and fostering a culture of innovation, adaptability, and continuous
improvement.
5. Structural Changes: Transformational change may require restructuring the
organization to better support the new goals and strategies. This could involve changes
in reporting lines, teams, job roles, or even the entire organizational hierarchy.

6. Process Optimization: Reviewing and improving existing processes and workflows is

important to enhance efficiency, eliminate bottlenecks, and align them with the
transformed organization. This may involve streamlining, automation, or adopting new
technologies.

7. Skill Development: Equipping employees with the necessary skills and capabilities to
thrive in the transformed organization is crucial. Training programs, coaching, and
mentorship can help individuals adapt to new roles, technologies, and ways of working.

8. Change Management: Effectively managing the human aspect of change is essential.

Providing support, addressing resistance, and creating a change-ready mindset are vital
to ensure successful adoption of the transformation.

9. Measurement and Feedback: Establishing clear metrics and performance indicators

helps monitor progress and evaluate the impact of the transformational change. Regular
feedback loops enable course correction and refinement of strategies.

10. Continuous Learning: Transformational change is an ongoing process. Encouraging a

culture of continuous learning, agility, and adaptability allows the organization to evolve
and sustain its transformation efforts.

It's worth noting that transformational change can be a complex and challenging
undertaking, requiring careful planning, strong leadership, and the commitment of all
stakeholders. Organizations must be prepared for potential obstacles and remain
flexible in adjusting their strategies as needed.
Possible changes with Happy Tots Christian School, Inc.

As for Happy Tots Christian School, it is high time that some changes must me made in
the organization as it is approaching its 50 years in existence which was founded and
established by my late mother in 1975.

One of the changes that I consider is to revamp the organizational structure since most
of the board of directors are already old and retired. Some of them do not hold
specializations as they were only appointed personally by the school founder just to
meet the requirements for incorporation. It will be a great advantage for the
organization to have some people who have the proper skills and must be
knowledgeable in different aspects like human resource, legal, and financial
management which are very important in the organization.

Another change to consider is to make improvements the way the financial resources
are being handled. First and foremost, the cash flow of the organization is “hand to
mouth”. Whatever money collected from the tuition fees are being utilized to pay the
salaries, allowances and operating expenses of the school. Registration fees are used for
the repairs and maintenance of school furniture, fixtures and school structures and
other related expenses. No other source of cash inflow whatsoever. Cash
disbursements and payments are in cash basis.

Because of this financial management practice, there must be some changes. First, the
disbursements of large amounts must follow the imprest system wherein checks are
used for payments. Another thing to consider is the raising of funds other than the
usual sources of cash flow, where the school can solicit donations and implement
scholarship programs which will be supported by some big companies.

Another thing to consider is the proper accounting of fixed assets wherein all of it will be
properly recorded and accounted for. Fixed assets are considered capital expenditures
of the school which serves as resources for utilization by the students, teachers , school
staff and other stakeholders of the school.

As for conclusion, the possible changes mentioned to be made with Happy Tots
Christian School, Inc. will involved full and active participation of the school
management. Strong political will be crucial at this time.