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Information is everywhere and its presentation—such as how and when items are presented—can impact our perceptions and decisions surrounding the info. This broad concept umbrellas framing effects—influences that occur due to the way information is framed in its appearance, whether it’s purely the order or the specific wording of a message. Let’s take a look at numerous ways in which two versions of something can objectively say the same thing, yet we respond in...
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Four frames for systemic change in STEM departments.

Daniel L Reinholz1, Naneh Apkarian1

  • 1Department of Mathematics and Statistics, San Diego State University, 5500 Campanile Drive, San Diego, CA 92182-7720 USA.

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|January 12, 2019
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Summary

This study introduces the four-frame model for organizational change, offering a robust framework for researchers and administrators to understand and implement sustainable improvements in Science, Technology, Engineering, and Mathematics (STEM) departments.

Keywords:
CultureInstitutional changeOrganizational learningSystemic change

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Area of Science:

  • Organizational Studies
  • Higher Education Research
  • STEM Education

Background:

  • Traditional change models in higher education often oversimplify complex systemic issues.
  • Sustainable improvements require a more nuanced approach than simplistic models offer.
  • The four-frame model provides a comprehensive lens for analyzing organizational dynamics.

Purpose of the Study:

  • To adapt and apply the four-frame model of organizational change to the higher education context.
  • To equip researchers and change agents with a tool for studying and enacting systemic change in STEM departments.
  • To contrast the four-frame model with less effective, overly simplistic change models.

Main Methods:

  • Conceptual adaptation of the four-frame model.
  • Analysis of how each frame offers insights into potential change outcomes.
  • Examination of how the frames influence the change process itself.
  • Application of the model through an extended case study analysis.

Main Results:

  • The four frames provide distinct perspectives on organizational change.
  • Understanding these frames enhances the analysis of existing change initiatives.
  • The model illuminates both the 'what' (products) and 'how' (process) of change.

Conclusions:

  • The four-frame model is a valuable tool for promoting and understanding change in STEM departments.
  • Researchers and administrators can utilize this model to increase the impact of their work.
  • The model facilitates a deeper, more systemic approach to educational change.