Introduction

Managing change in the organizations and educational institutions is a process which involves renewing the direction, structure, and capabilities of the educational institutions due to the changes in the external and internal environment. The change in the educational institutions is greatly influenced by dramatic change at societal, political, and economic levels. There are political conflicts, due to which change is inevitable for the organizations. Various studies and literature suggests that education plays a vital role is assisting the community and society through various turbulent and dramatic situations (Fullan, 2014). Various research and studies also indicates that changes takes place under the conditions of strategic ambiguity and politicized sense making. Change management is considered to be one of the most critical aspects for educational institutions and organization for its long term benefits and success (Kuipers et al., 2014). Change in the educational organization is considered to be one of the most challenging aspects for the management. It involves high level of planning and understanding. There are various global trends such a globalization and other technological advancements which influences the lifestyle of the people and the ways in which the modern societies operate. Additionally the regional and local trends of the people also play an important role in shaping the behavior of the societies and states. The societal change is directly or indirectly related to the organizational change. There are numerous factors which influenced the organizational change. These factors help to understand the organizational change. The higher education institutions are greatly influenced by the changing context.  Leading and managing change requires high level of efforts and proper planning. The leaders and managers of change managers understands and analysis the scope of change accurately and develops a plan of action. There are various tools and models which help to analyze the change initiatives and properly implement the required changes in the organization (Hayes, 2018). The change planning is essential to create necessary change at all levels of the educational institution considering the interests of the stakeholders. Effective leadership is also required in proper implementation of change strategies and planning. The change management in educational institutions is associated with the flow of work in the organizations and constant influence of the environment. Changes often lead to a comprehensive transformation. It is a highly complex process and requires effective planning and successful implementation of strategies. There are various resistances to change that can be faced by the management during the process of implementing change in the education institutions (Matos Marques Simoes & Esposito, 2014). Successful outcome of change in the organization is determined by quality skills and abilities of the management in implementing change. The report determines the need for change in Barbados Community College and formulates strategic change plan for the organization. The change planning explored the change initiative for an educational context. The report determines the mission and vision of the business organization for the change planning in the educational organization. It describes and analysis various theories and models for effective formulation and implementation of change n the educational organization. It provides detailed analyses of the elements and processes to facilitate change in all the levels of the business organization. It assesses and measures the goals and objectives of the change initiative while focusing on various communication feedback loops.

Discussion

Organization change: Mission and vision statement

Mission for Barbados Community College:  Ensure the personal, professional and intellectual development of the students through the provision of high quality training programs through interactive sessions, which will fulfill the educational and value based requirements of the students.

Vision statement: The classes conducted will serve and satisfy the diverse development needs of the students of different communities and different cultural backgrounds. It aims to satisfy the needs of wide range of stakeholders in the educational institutions thereby focusing on caring for the students and providing intellectual and dynamic learning environment for the students.

Background information of Barbados Community College

Barbados Community College was established by the Act of parliament in 1968. Barbados Community College aims to provide higher, post secondary and tertiary level of education to diverse cross section of Barbadian public. In the year 1990, the Parliamentary Act was amended to provide Barbados Community College the authority to grant certificates, degrees, awards, and diplomas to students and individuals of different communities and backgrounds that has been successfully able to complete their courses of study as approved by Board of Management (Bcc.edu.bb, 2019). Barbados Community College provides various services, programs, and courses of different fields to the students as per their choices and preferences. The college manages various academic support and other administrative services to the students. The colleague has shared commitments and has collective efforts of different divisions and departments in the educational institutions.

Organizational Culture

 It is the culture of the organization to create a positive and supportive environment for the students along with providing teaching and learning services. The organization prepares the students to become responsible citizens in the future. They make the students aware of mutual rights and duties as citizens. Barbados Community College encourages wide range of activities and co-curricular programs to constructively utilize leisure time. It provides wide range of cultural activities and develops students to maintain a sound health and be physically fit. They also provide additional facilities to develop the skills and abilities required for effective communication and inculcate moral and spiritual values to the students. This ensures a positive sense of community service in the educational institutional and involvement. However, the institution needs to focus on other services such as advising, counseling and placement services. This is considered to be an integral part of college experience for the students. Barbados Community College has sufficient equipment and professionally equipped staffs and teachers.

The current vision of the company is to be excellent centre of excellence in providing training and education to the students. The present mission statement of the company is to meet the educational, training and development needs of the students and the staffs so as to provide meaningful contribution to the country.

Identification of Problem and Proposed Change

The problem observed in Barbados Community College is the lack of cultural diversity among the students due to which they are not being able to develop the skills of inclusion and cross-cultural communication.

The College has the vision of changing the academic curriculum, the dressing codes and the mode of management to enhance the prospects and adaptation of ethnical diversities in an educational organization.

Rationale for change in Barbados Community College

Change is highly essential for Barbados Community College to further improve and enhance their work. There are various factors, which drive change in the organization. The factors are mainly from the external and other internal forces, which constrains the managers. These forces and factors influence the necessity of introducing in the educational organization. The changes in the organization are imposed from outside and it is motivated by internal pressures (Zepke, 2014). The main goal and aim of change is to make significant changes to make the college environment dynamic and friendly for all types of students from different cultural backgrounds. The main objective of implementing change is to make its more effective for the students and better enhance their life (Museus & Jayakumar, 2012). It is believed that there are mainly three perspectives on educational force to implement change; it includes the technological change, political changes, as well as cultural changes. Due to increased globalization, changes in the societal needs and preferences as well as innovation intervenes demonstrate the cultural norms of the people in the society (Niemi & Multisilta, 2016). Hence, it is essential for the educational institution to implement changes. It requires alteration in student-staff relationship and certain modification of teaching practices, policies, and procedures of the organization.

The Lewin’s three-step change management model can be applied to resolve the problems existing within the scope of the Barbados Community College. These problems include the lack of cultural diversity and engagement of the students in cross-cultural communication and inclusion. The inclusion of differently abled students also fall under this perspective. Furthermore, the implementation process must also include the incorporation of uniforms, emblems and student identification cards.

Analysis of Change Initiative

In an educational organization, stakeholders generally refer to those who are invested for the purpose of success of the school as well as the students. These includes the administrators, staffs, teachers, guardian, school board members etc. stakeholders are largely the influencing powers that involve the decision making, leadership strategies and other operations regarding operations and administrations (Kezar, 2014). The proposed change in the organization will uphold the following mission and vision of the community:

The proposed change in the organization thus calls for the following effects on the stake holders of the Community:

1. Administration and management: This will help the administration in attracting students from various sectors and communities to join the organization.

2. Students:  Will make the students comfortable and make them feel secure about the environment.

3. Management and staff: The board members to chalk out leadership strategies for the implementation of the proposed change.

4. Regional and international institutions: As a positive effect of this change management, the regional and international centers will be benefited. Students from the community will have a better adaptation in the international institutes and the students from outside will also feel comfortable in here.

5. Government: The government of the state needs to focus on widening the aspects of cultural diversity in educational institution. The viewpoint of students  coming from abroad largely depends on the outlook of the present government.

The necessity of the change

The diversification in the culture of students from various ethnic groups from over the world is visible in the organization, with a rich instructive convention exuding from various ways of thinking. This guarantees profound scholarly commitment with learning and dynamic quiet support, solid, agreeable gathering cooperation, incontestable regard for the instructor, critical thinking procedures dependent on a mindful examination of past encounters, intercession of an accord in a contention and high regard for composed content instead of verbally expressed words (Holmes, Clement & Albright, 2013). These understudies utilize their well-created key abilities to accomplish decent evaluations in tests and tests. 

This has prompted the advancement of a ‘conundrum’ inside the community, which addresses the probability of students from various regions outflanking their Western partners in national and universal understandings and science tests regardless of the way that they are seen as inadequate and cacophonous with a Western instructive framework (Dimmock & O’Donoghue, 2014). It has also been pointed out that this oddity exists because of Western scholastics stereotyping understudies as it ‘helps them diminish an unmanageable reality to a sensible mark’. This recognition depends on an absence of intercultural capability and the powerlessness to look past significant contrasts between social frameworks, simultaneously neglecting to perceive social shared characteristics, which could fill in as the establishment of the common comprehension (Banks, 2015).

The thought of diversification in cultures urges teachers to investigate, execute and asses the utilization of understudy home culture and convictions inside the study hall from a hypothetical and useful point of view (Gay, 2010). As a methodology, it is inserted in the writing field of socially responsive instructional method, which instructs through the quality of its understudies, and challenges the shallow treatment of assorted variety, which at present wins in training. Socially responsive educating has the instructional method of restriction, made up of three criteria: (1) experience of scholastic achievement; (2) creating social capability; and (3) basic cognizance. Numerous other instructive scholars inside various settings.

Possible Change Modules

Edgar Schein Onion Model

As indicated by Edgar Schein –  The organization shapes and changes in time with the changes made in order to adjust to the outer condition and tackle issues. They learn from their past encounters and start rehearsing it regular in this manner shaping the way of life of the work environment (Aguirre et al., 2017). The new workers likewise endeavor hard to change in accordance with the changed culture. The internal and external environment of the Barbados Community College must be aligned in order to successfully implement the proposed changes.

Artifacts:

1. Physical artifacts like monograms in dress, same uniform, design or decoration is a significant cursor for ushering a sense of equality. The visible part in the Barbados Community College is very much necessary for the outsider to gauge the outlook of the organization. In this regard, the institution may incorporate student identity cards.

2. Language is also an essential factor for the shaping up of an organization. Speaking levels, types of sound and other special manifestation changes the organizational outlook.

Qualities: Schein stated about this step as to which comprise the association culture is the estimations of the workers (Kloss, 2019). The estimations of the people working in the association assume a significant job in choosing the association culture. In this regard, the manner of thinking and disposition of the internal and external stakeholders of the Barbados Community College has profound effect on the transformation of institutional culture.

Expected Values: The third level is the expected estimations of the workers which cannot be estimated, however, have any kind of effect to the way of life of the association (Chick, 2014). There are sure convictions and certainties, which remain, covered up yet influence the way of life of the organization. The internal parts of human instinct of the students as well as the management and staff regarding their perceptions towards culturally diverse environments comprises the third level or institutional culture in the Barbados Community College.

Lewin’s three step model:

Lewin’s fundamental decision was that effective change is accomplished through a three stepping procedure; unfreezing, changing and solidifying (Cummings, Bridgman & Brown, 2016).

Unfreezing

It is notable that in general people are against any changes, as they lean toward procedures and techniques and are unwilling to do jobs that are unknown and new to them.  Lewin states in order to get rid of these hindrances, people must be urged to inspect the ongoing procedures with and be available to the likelihood that another way of doing it will yield a better result (Hussain et al., 2018). The creator clarifies that this procedure is not simple; yet contacting your representatives’ enthusiastic side will give the most obvious opportunity with regards to progress, “To tear open the shell of lack of concern and vainglory it is at times important to realize purposely a passionate work up.” This is a key authority expertise, as separating business as usual and driving people out of their customary range of familiarity is probably going to prompt the obtaining of new abilities, constant improvement of procedures and, eventually, better authoritative execution. Lewin proposes utilizing ‘Power Field Analysis’ to decide if a change is proper, weighing up the positives against the negatives of a presumable change.

In this regard, the process of unfreezing in the Barbados Community College involves the effective communication with the internal and external stakeholders of the institution regarding the need for implementing the changes. Conducting of training programs and seminars also play a vital role in explaining the various steps involved in the change process to the students, management and staff.  

Change:

With the acknowledgement of the people that an omngoing situation can be improved by adhering to certain changes, the actual procedure of changing may take place. This procedure might be convoluted and disorderly and will take a lot of effort to incorporate, so keeping (Worley & Mohrman, 2014). This stage givesibility is to be kept up for picking up understanding, yet in addition needs a lot of help and preparing. Correspondence and authority are fundamental for guaranteeing the change procedure happens successfully and nobody is abandoned. 

In this regard, the process of change refers to the different activities to be executed in the implementation process. This involves the admission of new students to the institution and incorporation of exchange students from the regional and international institutions. Furthermore, the process also includes the incorporation of new course structures and curriculum to aid the new students to grasp the lessons more efficiently.

Freezing:

The creator characterizes the last freezing stage to be the most pivotal in the general procedure, as frequently a change will just last a limited quantity of time before exchanging back to its unique state. Thus, it is basic that the change is appropriately fortified and continued. This may acquire more expenses and delay the change procedure significantly further, however it is significant that the assets that went into starting the change are not squandered (Bakari, Hunjra & Niazi, 2017). Usually a significant change activity happens and people change the manner in which they work, just to slip again into old propensities, as the push for the change is loose.

In this regard, the process of freezing in the Barbados Community College involves the adoption of the new process and curriculum within the course structure of the institution. Additionally, it also includes the empowerment of the new organizational culture of diversity and inclusion.

Strategic Change

The Edgar Schien’s model can be implemented in the organizational structure of the community.

The college may fix a particular uniform and logo or badges for each student. The curriculum must also include the same structure according to the nature of the syllabus. The visual equality must be stressed on. This tends to have a cognitive consciousness about the equality and equity among the stakeholders.

The organization must make same laws for each student in the code of conduct and academic rules. This must be ensured by the process of situational leadership whereby, the administration or the teachers will analyze the situation, and decide on the model of organizational values. The values may also be incorporated through transactional leadership, where, the punishment or reward methods are to be used (McCleskey, 2014). The existing structure in the organization is, thus, conformed. This mode of leadership is to be taken up by the teachers as they directly influence and interact with the students. Performance review is the most common example of the transactional leadership (Mahdinezhad & Suandi, 2013). The teacher is supposed to set the criteria that the students will value. Again there must be some code of conduct for the teachers which will be set by the board. The Edgar Schien’s onion model and the transactional leadership theory is the best way to incorporate in the organization at the present situation because,

1. The model talks about the uniformity of an organization. The educational organization with diversification of culture is the most suitable place to implement this uniformity.

2. Both the internal and external environment affects an organization. The organization, in the due course of time adapt to these changes. The environments also affect the discussed community.

Strategies to be used

The strategies to be used for the change implementation process may be listed as follows:

• Managing perception – the perception of the students and other stakeholders of the institution like the staff, management government, local and regional institutions must be managed so that they may adapt themselves to the inclusion of a culturally diverse environment within the college.
• Re-evaluation of the institutional culture – The culture of the institution must be transformed in order to accept the importance of a culturally diverse environment. Furthermore, the stakeholders mentioned above must also inhibit and support the redefined institutional culture.
• Communication – The students and other stakeholders must be communicated with in order to help them adapt top the changes to be implemented in the institution.

Leader’s facilitation of strategy implementation

The leader plays an important role in implementation of the strategies as he will help in the alignment of the vision of the proposed change with the interests of the various stakeholders.  Change leadership, in the case of the Barbados Community College will help in influencing and enthusing the stakeholders to achieve the institutional mission of inclusion and diversity. Personal advocacy can also be used by the leader in order to communicate the importance of the change initiative.

Steps to be taken

The steps to be taken for the successful implementation of the change process include:

Selection of leaders in the various departments who will overlook the operations of their specific teams.

• Conduct training programs and seminars for specific groups like the management and students so that they may recognize the importance of the change.
• The faculty and staff must encourage the students to learn about various cultures through interactive sessions and lesson plans.
• The expectations and objectives of the change implementation process must be specified and communicated to the internal and external stakeholders so that they may identify their roles in the process.
• Formulation of new lesson plans and course structures to help the new students adapt to the institutional environment in an effective manner.
• Communicating with the investors and government so as to enable the increase of infrastructural and technological scope.
• Setting deadlines for the completion of each change process involved in the growth of infrastructure and implementation of new technology in the laboratories.
• Creation of forms, applications and curriculum for the exchange programs and admission for new students.

Principal – The principal must engage in the allocation of tasks among various departments of management for executing the steps to the change management process. He must also conduct interactive sessions with the students to explain the change process and help them participate to the best of their abilities.

Department and school – The various departments of the institution must take active role in the execution of tasks allocated to them by the leader and principal. They must also overlook the procedures and identify the challenges or discrepancies that may arise and report them to the leader so that action may be taken to overcome them.

Plan for the change

The change implementation process can be planned in the following way:

• Creation of a distinct vision and mission for the change proposed.
• Developing of institutional values that are aligned with the change to be implemented. For the college, it includes the values of diversity and inclusion along with collaboration and integrity.
• Identification of the threats and challenges that need to be overcome and evaluation of the strengths and opportunities that can be utilized.
• Establishment of long term and short term objectives for the successful implementation of the change process.
• Collaborating the efforts of the internal and external stakeholders in order to fulfill the objective of the change process.
• Creation of a system of evaluation for the performance of the students as well as the other stakeholders in the change implementation process.

New Vision for the Proposed Change

The new vision of the Barbados Community College for the implementation of the change can be stated as: Provision of a dynamic environment of learning and education for the students and building of a culturally diverse community, thereby facilitating the exchange of innovative ideas and thoughts that will help in their personal and intellectual development.

New Mission for the Proposed Change

The new mission of the Barbados Community College for implementation of the change can be stated as: Contribute to the personal, professional, and intellectual development of the students in the instructions and ensure diversity and inclusion in the organization. It aims to provide high quality training and program which will contribute towards meeting the diversity needs of the students of different backgrounds such as national, regional, and international backgrounds.

Change Model and Initiative

The change model to be used for the implementation process is the Lewin’s three step change management process. Following this model, the first step involves unfreezing, where the internal and external stakeholders of the organization will be informed about the change implementation. This also involves communication about the rationale and need for including cultural diversity in the scope of the institution. The next step involves implementation of the changes. This includes the adoption of the new vision and mission of the institution and alignment of the activities of the various departments according to the change objectives. Training programs, admission of new students and involvement of exchange students are to be executed in this step. New curriculum and changes in the course structure are also elements of the change implementation process. The final step involves freezing of the changes implemented and efficient execution of the new tasks allocated to the departments.  

The change initiative focuses on the completion and achievement of the following new goals and objectives:

• Integration of culturally diverse content in the curriculum and course structures.
• Providing the students with knowledge and insight on various cultures across the world that will ultimately aid them in their higher education and professional life.
• Overall personal and intellectual development of the students and development of cultural sensitivity.
• Creation of adequate opportunities for the culturally diverse students in terms of courses offered and extra co-curricular activities.
• Reduction of prejudices among the students, staff and management towards racially and ethnically diverse cultures.
• Empowerment of a strong institutional culture of diversity and inclusion.

Role of stakeholders

The role of the stakeholders in the strategic change plan can be segregated as follows:

• Students – The students can attend the training programs organized by the institution and acquire knowledge about the different cultures of the new and exchange program students. They can also communicate with them to help them go about their courses through group study sessions. Inclusion of students in the change plan is essential as it helps in the development of the culture of diversity and inclusion.
• Management and staff – the staff and management should also attend the training programs and accordingly prepare new course structures and lesson plans to help the new students grasp the lessons taught in class. They can also allocate duties among the students and obtain feedback from them regarding the change implementation processes. The involvement of the management and staff in the change plan in essential as they play an integral role of performing the delegated duties essential for the achievement of the institutional objectives.
• Regional and international institutions – The regional and international institutions must actively participate in the change implementation process by collaborating with the Barbados Community college. This collaboration includes the exchange of students from culturally diverse backgrounds for a period of at least two semesters. The involvement of these institutions in the change plan is essential, as they will help in ensuring the growth of a diverse culture in the Barbados Community College.
• Government – The government should encourage the initiative taken by the Barbados Community College by providing them with the financial assistance required for infrastructural and technological development of the institution. The involvement of the government is essential in the change process as they can provide the institution with the funding required to execute and implement the changes.

Role of Leader and Leadership Theory:

The role of leader in the change management is of utmost importance. The model that are chalked out for implementation needs to be incorporated and practiced in real life. Since, the Barbados Community has a large structure with various streams, huge number of students and a vast administrative framework, it needs a proper leadership strategy in maintaining the equality and coherence of the change models throughout the community (McCaffery, 2018).  TRANSFORMATIONAL LEADERSHIP will be effective in this respect because:

1. The community is a large one and the charisma of the leader is required to guide the entire population.

2. The model incorporated is for the long run and thus needs to be evaluated within the practiced environment.

3. The transformational leadership is meant to operate in a situation where changing the environment is not the goal but to perform a given task within the given environment (Shatzer et al., 2014).

Analysis of the Sustainability

The proposed change can be made a sustainable one by:

1. Evaluation: the change can be evaluated in a regular interval by taking the feedbacks of students and administration.

2. The change can be made sustainable by incorporating any college events that will look for the uniformity among diversity.

Strategy Implementation Plan

The implementation of strategies is an essential process which includes the incorporation if the plans and decisions regarding changes and other improvements in the operations and functions of the organization and achieve the desired goals and targets (Rothaermel, 2017). The implementation process requires the organization to completely analyze the internal and external environment so that the changes are integrated with the interests of the internal and external stakeholders. The implementation of strategies involves the process in which the changes suggested for the development of the organization is implemented into its operations and functions (Cândido & Santos, 2015).  

Alignment with the Organizational Culture and Climate

The organizational culture of the Barbados Community College promotes a friendly and supportive environment for the students as well as the other internal stakeholders like the staff, management and administration. The range of cultural activities and awareness about their rights and duties will promote the implementation of a multicultural climate in the College (Banks, 2015). In this regard, it can be said that the change of implementing a culturally diverse climate for the students at the Barbados Community college, will assist them to not only enrich their knowledge but also prove to be beneficial in their future professional endeavors. This change can therefore be considered to be essential to the Barbados Community College, as it will give the students the opportunity to gain an insight into different cultures thereby developing an open mind and helping them to improve their communication skills (Museus, 2014). Furthermore, the implementation of this strategic change in the institution is essential, as it will also ensure that the students are able to work in a multicultural organization in harmony later on in their lives.

Rationale for Implementation Process

The implementation process is essential in Barbados Community College because it will help in the process of incorporating a culturally diverse environment for the students in an efficient manner so that the operations and functions within the scope of the institution are not disrupted. The implementation plan will further ensure that the various internal and external stakeholders of the institution completely understand the need for the strategic change, thereby incorporating the mission and vision of change in their functions and activities (Morden, 2016).  The implementation process will also enhance effective communication among the stakeholders and connect the various activities of budgeting, infrastructural and technological development (Baroto, Arvand & Ahmad, 2014).

Steps for Implementation Process

The different steps that have to be followed by the Barbados Community college for the implementation of the strategic change can be listed out to be the following:

1. Communication and evaluation of the plan – The first step towards the implementation of the plan is the Educational leader’s communication of the objectives and goals to the various stakeholders of the institution, like the students, management, staff and other regional and international institutions to be engaged in the exchange program. In this regard, it can be said that the leader of the Barbados Community College must first explain the importance of the culturally diverse environment for the students to the stakeholders and evaluate the initiative of this process. This communication with the stakeholders involves the consideration of several aspects including the mission and vision of the strategic change and its alignment with the mission and values of the institution (Austin & Pinkleton, 2015). Furthermore, the budget required for the implementation of the strategic changes must also be determined and communicated with the management of the institution. Therefore, it can be said that the first step towards the implementation process of the strategic change is the communication of the processes and objectives of the plan (Smith, 2017).
2. Development of a structure for Implementation – The mission of the strategic plan which encompasses the personal, professional and intellectual development of the students along with the creation of an environment for diversity and inclusion, must be established within the internal and external stakeholders of the Barbados Community College. The importance of incorporation of cultural diversity in the environment of the institution is essential in order to prevent resistance and conflicts from the members of the institution.  In this regard the transformational leadership skills of the leader will aid in the collaboration of the management and staff in order to strategize a structure for change implementation. The various departments of the institution including the administration, finances, faculty and students must be first coordinated in the implementation process. The leader must delegate duties to each department so that the importance of the change is established. Work plans are then to be developed and operational tasks are to be allocated by the leader (Glatthorn et al., 2018). For example the leader of the institution can engage in developing exchange programs for the students by establishing communication with regional and international institutions. Furthermore, the leader must also engage in marketing the mission of diversity and inclusion so that larger number of students belonging from different cultural backgrounds feel safe to take admission in the Barbados Community College. Furthermore, the existing infrastructure is also to be evaluated in order to identify if it can accommodate larger number of students and provide them with the facilities and equipment required for their courses.
3. Development of Support programs for Implementation – The development of support programs for implementation process is essential as it helps in building the trust of the individuals of the institution in the plan for diversity and inclusion, and engages maximum support and interaction from them. There are various ways in which the implementation process may incorporate support programs to obtain maximum engagement from the internal and external stakeholders (Aarons, Ehrhart, & Farahnak, 2014). Firstly, the leader may establish a system for tracking the performance of the students and other internal stakeholders so that the progress of the implementation process can be monitored. Lectures and seminars can be organized by the leader in the institution highlighting the importance for incorporation of a culturally diverse environment in the institution so that the students may support the strategic change plan. Feedbacks can also be taken from the various internal and external stakeholders of the Barbados Community college so that their opinion on the implementation program can be analyzed and according executed. Therefore, it can be said the establishment of proper and effective means of communication is essential for ensuring the success of the implantation of the strategic change and obtaining maximum support and engagement from the internal and external stakeholders.
4. Allocation of resources and budgeting – An important step in the implementation process after gathering the engagement and support of the stakeholders is the budgeting and allocation of resources available to the institution (Cardoş, 2014). The different programs associated with the strategic change of incorporating diversity and inclusion in the scope of the institution includes the admission of new culturally diverse students, execution of exchange programs and expansion of existing infrastructure and technology in order to be able to support the needs of the new students. For this purpose, the leader needs to collaborate with the different departments of the institution to allocate budgets for the marketing and advertisement of the initiative taken by the Barbados Community College. Moreover, the leader also needs to allocate budgets for the expansion of the infrastructural scope so that the new students and exchange students can be accommodated and provided with the resources required for the completion of their courses in the institution. This also includes technological resources such as laboratory equipment, computers and other equipment required by the teaching staff to take their classes efficiently. Furthermore, the leader needs to strategize the investments to be made in these various fields requires the institution to expand its resources and funding. This requires the leader to communicate with external stakeholders like the government, non-profit entities and community organizations so that they may assist the institution to implement the plan.
5. Discharging of activities and functions – After the acquisition of the required resources and infrastructure for the implementation process, the next step involves the allocation of tasks and duties among the various individuals of the organization. This includes the incorporation of efficient leadership that is able to manage the changes and avoid resistance and conflicts among the various internal and external stakeholders (Steiss, 2019). The faculty must be given adequate training so as to manage classes with culturally diverse students. The leader must also communicate with the students and allocate responsibilities among them for conducting group activities so that the new students and exchange students may be able to take part in the institutional activities without hesitation. The creation of a student body to look into the interests of the students and address their grievances and problems must be established so that discrepancies on part of the administration or other students may be addressed efficiently. Furthermore, other responsibilities of the leader in the implementation process includes the delegation of duties to various departments for development of technology and infrastructure of the institution. The leader must also ensure the provision of adequate budget and financial support to incorporate the change plans. In this regard, leadership plays a significant role as it ensures the harmonious collaboration and engagement of the various entities within the scope of the institution.

Evaluation Plan

The process of implementing changes within the scope of an institution or organization involves not only the creation of a strategic change plan and its incorporation but also the evaluation of the effectiveness and efficiency of the changes thus implemented (Morden, 2016). The process of evaluation takes into consideration the various steps involved in the strategic change plan and implementation plan so that they may be integrated with the mission and vision of the change. Furthermore, the process of evaluation is also essential in identifying whether the expected targets and objectives of the strategic change plan have been met or not. The process of evaluation involves the collection of data and information regarding the performance of the various internal and external stakeholders before and after the implantation process of the changes and the analysis of the collected data to judge its effectiveness and identify means to improve it (Herrmann & Nadkarni, 2014).

The importance of an evaluation plan arises from its ability to assess the effectiveness of the change plan implemented within the scope of the Barbados Community College. The development of an efficient plan for the evaluation of the effectiveness and implementation of the strategic change plan is essential for the organization or institution to judge the extent to which its resources and finances are being utilized for the achievement of its targets and objectives. Furthermore, the development of the evaluation plan by the Barbados Community college will help the administration of the institution to analyze the information received from the implementation process of the plan and enable them to communicate the effectiveness of the strategic plan to the various internal and external stakeholders (Johnson, 2016). It will also help the administration to analyze the best possible outcomes from the implementation of the strategic change plan and identify the areas, which need further improvement. The evaluation plan thus helps in the analysis and improvement of the imitative for the incorporation of a culturally diverse environment for the students of the Barbados Community College.

The various entities within the scope of the institution who will be affected by the evaluation plan include the community groups, funders, faculty, students and other stakeholders. The information received in the evaluation process will help them to analyze their own performance in the strategic change implementation process and help them to make improvements so that the ultimate targets and objectives of the institution are achieved (Thompson, Strickland & Gamble, 2015).  The different elements of the evaluation plan include:

1. The communication of the purpose of the evaluation plan, which includes the identification of the areas of discrepancies, and improvements in administrative processes.
2. Performance assessment of the internal and external stakeholders on the basis of their previous functions and activities with the operations after the implementation process. This may include the analysis of the performance of the faculty and students on the basis of the efficiency of their activities and overall success of the institution.
3. Incorporation of certain tools for data collection such as feedback from the students and faculty as well as tests taken to ensure their understanding about the importance of the strategic change proposed and implemented.  Furthermore, these techniques may also include seminars, performance tests, interviews and questionnaires to be filled out not only by the previous students and faculties but also the students and professors who have been newly recruited or have arrived through the exchange programs.
4. Evaluation of the academic and co-curricular performance of the institution to assess the effectiveness and efficiency of the expansion of resources implemented for the achievement of the mission and targets of the strategic change plan in the institution.
5. Analysis of the information and data collected in order to improve the implementation process and identify the areas, which require further attention or improvement. This may include the evaluation of the efficiency of allocation of resources in the Barbados Community College.
6. The evaluation plan also includes the important element of developing a timeline for the evaluation process. This timeline depicts the intervals in which the evaluation activities will be carried out. For the Barbados Community College, the evaluation process can be distributed bi-annually for the first three years, then annually for the next five years. This process will ensure that all the individuals within the scope of the institution have become completely accustomed with the implemented change.

Risk Management

There are certain risks that can be identified with the help of the evaluation plan. These risks include the following:

1. Lack of tolerance and acceptance from the students and faculty, towards the culturally diverse individuals. This will create a resistance from their end towards the implementation of the change process. To overcome this challenge, the administration can strategize the incorporation of seminars and lectures that explain the need for culturally diverse environment and its several benefits (Pritchard et al., 2014).
2. The second challenge or risk involved includes miscommunication or lack of communication among the culturally diverse individuals due to language barriers. In order to overcome this challenge, the institution can engage the students and faculty in language training programs.
3. The third challenge involves the possibility of conflicts and disagreements based on the differing beliefs and opinions of the culturally diverse individuals. In order to overcome this challenge, the institution can develop an effective change leadership. This involves the role of the leader to uphold the culture and values of the institution in order to integrate the interests of the various individuals within the scope of the institution.
4. The fourth challenge involves the adaptation of the students, faculty and other stakeholders to the newly installed technology and infrastructural developments. To overcome this challenge the institution may engage in a change management process so that the various individuals are introduced and trained to get accustomed with the new processes and activities in a holistic manner.

Metrics for Evaluation Plan

The various metrics incorporated in the evaluation plan may include the following:

• Academic performance – Assessment of the previous and new students in terms of their academic growth.
• Utilization of resources – Assessment of the resources and funds provided for the implementation program in the form of bi-annual reports.
• Instructional delivery of faculty – Assessment of the ability of the faculty to communicate and interact in the culturally diverse classrooms.
• Students’ feedback – Evaluation of the feedback of the students regarding the implementation of the strategic change plan.
• Evaluation of group activities – Assessment of the individual results and performance of students working in culturally diverse groups.
• New admissions and exchange program – Assessment of the number of new admissions and exchange students to the institution after the implementation of the diversity and inclusion program.

Professionalism towards Stakeholders

The attitude of the educational leader plays an important role in determining the manner in which the changes will be implemented. The concept of professionalism in leadership entails the manner in which the leader acts in order to prioritize his responsibilities and tasks. There are various traits of professionalism that can be depicted by leaders. These traits include reliability, competence, ethics and effective communication (Anderson & Cohen, 2015). Moreover in order to fulfill the responsibilities of a leader and successful implementation of strategies, the careful supervision of the leader is required, so that the various processes of change are efficiently managed (Cranston, 2013). Furthermore, this also involves the measurement of the performance of each stakeholder in terms of their ability to function and operate efficiently during the process of implementation of the changes and also after it (Engert & Baumgartner, 2016). In this regard, the ways in which the leader of Barbados Community College can present professionalism towards the stakeholders include:

• Management – In order to display professionalism, the leader must conduct frequent meetings with the management, in order to communicate with them about the purpose and process of implementing the strategic change of incorporating cultural diversity in the institution. The leader must also take into account the perspective and opinions of the management for efficiency in the implementation process.
• Staff – The leader can also depict professionalism by remaining proactive in catering to the interests and needs of the staff for the change implementation process. This includes the conduction of training programs so that they may be able to actively participate and engage with the culturally diverse student body effectively.
• Students – The leader can also show professionalism by respecting the interests of the students and communicating with them frequently about their role in the change implementation process. This will ensure greater participation and engagement from their end and help in the successful implementation of the change.
• Regional and International Institutions – The leader may show professionalism by communicating with the regional and international institutions to be engaged in the exchange programs. For this purpose, the leader must conduct meetings and dress in a professional manner. The leader must also gain additional knowledge about the benefits of a culturally diverse environment so that the these institutions may participate in fulfilling the vision of Barbados Community College.
• Government and Non-Governmental Organizations – The leader must also engage in effective communication with the government and non-governmental organizations so as to ensure funding for the implementation process. The leader must discuss the budget for the plan and gain insight from these stakeholders, so that the implementation process is carried out with greater efficiency.

Conclusion

From the above discussion, it can be concluded that cultural diversity is an important aspect in the global front in the recent times and can be implemented within the operations and functions of the Barbados Community College for the enhancement of the professional, personal and intellectual development of the students. In this regard, it is essential to develop a strategic change plan that includes all the factors that need to be incorporated by the institution in order to ensure diversity and inclusion as well as carry out the process of implementation in an efficient and effective manner. Furthermore, the successful implementation of the strategic change plan of diversity and inclusion further requires the administration and management of the Barbados Community College to carry out a plan for the evaluation of the effectiveness of the implementation plan. This can be done following certain metrics for evaluation and management of risks and challenges that may arise during the planning and implementation processes. Furthermore, the role of leadership is also an essential factor in this regard, as it ensures that the interests of the various internal and external stakeholders of the institution are aligned with the mission and vision of the change plan, thereby aiding to bring about the achievement of institutional objectives and targets.

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