ch 18 change

Question 1

a natural social process of altering things involving groups, individuals, organizations and society. it is constant and unavoidable

Answer 1

change

Question 2

2 types of change

Answer 2

-planned change: first order change
-unplanned change: second order change

Question 3

(lewin’s model) 3 stage process in planned, first order change

Answer 3

1. unfreezing
2. experiencing the change
3. refreezing

Question 4

forces that favor change

Answer 4

facilitators

Question 5

forces against change

Answer 5

barriers

Question 6

6 individual responses to change

Answer 6

-innovators
-early adopters
-early majority
-late majority
-laggards
-rejectors

Question 7

learning organization disciplines (5)

Answer 7

-systems thinking
-personal mastery
-mental models
-shared version
-team learning

Question 8

change management functions (5)

Answer 8

-planning
-organization
-implementation
-evaluating
-seeking feedback

Question 9

change strategies (8)

Answer 9

-listen
-establish connection with staff
-build trust
-dialogue
-empower
-facilitate
-manage information
-manage relationships

Question 10

change that is deliberate, organized, and has the goal of improvement

Answer 10

planned change

Question 11

change that is disconcerting, unanticipated, and adaptive

Answer 11

unplanned change

Question 12

change that requires radical adjustments in a person or in the structure of a system; revolutionary, episodic

Answer 12

second order change

Question 13

change that is referred to as continuous improvement in healthcare systems. have small ongoing steps that are usually in harmony with the values of persons/systems

Answer 13

first order change

Question 14

lewin’s planned change: step during which individuals and organizations recognize the need to change and begin to get ready to make that change. This is a time of evaluating the benefits and the costs that the change will entail

Answer 14

unfreezing

Question 15

the forces or influences that affect whether change occurs

Answer 15

force field analysis

Question 16

lewin’s planned change: step during which planned interventions and strategies are executed to support the implementation of the change

Answer 16

experiencing the change

Question 17

lewin’s planned change: step which focuses on sustaining the change over a longer period. During this time, the change agent works to reinforce the new, desired behaviors and processes by praising, rewarding, and providing feedback

Answer 17

refreezing

Question 18

theories that view change as emergent and highly influenced by all individuals and subsystems in an organization; says system behavior is unpredictable; change isn’t episodic but ongoing and recreates systems constantly

Answer 18

complexity theories

Question 19

individual response to change: person thrives on change, which may be disruptive to the unit stability

Answer 19

innovators

Question 20

individual response to change: person is respected by their peers and thus are sought out for advice and information about innovations and changes.

Answer 20

early adopters

Question 21

individual response to change: person prefers doing what has been done in the past but eventually will accept new ideas

Answer 21

early majority

Question 22

individual response to change: person is openly negative and agrees to the change only after most others have accepted the change

Answer 22

late majority

Question 23

individual response to change: person prefers keeping traditions and openly express their resistance to new ideas

Answer 23

laggards

Question 24

individual response to change: person opposes change actively, and may even use sabotage, which can interfere with the overall success of a change process

Answer 24

rejectors

Question 25

individuals who are optimists, have influence with colleagues, know how to build networks, and facilitate communication

Answer 25

champions/change agents

Question 26

attributes characterizing change agents

Answer 26

-commitment to a better way -courage to challenge biases and norms -take initiative -persona -caring -humility -sense of humor

Question 27

the process of creating a common view about where the organization is going

Answer 27

shared vision

Question 28

the practice of helping individuals become aware of how they think, what they value, and how that affects organizational performance

Answer 28

mental models

Question 29

the fostering of openness in the face of change by maintaining self-awareness and using reflection

Answer 29

personal mastery

Question 30

the promotion of teams thinking together, collaborating, and sharing ideas, knowledge, and perspective

Answer 30

team learning

Question 31

the development of frameworks that see the organization as a complex entity whose many parts affect outcomes

Answer 31

systems thinking

Question 32

kotter's 8 step change model

Answer 32

1. create urgency 2. form a powerful coalition 3. create a vision for change 4. communicate the change vision 5. remove obstacles 6. create short-term wins 7. build on the change 8. anchor the changes in culture

Question 33

4 A model of change leadership

Answer 33

-Acknowledge thoughts and feelings -Align with purpose and values -create Agency with genuine choices -Adjust your attitude

Question 34

5 organizational disciplines to support change and evolution

Answer 34

-shared vision -mental models -personal mastery -team learning -systems thinking

Question 35

change support strategies leaders can adopt (6)

Answer 35

-view change as positive experience -develop skills essential for supporting change -reduce negative influences and behaviors -mobilize positive peer support for the change -create financial incentives that reward change agents -make structure and process modifications to support change initiative

Question 36

3 theories for planned change

Answer 36

-havelock's 6 phases of planned change -7 phases of planned change (lippitt, watson, westley) -rogers' innovation-decision process

Question 37

theory for planned change: Change can be planned, implemented, and evaluated in six sequential stages. The model is advocated for the development of effective change agents and used as a rational problem-solving process. The six stages are as follows: 1. Building a relationship 2. Diagnosing the problem 3. Acquiring relevant resources 4. Choosing the solution 5. Gaining acceptance 6. Stabilizing the innovation and generating self-renewal

Answer 37

havelock's 6 phases of planned change

Question 38

theory for planned change: Change can be planned, implemented, and evaluated in seven sequential phases. Ongoing sensitivity to forces in the change process is essential. The seven phases are as follows: 1. The client system becomes aware of the need for change. 2. The relationship is developed between the client system and change agent. 3. The change problem is defined. 4. The change goals are set and options for achievement are explored. 5. The plan for change is implemented. 6. The change is accepted and stabilized. 7. The change entities redefine their relationships.

Answer 38

7 phases of planned change (lippitt, watson, westley)

Question 39

theory for planned change: Change for an INDIVIDUAL occurs over five phases when choosing to accept or reject an innovation/idea. Decisions to not accept the new idea may occur at any of the five stages. The change agent can promote acceptance by providing information about benefits and disadvantages and encouragement. The five stages are as follows: 1. Knowledge 2. Persuasion 3. Decision 4. Implementation 5. Confirmation

Answer 39

rogers' innovation-decision process