The impact and potential of change management models, for successfully implementing e-learning in higher education institutions in Pakistan

The research aim of this study is to provide recommendations for higher education institutes(HEIs) and Higher Education Commission (HEC) a regulatory body in Pakistan onimplementation of e-learning through change management and motivational models alongwithstakeholder analysis. The objectives of the study were to conduct a comprehensive andcritical literature review on organisational change management models and implementationof e-learning and to investigate relevant change management model(s) for the implementationof e-learning at HEIs in Pakistan. Thereafter, to examine the process of change managementtowards e- learning implementation, to explore the challenges that influence the individualstakeholder’s perceptions in the implementation of e-learning, and to provide Pakistan’s HEIsand the relevant regulatory body with recommendations on the implementation of e-learningwith the help of stakeholder analysis.To achieve the objectives, six research elements were identified using honeycomb research.The elements include research philosophy ("interpretivism" is the epistemology stancewhereas "subjectivism" is the ontology of research), research approach (inductive), researchstrategy (qualitative methods), research design (case study design, the study includes fivecases; four private HEIs and one public HEI from Punjab, Pakistan), data collection (semistructuredinterviews as primary which contains 23 individual and 4 focus group interviewsfrom Pakistani HEIs and documentational analysis as secondary which includes HEC's policyguidelines, and data analysis technique (based on thematic analysis).The findings reveal that the HEC and Pakistani government ordered HEIs to implement elearningand conduct online classes without introducing regulative policies for e-learning useor implementation. This sudden implementation requires a planned approach to change,which the proposed framework can facilitate (based on stakeholder analysis, Leavitt'sDiamond (macro-level), Maslow's hierarchy, and Kotter's eight step change model (microlevel)).HEIs only used training and motivational techniques to implement e-learning.Infrastructure, electricity, technological literacy, internet facility, cultural aspects, lack ofengagement, online assessment, faculty pressure, resistance to change, quality of teaching,and module content creation are identified challenges of implementation and benefits of elearninginclude ease of access to the module content, time management, and attendinglectures. The analysis provided the basis for recommendations, including developingstrategies and plans to transform teaching methods, overcoming challenges with the help ofchange management models, and suggesting that the Pakistani government increaseseducation spending per GDP to improve infrastructure and technology in HEIs.In addition to the identified challenges, the present study makes contributions towards thetheoretical understanding of implementing e-learning in HEIs of Pakistan. The findingsreveals that the framework of the study i.e., Stakeholder analysis, Kotter’s eight step model,Maslow’s hierarchy and Leavitt’s diamond model helps to explain the influence of internal and external stakeholders on e-learning implementation. Based on stakeholder’s analysis, ithelped to identify the stakeholders and include them in the study such as managers, teachers,students, and regulatory body of Pakistan. It is also indicated that the motivational andchange management models provide helpful insights about the recommendations for HEIsand HEC to help them in future implementations of change in HEIs of Pakistan. For instance,creating guiding coalition among stakeholders, motivating stakeholders, and informing thestakeholders about the requirements of the change which will enable them to manage thechange during and post implementation process. The findings also show that HEC onlyprovides instructions to the stakeholders for any change implementation rather thanpresenting them with proper change management plan, framework or model. However, thecurrent study provides a framework to manage the change in HEIs.