Students need better preparation for employment success as the demand for a more educated (Mullin, 2011) and experienced workforce (Grasgreen, 2014) increases. Colleges and universities need more innovative policies and procedures that prepare students to meet the challenge of the increasingly complex work environment. Due to the distributed organizational structure in higher education, implementing a culture of innovation proves more effective than trying to force one or two improvements since change can be inherently difficult (Buller, 2015). Researchers published literature providing examples of how schools as well as for-profit companies responded successfully to employers increased expectations through classes and support services. Buller
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Change is inherently complex (Buller, 2015), people tend to find comfort in knowing what to expect, developing expertise, and creating a comfortable cadence of how things should operate. Leadership must first address the culture as “a far more effective way of bringing about meaningful change in higher education for academic leaders to create a widespread culture of innovation in which change is seen as originating from above but generated thought the intuition” (Buller, 2015, p. 151). Leaderships’ systematic encouragement and rewards for creativity incentivize new ideas shifting the culture to a risk-taking environment (Buller, 2015; Setser & Morris, 2015). Innovation as a cultural focal point better shapes how faculty and staff see change, shifting from fear of the unknown and potential failure to exploration seeking out better ways to serve. Presently, students and employers are looking to higher education for employability skills, and pioneering environment puts colleges in a better position to …show more content…
Failure to do so alienates the stakeholders and nearly ensures institutional demise. The points raised highlight opportunities within the organization where faculty, staff, and administration work on a plan of action using knowledge of the specific prospects available at their institution. Many sources reiterate employers’ desire for college graduates with variety of skills beyond their major. The array of services offered at schools should correlate to the unique needs of the school. As leadership leads the transition to a culture of innovation, the internal participants within the partnership of employers and other community stakeholders can find the right combination of programs and services to provide the desired outcomes. For additional resources regarding innovations in graduate workplace preparedness considers the following
Change is inherently complex (Buller, 2015), people tend to find comfort in knowing what to expect, developing expertise, and creating a comfortable cadence of how things should operate. Leadership must first address the culture as “a far more effective way of bringing about meaningful change in higher education for academic leaders to create a widespread culture of innovation in which change is seen as originating from above but generated thought the intuition” (Buller, 2015, p. 151). Leaderships’ systematic encouragement and rewards for creativity incentivize new ideas shifting the culture to a risk-taking environment (Buller, 2015; Setser & Morris, 2015). Innovation as a cultural focal point better shapes how faculty and staff see change, shifting from fear of the unknown and potential failure to exploration seeking out better ways to serve. Presently, students and employers are looking to higher education for employability skills, and pioneering environment puts colleges in a better position to …show more content…
Failure to do so alienates the stakeholders and nearly ensures institutional demise. The points raised highlight opportunities within the organization where faculty, staff, and administration work on a plan of action using knowledge of the specific prospects available at their institution. Many sources reiterate employers’ desire for college graduates with variety of skills beyond their major. The array of services offered at schools should correlate to the unique needs of the school. As leadership leads the transition to a culture of innovation, the internal participants within the partnership of employers and other community stakeholders can find the right combination of programs and services to provide the desired outcomes. For additional resources regarding innovations in graduate workplace preparedness considers the following