理工科系系统性变革的四个框架。
Four frames for systemic change in STEM departments.
作者信息
Reinholz Daniel L, Apkarian Naneh
机构信息
Department of Mathematics and Statistics, San Diego State University, 5500 Campanile Drive, San Diego, CA 92182-7720 USA.
出版信息
Int J STEM Educ. 2018;5(1):3. doi: 10.1186/s40594-018-0103-x. Epub 2018 Feb 9.
BACKGROUND
This paper adapts the four-frame model of organizational change to the context of higher education. We offer the model as a tool for researchers and change agents who wish to study and enact systemic change within STEM departments. We provide the four frames in contrast to overly simplistic models of change that have been shown to be unlikely to result in sustainable improvements. As we outline the four frames, we discuss both how the frames provide insight into potential products for change and how they influence the process of change. We provide an extended example of how the four frames can be used to analyze an existing change effort and implications of this approach for future work.
CONCLUSIONS
This paper adapts a model for promoting and understanding change efforts in STEM departments. This is a model that can be used by nearly any researcher or administrator to help increase the impact of their work.
背景
本文将组织变革的四框架模型应用于高等教育背景。我们将该模型作为一种工具，供希望在STEM学科系内研究并实施系统性变革的研究人员和变革推动者使用。我们提出这四个框架，以对比那些过于简单化的变革模型，这些模型已被证明不太可能带来可持续的改进。在概述这四个框架时，我们既讨论了这些框架如何为变革的潜在成果提供见解，又讨论了它们如何影响变革过程。我们提供了一个扩展示例，说明如何使用这四个框架来分析现有的变革努力以及这种方法对未来工作的影响。
结论
本文采用了一个模型来促进和理解STEM学科系的变革努力。这是一个几乎任何研究人员或管理人员都可以使用的模型，以帮助增强他们工作的影响力。
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