Final Milestone

All organizations are out to comply with the Americans with Disabilities Act (ADA) because it is a government directive. Also, diversity is experienced in all organizations, and higher education institutions have not been left behind. That is why our institution must understand that the government protects people with disabilities, and compliance with ADA is essential. Failure to do so is a lack of respect for the people living with disabilities. It is an implication that our institution does not comply with government regulations, and this is illegal. The main aim of this paper is to present a communication piece that will be used to communicate the response plan regarding compliance with ADA to internal stakeholders. The paper will expand on why the communication piece is most appropriate compared to other communication strategies and how it aligns with the concept of an adult learning theory. 

A Communications Piece

Face to Face General Meeting

As the growth in technology becomes more rapid, digital communication is also expanding in organizations. People are using emails and instant messages to pass information instead of meeting in person. However, studies show that professionals still consider face-to-face communication as the most important communication method when passing important information to stakeholders. According to a British survey conducted by the journal IRS Employment Review in 2005, many employers value face-to-face communication for certain situations in their companies, especially for keeping the staff informed about organizational changes (Arndt, 2011). A face to face meeting will involve meeting with all the stakeholders in the University and providing all details about the compliance to ADA through word of mouth. 

Why General Meeting is an Effective Method

For the provision of information to internal stakeholders on the plan and policies concerning ADA compliance, a face to general face meeting is an appropriate communication piece. If the team needs to inspire administrators, faculty, staff, and students and move them to action, a face-to-face meeting will allow them to look into their eyes and precisely what they need to know about the plan to comply with ADA. Face to face communication will even give out the message before they say it. All the stakeholders will not only have to hear the message, but they will also get to interpret the tone, voice, emotions, and body language. It will give our team the chance to emphasize the message and expand on the main ideas of the need to comply with ADA. 

Being there in person will tell the staff, students, faculties, and others that complying with the regulatory change is important for everyone, and that is why it is worth your time and theirs. The meeting will allow for proper and transparent communication to build trust and good relationships as the institution works towards implementing the plan. Trkman (2010) asserts that “proper and consistent communication improves transparency, honesty, and delivery of updated information among the personnel involved in the day-to-day activities of the organization.” In the meeting, we can interpret the thoughts and feelings of the stakeholders and respond to their reactions appropriately. Besides, the meeting will ensure all stakeholders are given a chance to contribute to the plan. According to Arvey (2009), the human contact that meetings allow will provide all the stakeholders with an opportunity to have a common understanding, thus work in cooperation to see the plan fulfilled. 

Comparison with Other Methods

Other communication methods, such as email, are essential, too, but they will not allow for two-way communication. This is an issue that involves the whole University, and therefore getting feedback from the stakeholders is essential. Email announcements, formal letters, and postcards will not allow the team members to convince the stakeholders why compliance with ADA is important. 

Adult Learning Theory

Transformational learning theory

Jack Mezirow developed the transformational learning theory in 1978. The major belief of this theory is that the assumptions, expectations, and beliefs adult learners use to understand the world around them are different. As the word suggests, “transformation” means change. Therefore, the theory aims to do a transformation or a change to the existing habits and behaviors of adults using a process of self-reflection. According to the theory. Learning will occur when adults are faced with a situation where they have to decide between their existing beliefs and attitudes and the new change. Their beliefs and attitudes are challenged. According to Segers and De Greef (2012), transformational learning theory can change how people behave and interact, and their perspectives on a certain issue. 

Face to Face Meeting Alignment with Adult Learning Theory

Transformational learning theory is best suited for change and promoting a growth mindset. The main aim of this plan is to ensure that the University complies with the ADA regulatory change. This involves the institution changing its ways to accommodate individuals living with disabilities. Therefore, having a face to face meeting will allow the team members to carry out transformational learning that will enable changes in organizational structure and behavior to comply with ADA. The teaching will involve consultations and explanations that will develop reflective thinking in all the stakeholders who will transform the existing practices and perspectives in the institution about people living with disabilities. 

With face to face communication in the meeting, the team will ensure to influence the students, staff, faculties, and administrators to step into a new way of integrating students and workers who are disabled into all the activities and systems of the University. In his development of this theory, Mezirow (1991) said, “by refining or elaborating our meaning schemes, learning new meaning schemes, transforming meaning schemes, and transforming meaning perspectives.” Through the meeting with all the stakeholders, team members will elaborate on why compliance with ADA is required; stakeholders will be able to understand, transform into actions that will ensure compliance with the regulatory change, and change their perspectives about people living with disabilities in the institution. 

Conclusion

According to McAlvage and Rice (2018), the government protects all students and workers living with disabilities against discrimination. Therefore, every higher education institution must comply with the ADA. For proper implementation of the change, buy-in from all stakeholders is essential and proper communication is required to influence them towards supporting the change. A face to general face meeting will help communicate appropriately and transparently. It will give every stakeholder the chance to participate in implementing the plan for compliance with ADA.

References

Arvey, R. D. (2009). Why face-to-face business meetings matter. White Paper for the Hilton Group.

Arndt, C. (2011). The importance of face-to-face communication in HR departments (Master's thesis).

McAlvage, K., & Rice, M. (2018). Access and Accessibility in Online Learning: Issues in Higher Education and K-12 Contexts. From" OLC Outlook: An Environmental Scan of the Digital Learning Landscape". Online Learning Consortium.

Mezirow, J. (1991). Transformative dimensions of adult learning. Jossey-Bass, 350 Sansome Street, San Francisco, CA 94104-1310.

Segers, M., & De Greef, M. (2012). Transformational learning: the perspective ofJ. Mezirow. Theories of learning for the workplace: Building blocks for training and professional development programs, 37.