The Normative Re-Educative Strategy is a management and organizational change strategy that emphasizes the importance of norms, values, and beliefs in shaping behavior. It is based on the idea that people are more likely to change their behavior if they believe that it is morally right or socially acceptable.
This strategy has been used in a variety of settings, including businesses, schools, and government organizations. It is often used as a way to encourage employees or citizens to adopt new behaviors or policies.
The Normative Re-Educative Strategy typically involves four steps:
1. Awareness: The first step is to raise awareness about the importance of norms and values in shaping behavior. This can be done through education and training programs.
2. Identification: The second step is to help people identify the norms and values that are most important to them. This can be done through surveys, interviews, or focus groups.
3. Commitment: The third step is to encourage people to commit to following the norms and values that they have identified. This can be done through pledges, contracts, or other forms of agreement.
4. Enforcement: The fourth step is to enforce the norms and values that have been adopted. This can be done through rewards and punishments.
The Normative Re-Educative Strategy is a powerful tool for changing behavior, but it is important to remember that it is only one part of a larger change management plan. Other strategies, such as the Motivational Re-Educative Strategy, may also need to be used in order to achieve success.
The Benne and Chin change method, which was developed in 1976, is a typical re-educative approach. The normaldesignation states that organizational reform will only succeed if employees’ values, attitudes, skills, and relationships are transformed. Each entity or individual involved in the transformation process must contribute to the creation of alternative strategies. Honesty and cooperation among peers are the hallmarks of this technique. When a dispute arises, this procedure of change is delayed.
The normative re-educative strategy has been used in a variety of organizations and situations. It was first used in an organization going through change due to new management. The strategy has also been used in organizations that are experiencing conflict or difficulty in communication. This strategy can be helpful in any situation where there is a need for change within an organization.
There are four steps to the normative re-educative strategy:
1) The first step is to develop a shared vision or goal for the organization. All employees or followers must be aware of this goal and buy into it. Without a shared vision, the re-education process will not be successful.
2) The second step is to create a plan of action. This plan should be created by the management or leaders of the organization. It should be specific and achievable.
3) The third step is to implement the plan of action. This is where the employees or followers will work together to achieve the shared goal. Honesty and collaboration are key during this step.
4) The fourth and final step is to evaluate the results of the change process. This evaluation should be done periodically to ensure that the changes are having the desired effect. course-corrections can be made at this time if necessary.
The educational programmes for midwives will be used during this phase to bridge the theory/practice gap and foster self-awareness (re-education programs for midwives). This technique reflects collaboration, and no single individual attempting it on his or her own would succeed. It’s a multi-dimensional, long-term plan that should be part of the company culture.
The first step is to create teams of employees who will be responsible for different aspects of the re-education process. These teams should include representatives from all levels of the organization, as well as from both genders and different age groups. The team members should be chosen based on their ability to work together and their commitment to the success of the project.
Once the teams have been created, they will need to undergo training in order to learn about the normative re-educative approach and how to apply it within their specific area of responsibility. After the team members have been trained, they will be responsible for implementing the approach within their respective areas.
The normative re-educative approach is a long-term strategy that requires patience and dedication from everyone involved. It is important to remember that this approach is not a quick fix, but rather a slow and steady process that will result in lasting change.
The Normative Re-Educative Strategy is a management technique that focuses on organizational change. It is based on the belief that people are capable of change and that through education, they can be taught new ways of thinking and behaving. This approach is often used in situations where an organization is facing a significant challenge or need for change.
One of the key advantages of the Normative Re-Educative Strategy is that it can be customized to fit the specific needs of an organization. This means that it can be tailored to the unique culture and values of the company. Additionally, this approach has been shown to be effective in a variety of different industries and organizations.
Another key advantage of this strategy is that it emphasizes education and training. This means that employees are more likely to be receptive to the changes that are being proposed. Additionally, this approach can help to build a sense of ownership and buy-in among employees.
The re-educative approach views how people make judgments based on their culture and beliefs rather than on logic. According to the theory, individuals are inclined to conform to societal norms, which they perceive as “norms,” and as a result, their perceptions of social norms influence their actions. These “normative expectations” entail a person’s anticipation of whether or not those who are important to them will approve or disapprove of a certain action (1).
The normative/re-educative approach was first proposed by social psychologist Leon Festinger in 1957. His theory of “social comparison” posits that people compare themselves to others in order to determine their own beliefs and opinions (2). According to Festinger, people have a natural tendency to want to feel like they fit in and are accepted by others. Therefore, they will often change their behavior or beliefs in order to match what they perceive as the norm.
This approach has been used extensively in management and organization change contexts. For example, when managers want employees to adopt a new behavior or belief, they can use the normative/re-educative approach by stressing the importance of the change and emphasizing that it is the new norm. By doing this, they are essentially re-educating employees and convincing them to conform to the new standard.
The normative/re-educative approach can be an effective way to manage change, but it is important to use it in a thoughtful way. If not used properly, it can come across as manipulative and may even backfire. When using this approach, it is important to be clear about the desired change and make sure that it is something that employees will actually want to adopt. Additionally, managers need to ensure that they are conveying the message in a way that is respectful and not overbearing.