Polytechnic University of Valencia Congress, Second International Conference on Higher Education Advances

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Assessment of UT (University of Tehran) change management in quality Orientation process based on ADKAR model
Saeed Akbariani, Hamed Farhadirad, Reza Abachian Ghassemi

Last modified: 07-06-2016


In this paper quality orientation process of Tehran University was evaluated. For effective change human resource of organization must have five qualities: Awareness about need to change; Desire to make the change happen; Knowledge about how to change; Ability to change; Reinforcement to retain the changes. With these human resource qualities, work dimension (for example: structures and process of doing work) need to well set with planned changes. Work dimension had five main elements too: 1- business needs and opportunities 2- setting goals and boundaries 3-desining process and systems 4-devalope way to solve problems and 5-post- implementation. These research conclusions show that UT human resource, sense high need and desire to change in quality. So, to success in quality change sense high ability in self and their colleagues, and access to needed knowledge for change in quality of UT. But university's systems don’t support these efforts so that proper low support for qualitative changes. In work dimension, quality improvement opportunities, goals, and needs weren't well defined. Furthermore systems and process of accepting quality weren’t developed suitably. Solution sections had some problem too. Some solutions remain in design level only and others after implementation don’t evaluate for distinguish weaknesses and strength.

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