4131 Week 1

-is situational and is usually focused on the end results (goal)

• -is psychological and is the process; consists of 3 phases
• 1. ending
• 2. neutral zone
• 3. new beginning

• 1. Active change: choice of best option with awareness of possibilities and conscious (deliberate) participation
• 2. Reactive change: no choice in the change influence; sometimes an act based on reflex

• -non-linear/no cause & effect/unpredictable
• -hidden variables always exist
• -changes in outcomes not proportional to degree of initial change??
• -Butterfly effect: small significant event causes a chain of events (chaotic behavior) = a # of possibilities

• (in articles)
• -by meteorologist Lorenz in the 60s to improve weather forecasting techniques
• =about finding the underlying order in apparently random data

• -creating order out of disorder
• -make choices to manage chaos
• -unpredictable nature=creativity (no 2 snowlflakes are the same)
• -sensitivity to conditions leads to a variety of responses within a system

• -make no exceptions
• -read the signs
• -consruct a vision
• -empower the center
• -construct new architecture
• -always have a plan of action
• -evaluate, adjust, and evaluate again

• -Attitudes/values/cultural and social background
• -Understanding/knowledge
• -Past experiences (+ or -) of people affected by change
• -Resources (financial or personnel)
• -System inadequacies (support, infrastructure)
• **"...90% of effort is spent talking about change or convincing people to change, and only 10% is devoted to actually working on the change" - Dickinson (2002)

1. Unfreezing

2. Movement

3. Refreezing

• Preparation for change (most important stage bc change is necessary)
• -gather info
• -identify problem
• -decide if change is needed
• -consider all factors r/t change
• -communicate awareness
• -identify who will be affected

• Accept and Engage in Change (need to support those involved)
• -develop plan and set goals
• -set goals and objective
• -identify areas of support and resistance (identify sources of power)
• -identify tasks and timelines
• -develop strategies
• -implement the change
• -evaluate change

• Integration of new change (evaluation)
• -ongoing assessment/evaluation of change
• -support others in the change
• -stabilize change and make part of new norm

1. Driving forces (facilitators)

2. Restraining forces (barriers)

1. person skilled in the theory and implementation of planned change - to deal appropriately with these very real human emotions and to connect and balance all aspects of the organization that will be affected by that change

• 2.
• -management and leadership skills
• -understanding of change theory and implementation
• -expert planning skills
• -effective communicator
• -good collaborator

• -vision
• -flexible/adaptable
• -risk taker
• -role model
• -problem solver
• -sense of timing
• -proactive
• -forward thinking
• -credible and trustworthy

• -results from a well-thought out and deliberate effort to make something happen
• -deliberate application of knowledge and skills by a leader to bring about a change
• -key role of HCW: facilitate changes in workplace to improve care and meet fiscal realities

• 1. to use a change model to guide process
• 2. assign a change agent to support, coordinate, and market the change at all levels of organization
• 3. forum to facilitate open communication bw all affected by the change during actual change
• 4. attend to support staff during the transition period
• 5. ?

• -latest generation of systems thinking that investigates patterns and has emerged from the exploration of subatomic world and quantum physics
• -argues that world is complex as are the individuals who operate within in
• -control and order are emergent rather than predetermined

• -An outgrowth of complexity theory
• -suggests that the relationship bw elements or agents within any system is nonlinear and that these elements are key players in changing settings or outcomes

-change agent assumes that resistance to change comes from lack of knowledge and that humas are rational beings who will change when given factual info documenting need for change

• -use group norms and peer pressure to socialize and influence people so that change will occur
• -change agent gains power by skill in interpersonal relationships

• -influencing enactment of new lawas and using group power for strikes or sit-ins
• -assume people often are set int heir ways and will change only when rewarded for the change or when they're forced by some other power-coercive method
• -resistance handled by authority measures; individual must accept it or leave