2. Ely’s conditions of change Model
In 1976, Ely published a study titled Creating the Conditions for
Change that emphasized the importance of environmental conditions on
the change process (Ellsworth, 2000).
In 1990 Ely presented a refined and generalized theory of the conditions
of change that included implementing technology innovations in
educational settings in a study titled Conditions the Facilitate the
Implementation of Educational Technology Innovations (Ely's
conditions of change.n.d.)
Ely’s approach recognizes that the characteristics of innovation are
equally influenced by both adoption and environment factors
(Ellsworth, 2000).
Ely identified eight environmental conditions that should be created in
the environment where in the innovation is implemented to facilitate its
adoption .
3. 1. Dissatisfaction with the status quo
The precondition for people to accept a change is that they perceive a
needs to change the environment.
Participants must perceive the status quo to be less than comfortable.
Communicating the innovation to the adopters is easier through
Understanding the reasons of the dissatisfaction and identifying who has
dissatisfaction. Understanding dissatisfaction can help innovation
(Ellsworth, 2000)
4. 2. Sufficient knowledge and skills:
In order to make the implementation succeed should
have knowledge and skills require for change.
“People may believe that changes are in order, but
without the specific knowledge and skills to bring about
change the individual is helpless.” (Ellsworth, 2000, p.
68)
Enough training to use of a certain tool or a technique
should be provided to ensure effective change
5. 3. Availability of resources
“Resources are broadly defined as those tools and other relevant materials
that are accessible to assist learner to acquire learning objectives.”
(Ellsworth, 2000, p. 69).
Successful innovation require resources, such as money, tools and
materials, training, Computers, salaries, facilities to support its
implementation.
Change Agents should make sure that resources are available.
6. 4. Availability of time
The adoption of the innovation takes time. As Ely emphasized “ time is a
vital element in the total process of educational change”
(Ellsworth, 2000. p. 69)
"the implementers must have time to learn, adapt, integrate, and reflect on
what they are doing.“( Ellsworth, 2000. p. 69)
Those expected to adopt change need time for developing and
redeveloping materials.
Some employees may resist change if they believe they will not be
compensated for the additional time or may refuse to invest time resulting
in a poor change.
7. 5. Reward or incentives exist for participants
“Regardless of whether the reward is intrinsic or extrinsic, or whether it is
seen as the result of the cause of innovation use, it should be there in
some form” (Ellsworth, 2000, p. 70)
Tenured teacher may not see the need to change if they produce good test
scores, unless there is a linked reward to change.
Encouraging people during their implementation of innovation is very
important by using appropriate extrinsic or intrinsic rewards which help
to add some value of the innovation, and increase its successes.
8. 6. Participation is Expected and
Encouraged
“This means shared decision making, communication among all
parties involved, and representation where individual participation is
difficult.” (Ellsworth, 2000, p. 71)
Buy in to the process with time, effort, and ideas contributes to a
sense of ownership in the innovation.
Participants in the implementation should have the opportunity to
participate in in decision-making and be able to communicate their
ideas and comments .
“Key players and stakeholders must have a voice in the process” (Ely's
conditions of change.n.d.)
The participants can have sense of the possession of the innovation..
Recognize leaders, formally and informally (Ellsworth, 2000)
9. 7. Commitment by Those Who are Involved
people who are involved in the implementation of innovation should
make commitment to their efforts and time.
Not “ blind commitment “ requires , but it should have “firm and visible
evidence that there is endorsement and continuing support for
implementation) (Ellsworth, 2000, p. 72)
Change requires effort. Endorsement at all levels is a must.
10. 8. Leadership is evident
Since “Change is a process, not an event.”, Leadership should be
available for consultation and cognitive and affective support thorough
the implementation process (Ellsworth, 2000)
Leader ship also have influences, whether they are official
supervisors, role models, mentors, or advisors.
Leaders provide individuals with inspiration and encouragement
throughout the change process (Ely's conditions of change.n.d.)
(Ellsworth, 2000).
11. References
Ellsworth, J. B. (2000). Surviving change : A survey of educational
change models. Syracuse, N.Y.: Clearinghouse on Information &
Technology, Syracuse University.
Ely's conditions of change. (n.d.). Retrieved 02/4, 2012, from
https://sites.google.com/site/elysconditionsofchange/history
