ORGANIZATIONAL TRANSFORMATION PROCESSES

Transformation is not something you do to an organization. It is a process that you go through yourself. Transform means to change form. Structure wins and that is the root of the issue and the key to completing the journey successfully. Both you, and others, and the organization have to change together. This change will be punctuated evolution: long periods of linear change broken by moments of disruptive shifts that are death and rebirth experiences.

          There is a paradox and a dilemma associated with this subject. There is no question that every organization, to survive and prosper in the future, has to transform its basic structure - this is the good news. The bad news is that few seem to be willing to actually do it. Instead they accept dressed up “change management” as a substitute for real work. Since organizational transformation cannot be accomplished without a requisite and deep personal process, this is not something that Management “does to” the rest of the organization nor is it something that can be done to an organization “from outside.” The transformation of an organization is a change in culture and change in habits and change in attitude and often a change in purpose. It is a reconceiving of the entire paradigm of the organization and its circumstance.

          There has been several transformations made in the Department of Education. New leaders paves the way for another transformation; hence, teachers and employees of DepEd has been accustomed to such practices and has been willing to submit to such changes.