Chapter 8: Planned Change (ENTIRE CHAPTER)

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Refreezing: - Because change needs at least ___________-__________ months before it will be accepted as part of the system, the change agent must be sure that he or she will remain involved until the change is completed.

3-6

Organizational Change Associated With Nonlinear Dynamics: Complexity and Complex Adaptive Systems Change Theory - _____________ change theory, an outgrowth of complexity theory, suggests that the relationship between elements and agents within any system is nonlinear and that these elements are constantly in play to change the environment or outcome. - For example, although an individual may have behaved one way in the past, CAS theory suggests that future behavior may not always be the same (not always predictable). This is because that individual's prior experience and past learning may change his or her future choices. In addition, the rules or parameters of each situation are different, even if these differences are subtle; even small variations can dramatically alter choice of action.

CAS

Organizational Change Associated With Nonlinear Dynamics: Complexity and Complex Adaptive Systems Change Theory - __________________________________ has emerged from the exploration of the subatomic world and quantum physics and suggests that the world is complex as are the individuals who operate within it. - Thus, control and order are emergent rather than predetermined, and mechanistic formulas do not provide the flexibility needed to predict what actions will result in what outcomes.

Complexity science

Lewin's Change Theory of Driving and Restraining Forces: (driving/ restraining) forces advance a system toward change; (driving/ restraining) forces impede change.

Driving restraining

- Forces driving change in contemporary health care include rising health-care costs, declining reimbursement, new quality imperatives, workforce shortages, emerging technologies, the dynamic nature of knowledge, and a growing elderly population. - Contemporary health-care agencies then must continually institute change to upgrade their structure, promote greater quality, and keep their workers. - In most cases, these changes are planned. _____________________ change, in contrast to accidental change or change by drift, results from a well-thought-out and deliberate effort to make something happen.

Planned

______________________ change is the deliberate application of knowledge and skills to bring about a change. Successful leader-managers must be well grounded in change theories and be able to apply such theories appropriately.

Planned

Resistance: The Expected Response to Change: ___________________ change is generally less emotional than mandated change; yet, the lines often blur between the two because _________________ (same as above) change launched by one group may be perceived as mandated change by another.

Proactive

Lewin's Change Theory of Driving and Restraining Forces: ________________________ forces include conformity to norms, an unwillingness to take risks, and a fear of the unknown.

Restraining

A Contemporary Adaptation of Lewin's Model: Identify the Stage (1/5) & Name of the change model: No current intention to change

Stage 1: Precontemplation

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: IDENTIFY THE STAGES OF CHANGE AND RESPONSIBILITIES OF THE CHANGE AGENT 1. Gather data. 2. Accurately diagnose the problem. 3. Decide if change is needed. 4. Make others aware of the need for change; often involves deliberate tactics to raise the group's discontent level; do not proceed to Stage 2 until the status quo has been disrupted and the need for change is perceived by the others.

Stage 1—Unfreezing

A Contemporary Adaptation of Lewin's Model: Identify the Stage (1/5) & Name of the change model: Individual considers making a change.

Stage 2: Contemplation

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: IDENTIFY THE STAGES OF CHANGE AND RESPONSIBILITIES OF THE CHANGE AGENT 1. Develop a plan. 2. Set goals and objectives. 3. Identify areas of support and resistance. 4. Include everyone who will be affected by the change in its planning. 5. Set target dates. 6. Develop appropriate strategies. 7. Implement the change. 8. Be available to support others and offer encouragement through the change. 9. Use strategies for overcoming resistance to change. 10. Evaluate the change. 11. Modify the change, if necessary.

Stage 2—Movement

A Contemporary Adaptation of Lewin's Model: Identify the Stage (1/5) & Name of the change model: There is intent to make a change in the near future.

Stage 3: Preparation

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: IDENTIFY THE STAGES OF CHANGE AND RESPONSIBILITIES OF THE CHANGE AGENT Support others so that the change continues.

Stage 3—Refreezing

A Contemporary Adaptation of Lewin's Model: Identify the Stage (1/5) & Name of the change model: Individual modifies his or her behavior.

Stage 4: Action

A Contemporary Adaptation of Lewin's Model: Identify the Stage (1/5) & Name of the change model: Change is maintained and relapse is avoided.

Stage 5: Maintenance

Resistance: The Expected Response to Change: - The level of resistance also generally depends on the type of change proposed. - __________________________ changes encounter less resistance than changes that are perceived as social or that are contrary to established customs or norms. - For example, nursing staff may be more willing to accept a change in the type of intravenous (IV) pump to be used than a change regarding who is able to administer certain types of IV therapy.

Technological

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement Rockwell argues that before soothing someone's discomfort related to change, leaders should ask, "____________________________________" In doing so, the leader encourages transformational conversations instead of avoiding the real issue or problem.

What would you like to do about that?

The Leader-Manager as a Role Model During Planned Change: the leader has two responsibilities in facilitating change in nursing practice. 1. leader-managers must be __________________________ in change in their own work and model this behavior to staff. 2. leaders must be able to assist staff members in making the needed change requirements in their work.

actively engaged

Organizational Aging: Change as a Means of Renewal: (young/aged) organizations have established "turf boundaries," function in an orderly and predictable fashion, and are focused on rules and regulations. Change is limited.

aged

Planned Change as a Collaborative who should be included in planning change

anyone who will be affected

Resistance: The Expected Response to Change: - To eliminate resistance to change in the workplace, managers historically used an _____________________ leadership style with specific guidelines for work, an excessive number of rules, and a coercive approach to discipline. - The resistance, which occurred anyway, was both covert (such as delaying tactics and passive-aggressive behavior) and overt (openly refusing to follow a direct command). - The result was wasted managerial energy and time and a high level of frustration

autocratic

Classic Change Strategies: In addition to being aware of the stages of change, the change agent must be highly skilled in the use of ____________________________ strategies to prompt change in others.

behavioral

Organizational Change Associated With Nonlinear Dynamics: Chaos Theory - Chaos theory is really about finding the underlying order in apparently random data. - Determining this underlying order, however, is challenging, and the order itself is constantly changing. This chaos makes it difficult to predict the future. - In addition, chaos theory suggests that even small changes in conditions can drastically alter a system's long-term behavior (commonly known as the __________________ effect).

butterfly

Planned Change as a Collaborative Process: how should leaders adsress information vacuums

by being as transparent as possible. "Call a meeting or issue a companywide memo that sets the record about imminent change. Even if the situation is still fluid, acknowledge that change is on the horizon and announce you will disseminate information as soon as it is available"

- what often differentiates a successful change effort from an unsuccessful one is the ability of the ___________________________—a person skilled in the theory and implementation of planned change—to deal appropriately with conflicted human emotions and to connect and balance all aspects of the organization that will be affected by that change. - In organizational planned change, the manager is often the change agent.

change agent

Classic Change Strategies: the most appropriate strategy for any situation depending on the power of the __________________________ and the amount of resistance expected from the subordinates.

change agent

Organizational Change Associated With Nonlinear Dynamics: Chaos Theory example of _________________ theory: - despite putting a great time of energy and time into planning, many plans with sharply delivered strategies and targets are often not effective. This is because hidden variables are not explored, and general goals and boundaries are not developed. For example, a single individual or unit can undermine a planned organizational change, particularly if the actions of that individual or unit to undermine the change are covert. The change agent might inadvertently focus on the aftermath of the subversive action without ever realizing the root cause of the problem.

chaos

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: BEHAVIORS THAT INSPIRE OTHERS TO CHANGE 1. Inspiring others: Working with individuals to set aspirational goals, exploring alternative avenues to reach objectives, and seeking other's ideas for the best methods to use going forward. 2. Noticing problems: Recognizing problems (to see situations where change is needed and to anticipate potential snares in advance). 3. Providing a _________________: Fixing everyone's sight on the same goal. Therefore, the most productive discussions about any change being proposed are those that start with the strategy that it serves. 4. Challenging _________________________: Challenging standard approaches and finding ways to maneuver around old practices and policies—even sacred cows. Leaders who excel at driving change will challenge even the rules that seem carved in stone. 5. Building trust in your judgment: Actually improving your judgment and improving others' perceptions of it. 6. Having courage: A great deal of what leaders do, and especially their change efforts, demands willingness to live in discomfort. 7. Making change a ___________________: Clear away the competing priorities and shine a spotlight on this one change effort. Leaders who do this well have a daily focus on the change effort, track its progress carefully, and encourage others.

clear goal standard approaches top priority

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement To make a change effort successful, the leader must clear away the ________________________________ and shine a spotlight on the need for a change to happen.

competing priorities

Organizational Change Associated With Nonlinear Dynamics: nonlinear change theories such as __________________________________ (CAS) theory and _________________ theory now influence the thinking of many organizational leaders.

complex adaptive systems chaos

Resistance: The Expected Response to Change: Even though change is inevitable, it creates instability in our lives, and some _______________________ should always be expected.

conflict

- having a skilled change agent alone is not enough. - The leader then must use _____________________, political, and relational expertise to ensure that needed change is not sabotaged.

developmental

The Leader-Manager as a Role Model During Planned Change: Managers must also believe that they can make a ________________________. This feeling of control is probably the most important trait for thriving in a changing environment.

difference

Lewin's Change Theory of Driving and Restraining Forces: examples of _______________________ forces might include a desire to please one's boss, to eliminate a problem, to get a pay raise, or to receive recognition.

driving

Lewin's Change Theory of Driving and Restraining Forces: Lewin's (1951) model suggested that people like feeling safe, comfortable, and in control of their environment. For change to occur then, (driving/restraining) forces must be increased or (driving/restraining) forces decreased.

driving restraining

Lewin's Change Theory of Driving and Restraining Forces: Lewin (1951) also theorized that people maintain a state of status quo or equilibrium by the simultaneous occurrence of both ________________________(facilitators) and _______________________ (barriers) operating within any field.

driving forces & restraining forces

Organizational Change Associated With Nonlinear Dynamics: Chaos Theory suggests that students should receive training about chaos theory as a part of their nursing education (Hall, 2017). She introduces chaos theory to her students to help them handle the intense needs of the _______________________ department, reaching a sense of calm in disaster situations.

emergency room

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement change movement should not be delayed solely because of ____________ of the unknown or because some ambiguity exists

fear

Leader-managers must be visionary in identifying where change is needed in the organization, and they must be (flexible/not flexible) in adapting to change they directly initiated as well as change that has indirectly affected them.

flexible

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Refreezing: It is important to remember, though, that refreezing does not eliminate the possibility of further improvements to the change. Indeed, measuring the ________________ of change should always be a part of refreezing

impact

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Refreezing: - For refreezing to occur, the change agent must be supportive and reinforce the ________________________ adaptive efforts of those affected by the change.

individual

Planned Change as a Collaborative Process: - the change process begins with a few people who meet to discuss their dissatisfaction with the status quo and an inadequate effort is made to talk with anyone else in the organization. - This approach virtually guarantees that the change effort will fail. - People abhor "________________________," and when there is no ongoing conversation about the change process, gossip usually fills the void. These rumors are generally much more negative than anything that is actually happening.

information vacuums

Integrating Leadership Roles and Management Functions in Planned Change: The (leader/manager), however, is the inventor or creator. (leader/manager) today are forced to plan in a chaotic health-care system that is changing at a frenetic pace. Out of this chaos, (leader/manager) must identify trends and changes that may affect their organizations and units and proactively prepare for these changes. Thus, the leader must retain a big-picture focus while dealing with each part of the system. In the inventor or creator role, the leader displays such traits as flexibility, confidence, tenacity, and the ability to articulate vision through insights and versatile thinking.

leader

Organizational Change Associated With Nonlinear Dynamics: Complexity and Complex Adaptive Systems Change Theory - Rather than focusing on the _________________________ of the organization system, complexity theory suggests that most powerful change processes occur at the microlevel, where relationships, interactions, and simple rules shape emerging patterns.

macrolevel

Integrating Leadership Roles and Management Functions in Planned Change: The (leader/manager) is also cognizant of the specific driving and restraining forces within a specific environment for change and can provide the tools or resources necessary to implement that change. The (leader/manager), then, is the mechanic who implements the planned change.

manager

Resistance: The Expected Response to Change: the level of resistance often depends on two things: whether the change is _________________________ and if the change is proactive.

mandated

- Leading organizational change always starts with a bit of _______________ transformation because time, budget, and resources must typically be pulled from one important area to invest in another. - It also requires vision and expert planning skills because a vision is not the same as a plan.

mindset

Organizational Change Associated With Nonlinear Dynamics: Complexity and Complex Adaptive Systems Change Theory Change agents then must carefully examine and focus on the relationships between the elements and be careful not to look at any one element in isolation from the others. It also suggests that time and attention must be given to trying to understand these relationships and interactions even before unfreezing is attempted and that continual ______________________ and adaptation will likely be needed for movement and refreezing to be successful

monitoring

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement Rockwell (2015) suggests, that sometimes people are afraid of discontent (unfreezing) and thus put significant energy into simply comforting those experiencing stress related to possible change. This simply prolongs the problem because _____________________ declines when discomfort is removed.

motivation

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: three phases through which the change agent must proceed before a planned change becomes part of the system: 1. unfreezing 2. _______________________________ 3. refreezing.

movement

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement In ____________________________, the change agent identifies, plans, and implements appropriate strategies, ensuring that driving forces exceed restraining forces. Because change is such a complex process, it requires a great deal of planning and intricate timing. Recognizing, addressing, and overcoming resistance may be a lengthy process, and whenever possible, change should be implemented gradually.

movement.

Organizational Change Associated With Nonlinear Dynamics: Chaos Theory It is imperative then that change agents understand complexity theory and chaos theory because the use of ___________________ theories to explain organizational functioning and change is expected to increase in the 21st century.

nonlinear

Classic Change Strategies: - __________________________________ strategies use group norms and peer pressure to socialize and influence people so that change will occur. - The change agent assumes that humans are social creatures, more easily influenced by others than by facts. - This strategy does not require the change agent to have a legitimate power base. - Instead, he or she gains power by skill in interpersonal relationships, focusing on noncognitive determinants of behavior, such as people's roles and relationships, perceptual orientations, attitudes, and feelings, to increase acceptance of change.

normative-reeducative

Classic Change Strategies: identify the change strategy from the example below in regards to smoking: the change agent might have friends and family encourage the person socially to quit

normative-reeducative approach

The outside change agent, however, tends to be more ________________________ in his or her assessment, whereas the inside change agent is often influenced by a _______________________ regarding how the organization functions.

objective personal bias

Organizational Change Associated With Nonlinear Dynamics: MAIN FEATURES OF OLSON AND EOYANG'S (2001) COMPLEX ADAPTIVE SYSTEMS APPROACH TO CHANGE - Change should be achieved through connections among change agents instead of from the top-down. - There should be adaptation to uncertainty during the change instead of trying to predict stages of development. - Goals, plans, and structures should be allowed to emerge instead of depending on clear, detailed plans and goals. - Value differences should be amplified and explored instead of focusing on consensus in change efforts. - Patterns in one part of the organization are often repeated in another part. Thus, change does not need to begin at the top of an organization to be successful. The goal instead is self-similarity rather than differences in how change is implemented in different parts of the organization. - Successful change fits with the current organizational environment instead of with an ideal. This is what makes it sustainable.

ok

Planned Change as a Collaborative Process: subordinates affected by the change should thoroughly understand the change and the impacts that will likely result. Good, ______________________________ throughout the process can reduce resistance.

open communication

Planned Change as a Collaborative Process: All must have the opportunity to define their interest in the change, their expectation of its __________________, and their ideas on strategies for achieving change.

outcome

Resistance: The Expected Response to Change: leader-manager must remember that subordinates in an organization will generally focus more on how a specific change will affect their ___________________________ and status than on how it will affect the organization.

personal lives

- many good ideas are never realized because of _______________________ or a lack of power on the part of the change agent. - For example, both organizations and individuals tend to reject outsiders as change agents because they are perceived as having inadequate knowledge or expertise about the current status and their motives often are not trusted. - Therefore, there is more widespread resistance if the change agent is an (insider/outsider)

poor timing outsider

Classic Change Strategies: - _____________________________________ strategies, features the application of power by legitimate authority, economic sanctions, or the political clout of the change agent. - These strategies include influencing the enactment of new laws and using group power for strikes or sit-ins. - Using authority inherent in an individual position to effect change is another example of a power-coercive strategy. - assumes that people often are set in their ways and will change only when rewarded for the change or when they are forced by some other power-coercive method. - Resistance is handled by authority measures; the individual must accept it or leave.

power-coercive

Classic Change Strategies: identify the change strategy from the example below in regards to smoking: The change agent also might refuse to ride in the smoker's car if the person smokes while driving

power-coercive approach

Resistance: The Expected Response to Change: - Change agents should be aware of life history variables as well as risk-taking propensity when assessing the likelihood of an individual or group being willing to change. - Early in a planned change then, leader-managers should assess which workers will _____________________or_________________ a specific change, by both observation and direct communication. - Then, the manager can collaborate with change promoters on how best to convert those individuals more resistant to change.

promote or resist

Classic Change Strategies: - One strategies is to give current research as evidence to support the change. This group of strategies is often referred to as ____________________________ strategies. - The change agent using this set of strategies assumes that resistance to change comes from a lack of knowledge and that humans are rational beings who will change when given information documenting the need for change. - This type of strategy is used when there is little anticipated resistance to the change or when the change is perceived as reasonable.

rational-empirical

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Refreezing: - the change agent assists in stabilizing the system change so that it becomes integrated into the status quo. - If this step is incomplete, the change will be ineffective and the prechange behaviors will be resumed.

refreezing

Organizational Change Associated With Nonlinear Dynamics: some later organizational theorists feel that Lewin's (1951) ____________________ to establish equilibrium should not be the focus of contemporary organizational change because change is unforeseeable and ever present

refreezing

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement The key difference between top performing and low performing teams was _________________________ and the 'we can make this work' confidence to move quickly into implementation"

speed to action

because human beings have little control over many changes in their lives, the change agent must remember that people need a balance between ____________________ and change in the workplace.

stability

Organizational Aging: Change as a Means of Renewal: organizations must find a balance between _________________ and chaos, between birth and death.

stagnation

Many change attempts fail because the approach used to implement the change lacks ______________________ or planning.

structure

Resistance: The Expected Response to Change: - Today, resistance is recognized as a natural and expected response to change, and leader-managers must resist the impulse to focus on blaming others when resistance to planned change occurs. - Instead, they should immerse themselves in identifying and implementing strategies to minimize or manage this resistance to change. - One such strategy is to encourage __________________________ to speak openly so that options can be identified to overcome objections. In addition, it is the leader's role to see the vision of what the future state will be like after the change has taken place and to share that vision with his or her followers.

subordinates

Classic Change Strategies: identify the change strategy from the example below in regards to smoking: The change agent might present the person with the latest research on cancer and smoking

the rational-empirical approach

The Leader-Manager as a Role Model During Planned Change: - leaders should be role models - it is critical that leader-managers own the planned change, no matter where it originated. - the leader-manager must attempt to view change positively and to impart this view to subordinates. Rather than viewing change as a ___________________

threat

Organizational Change Associated With Nonlinear Dynamics: Chaos Theory - Lorenz discovered that (tiny/large) changes in variables often dramatically affected outcomes. - Lorenz also discovered that even though these chaotic changes appeared to be random, they were not. - Instead, he found that there were deterministic sequences and physical laws, which prevail in nature, even if this does not appear to be the case.

tiny

Classic Change Strategies: true or false: Often, the change agent uses strategies from each of these three groups. (rational-empirical, normative-reeducative, power-coercive)

true

Lewin's Change Theory of Driving and Restraining Forces: true or false: The forces that push the system toward change are driving forces, whereas the forces that pull the system away from change are restraining forces.

true

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement true or false: Leaders create pull. Successful leaders run forward more than they run away. The difference is push versus pull

true

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement true or false: helping others to change is not just about being nice or nagging; instead, inspiration, goal setting, building trust, and making change a priority are what matter.

true

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Movement true or false: successful leaders often bring up issues others avoid.

true

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Refreezing: true or false: Change agents must be patient and open to new opportunities during refreezing, as complex change takes time and several different attempts may be needed before desired outcomes are achieved.

true

Organizational Aging: Change as a Means of Renewal: true or false: Without change, the organization may stagnate and die. Organizations need to keep foremost what they are going to do, not what they have done.

true

Planned Change as a Collaborative Process: true or false: Resistance to change can gain its initial footing in unchecked gossip . . . People will speculate, make assumptions, and otherwise develop their thought patterns about what's going on (McQuerrey, 2018).

true

Planned Change as a Collaborative Process: true or false: Whenever possible, all those who may be affected by a change should be involved in planning for that change.

true

Resistance: The Expected Response to Change: true or false: "True change in an organization often means that job positions and titles also change, which means that roles and responsibilities may shift as well. Resistance occurs when employees don't understand how they fit in with the new way of doing things"

true

Resistance: The Expected Response to Change: true or false: A good portion of the normal resistance to change disappears when employees are clear about the benefits the change brings to them as individuals.

true

Resistance: The Expected Response to Change: true or false: Because change disrupts the homeostasis or balance of the group, resistance should always be expected.

true

The Leader-Manager as a Role Model During Planned Change: true or false: It is critical that managers not view change as a threat.

true

true or false: Change should be implemented only for good reasons.

true

true or false: For effective change to occur, the change agent needs to have made a thorough and accurate assessment of the extent of and interest in change, the nature and depth of motivation, and the environment in which the change will occur.

true

true or false: Most business leaders today would agree on two things: (a) Organizational change is constant, and (b) leading change is one of the most difficult burdens of a leader's command (Gleeson, 2018).

true

true or false: Some greatly needed changes are never implemented because the change agent lacks sensitivity to timing. If the organization or the people within that organization have recently undergone a great deal of change or stress (change fatigue), any other change should wait until group resistance decreases.

true

Resistance: The Expected Response to Change: Perhaps, the greatest factor contributing to the resistance encountered with change, however, is a lack of _____________ between the employee and the manager or the employee and the organization.

trust

Lewin's Change Theory of Unfreezing, Movement, and Refreezing: Unfreezing occurs when the change agent convinces members of the group to change or when guilt, anxiety, or concern can be elicited. Thus, people become discontent and aware of a need to change.

unfreezing

Resistance: The Expected Response to Change: _______________________ should be encouraged to talk about their perceptions of the forces driving the planned change so that the leader can accurately assess change support and resources.

workers

Organizational Aging: Change as a Means of Renewal: The (young/aged) organization is characterized by high energy, movement, and virtually constant change and adaptation.

young

Organizational Aging: Change as a Means of Renewal: Organizations progress through developmental stages, just as people do—birth, ________________, maturity, and ________________. As organizations age, structure increases to provide greater control and coordination.

youth; aging