Animation Among Animators

Animation among the animators

In France I am animator in holiday clubs named Belambra®. My essay will talk about one

big change which operated during my period of animation. According to the french dictionary

Larousse the change is a "deep modification, break of rhythm; all which breaks the habits, upsets

the established order"(2012, p.156). That is why, in this essay, I will explain what was wrong with

the last organisation, how did we organise the change, did there is any resistances, and what was

the result.

First I will start by describing the last organisation, so all the holiday clubs are organised on

the same way : one club director, one animator director who manages all the head animators of

each sections (children, junior and teenagers) who manages their animators. In our situation the

problems were that the animators did not feel good at work, they were some rumbles that they

will have some animators who will be replaced, and the organisation of the animators and the

activities was so bad (the new animators did not know what they had to do, where all the goods

for the activities were, etc...), and we missed some animators because they were too much

children. And other problem, which was very important, was that the communication between us

and the animator director was very poor, she was never available to speak with us if we had

problems. Those problems played an active role in the motivation of all the animators, that

occurred a less quality of the animations, and a dissatisfaction for the customers, that is why it was

very important.

The director decided to organise a meeting with all the animators and the animator

director, to explain the situation and try to find solutions together. I think it was a good things,

because with a meeting everybody can know what are the problems, and try to find solutions, "To

communicate in group assures that every person is present and that she receives the same

information at the same moment. The communication of group also allows to interact some with

the others on the changes"(leadership, communication and change, n.d) . Everybody agreed that

we need to change the organisation, but by different ways. The best way was to fired the animator

director, and found a new one to reorganise all the animators, replace them where they can be

better, and hire new animators in view of the number of children. For sure when the new

animator director arrived, a lot of animators were not happy and afraid by having change, Nathan

Malory (2012, p.47) said that : "Change can be scary. It is human. It is even more afraid if it fall

over us without warning. Then do nothing to him, is to escape and retreat. Anticipating this

change is to know to cope and succeed!".

The new animator director (Lola) decided to organise a meeting to introduce herself, and

to explain what will happen during the next months. That meeting was good, because we could

understand who were she, and what will happen with her and us, and for sure ask questions. The

change was radical, at the end of the week, a lot of the animators had change their position, for

example, I was animator for the children, and she changed me as head animator for the teenagers

I was better in this position because