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Curriculum Implementation

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Lauren Benoit

on 20 September 2012

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Transcript of Curriculum Implementation

Curriculum Implementation-Part 2 Due to curricular change being overwhelming, many theorists and authors have come up with ways to best implement curriculum. The models are based on a combination of relating change to the values and perceptions of those involved, teamwork and focusing on concerns of the individuals implementing the change. Even though steps are given on how to effectively and successfully implement these innovations, we must remember that we are not limited to their instructions but instead we should use them as a foundation to begin implementation. Discuss your thoughts about this video clip with
those at your table.

How would you feel if the method used below, was the method used to implement or introduce curriculum at your school?

As a future administrator, what would you do differently? Overcoming-Resistance-To Change Model Considering the complexities of the current century, which implementation models do you think are the most effective? "the success or failure of planned organizational change basically depends on leaders ability to overcome staff resistance to change"- Neal Gross Used for many years
Gain advocates for change by addressing people's fears and doubts
Takes into account people's values and perspectives
Strategizes for administrators and teachers to have equal power
Leaders understand that individuals must change before organization can change Stage 1: Unrelated Concerns
Teachers do not see relationship between themselves and change

Stage 2: Personal Concerns
Individuals react to innovation in terms of their personal situation

Stage 3 : Task-Related Concerns
Concerns relate to the actual use of the innovation in the classroom

Stage 4: Impact-Related Concerns
Teachers concerned with how the innovation will affect others Four Stages of Implementation Organization Development Model Considering the complexities of the current century, which implementation models do you think are the most effective? "Long range effort to improve an organization's problem solving and renewal process through collaborative diagnosis and management"- Richard Schmuck and Matthew Miles Emphasizes teamwork for addressing issues
Emphasizes on group and intergroup processes
Uses action research
Emphasizes collaboration within the organization
Realizes that the organization culture must be perceived as part of total system
Realizes that those in charge serve as consultants/facilitators
Implementation is an ongoing, interactive process Because implementation is never finished, teachers and students are engaged in growth by providing learning that benefits the total person Expected Outcome If leaders deals with people's concerns, and keep teachers informed and involved with decisions regarding new innovations, then the teacher will gain confidence that they can make changes. Expected Outcome Related to Organizational Model
Individual concerns are made known
Believes individuals needs to view change as at least partly of their own making
Demands time for change to take shape, to learn new skills and to formulate new attitudes
Only addresses adoption (implementation) not development and design Considering the complexities of the current century, which implementation model do you think are the most effective? Concerns Based Adoption Model Believes that all change originates with individuals. "Individuals change and through their changed behaviors, institutions change."-F.F Fuller Stage 1: Awareness of Innovation

Stage 2: Interest in Learning about Innovation

Stage 3: Wondering of Skills and Knowledge

Stage 4: Reservations about time, management, and teaching ability

Stage 5: Teachers focus on student learning Stages of Implementation If teachers concerns are addressed, then curriculum can be successfully implemented. Expected Outcome Systems Model In what ways in the systems implementation model like an evolving solar system? Does such considerations have any value to one engaged in implementation? Lack of Communication
People must know the purpose of an innovation and what it involves (Clarity)

Implementers must recognize the level of difficulty and take adequate measures

No Professional Development
Teachers need time to learn new skills Factors Affecting Implementation Focus Questions
Considering the complexities of the current century, which implementation models do you think the most effective?
In what ways is the systems implementation model like an evolving solar system? Does such consideration have any value to one engaged in implementation?
Who are or should be the major curriculum implementation players? Who are or should be the major curriculum implementation players? Students
depends on maturity and complexity of scope
provides voice to how they want to learn
gives a sense of ownership

integral to the thinking that drives creation and implementation
must be viewed as full participants
needs more than 1-2 days training to be effective innovator

Supervisors (Instructional Coaches)
Supervise and monitor curriculum
provides direction to make sure teachers have skilld to carry out change

determine climate and support for people involved in change
have to be a listener and speak and act for the teachers, students and community 1. Explain what the Overcoming Resistance to Change Model is and how is it effective in implementing change. (Slide 4 and 5 from Curriculum Implementation Part 2)

2. What is "capacity building"?

a. building a library of resources for teachers
b. knowledge built from administrators
*c. knowledge and skills brought by both teacher and students (pg. 220)

3. According to Thomas Harvey, which of the following is a reason people resist change?

a. teacher's pride
*b. teacher's insecurity (pg. 225)
c. teacher's salary Questions Created by Rensis Likert and Chris Argyris Demands recognizing that implementation is more than a set of techniques or diconeected approaches

Demands engagemen
Requires the "drawing of energy of participants to formulate rationales"
Recognition that curriculum is final
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