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Change
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Types of change
technical- changing basic methods organizations use to deliver HC services
product or service- intro new product and service by the organization
types of change
administrative, structural or strategy- concerned with the managerial or administrative activities of the organization
human resources- attempts to change attitudes, behavior, or skills of employees
Process of change
awareness- there is a gap of what is happening and what should be happening
identification-address gap
implementation-carry out change
institutionalization- integrate change in the organization
6 stages of individual behavior change
pre contemplation
contemplation
preparation
actions
maintenance
termination
8 stages to implement change
set the stage
create a sense of urgency
pull together a guiding team
8 stages to implement change
decide what to do
develop the change vision and strategy- clarify how the future will be different from the past
8 stages to implement change
Make it happen
communicate for understanding and buy in- need to do repeatedly and to as many employees as possible
empowering others to act- remove obstacles
8 stages to implement change
produce short term wins to see progress
dont let up! needs to happen everyday to take place
8 stages to implement change
make change stick
create new culture
Change critical points
change is not a linear process
change agents may have to go back to an earlier stage
change process is impacted by a complex set of interacting factors
steps of change overlap
change is inevitable
Dealing with negative reactions to change
types
: rational
personal
emotional
rational reation
misunderstanding of details of plan
the belief that the change is unnecessary
disbelief in planned changes effectiveness
expectations of negative consequences
fixing rational reaction
explain plan in greater detail and with more clarity
project what could happen if change NOT introduced
involve employees in quality improvement teams
personal reaction
fear of job loss
anxiety over future
resentment at implied criticism of performance
fear of interference from above
fixing personal reaction
stress much improved job prospects for everyone in the future
present aspects of the plan which people are likely to find positive and exciting
accept managements responsibility for pas failures
show anticipated benefits of change
emotional reatcion
active or passive resistance to change in general
lack of involvement
apathy towards initiatives
shock
mistrust of motives behind change
fixing emotional reaction
show why the old ways no longer work
explain the reasons for change
organizae times and meetings to communicate the details of the chage
promise involvement of employees
be honest and answer all question s
6 sources of resistance to change
habits
social consideration
security
economic implications
frear of unknown
lack of awareness
6 methods for controlling resistance to change
education and communication
participation and invovement
facilitation and support
negotiation and agreement
manipulation
coercion
education and communication
good if employees lack info or have inaccurate information
advantage- once persuaded will help
disadvantage- time consuming with so many people
participation and involvement
good if managers need input from employees or they have power
advantage- those who participate are committed, relevant info they have will be integrated
disadvantage- time consuming and inappropiate
facilitation and support
good if employees are resisting because of adjustment problems
advantage- no other approach works
disadvantage- time consuming, expensive and can still fail
negotiation and agreement
good if someone may lose out in a change and that person has power
advantage- easy to avoid major resistance
disadvantage- too expensive and time consuming
manipulation
good if no other options
advantage- quick and cheap
disadvantage- can lead to future problems if people feel manipulated
coercion
good if short on time and management has most of power
advantage- gast
disadvantage- risky if people are mad at managemetn
Thinking in change
thinking differently can help change behavior and lead to better results
think logically to change peoples thinking
feeling in change
feeling different;y can change the behavior even more and can lead to better results
visual experiences, need to change how people feel
Author
marinir
ID
189400
Card Set
Change
Description
management
Updated
2012-12-14T01:45:58Z
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