Embracing change at the Lang Registry

 

 

Case adapted from a ‘Plan’ proposed by the Turks and Caicos Islands Land Unit
Source – Plan, Turks and Caicos Government website – Land Unit, retrieved from https://gov.tc/landregistry/about/plans, accessed on April 17th 2020.

Apparent from the recent customer satisfaction survey at the Government’s Land Registry Unit, was the fact that customers were anxious to see the implementation of new services. The Land Registry has plans to provide its customers with electronic forms and corresponding guidance notes for the sale of property. An express service is also being explored where documents will be registered within a 48 hour turnaround time at a cost. This would mean that some staff would be held more accountable with regards to timelines, a challenge they have had in the past as managers then have been more relaxed on the matter.

Aside from the main office in the town, the establishment of a sub-office in one of the more remote areas of the island is also being explored to facilitate those customers who may find it hard to journey to the town to conduct business.
As part of the process to digitize the information at the Registry and automate the services provided, existing staff would be reassigned to work on this aspect of the unit. New scanners and computers have been procured to start the process, for which these staff will be trained to use.
All staff members will benefit from more training initiatives. In June 2015, advanced training in land registration and conveyancing training will be undertaken. Staff members will also benefit from training at the island’s community college in team building and business writing.
In the long run, the plan is for the Land Registry to have an electronic platform on which its resources and information can be stored and sold. Eventually, this will be made accessible to the public who can purchase documents and request services online leading to e-registration.
In time, customers will be able to make payments at the Land Registry and submit documents for registration simultaneously. A new and improved website is also being developed to give information about the Land Registry and provide its customers with documents including a series of public guides and brochures.
These changes are in line with best practices worldwide.

Questions

A. Identify and explain two (2) strategies leaders in the Land Registry Unit can use to successfully implement change. (12 marks)
B. What is a ‘change agent’ and who can act a ‘change agent’ as this organization implements change? (3 marks)
Total 30 marks
SCORING RUBRIC FOR ORAL PRESENTATION

Category Scoring Criteria Total Marks Actual Marks

Organization
(10 Marks) The type of presentation is appropriate for the topic and audience. 5
Information is presented in a logical sequence. 5

Sample Solution

Superfortresses were some of the first prototypes to be tested, with the “X” in the name indicating an aircraft in its experimental phase. The fact that the WASPs were of the first people to pilot such a large long-range bomber in its preliminary stages was a major step forward for women in the military. In addition to the XB-29’s, WASPs were tasked with flying a controversial aircraft: the Boeing B-26. Nicknamed the “Widowmaker” by male pilots, the B-26 was known for killing more pilots in training flights than men in combat. Jackie Cochran saw an opportunity and encouraged her girls to fly them. “In ground school, the women outscored the men on everything—the mechanical system, the electrical system, the hydraulic system, and the emergency system. When the male students found out about this, they were flabbergasted.” Kathleen Cornelsen put it best saying, “The women’s success with these intimidating aircraft marked a pivotal step towards breaking the existing gender barrier and enabled them to explore new directions in aviation.” The WASPs’ mastery of such a dangerous and unexplored machine set them above the male pilots, and displayed to the military and the whole world just how determined the women were to be equal to their male counterparts. However, holding such important positions came at a price for the pioneering women. The WASPs faced discrimination at all levels of the military and even within their own operations. Most notable was the discrimination between male and female pilots, exclusively because of their differences in gender. From fundamental equipment such as uniforms and room and board to general pay and insurance, WASPs were fighting an entirely different battle than the war at hand: discrimination. As for pay, female pilots were looking at a maximum of 75 dollars a month whereas men received a minimum of 150 dollars a month in addition to overtime compensation. Out of their minuscule wage, WASPs were expected to finance their own transportation, food, room and board, clothing, among other essentials that were provided at no cost to male pilots.There were also drastic differences in the requirements and qualifications necessary for women to apply to the training program in the first place than their male counterparts. Females were required to have 75 hours of flight time experience paired with a pilot’s license and a high school diploma whereas men were not expected to have any flight experience nor a pilot’s lice

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