Art. 5 Bouckenooghe

Question 1

Bouckenooghe defines four theoretical lenses. Which four?

Answer 1

1. Nature of change
2. Level of change
3. Positive-negative view on change
4. Research perspective

Question 2

What are the dualities of the four lenses?

Answer 2

Nature of change: Planned/episodic vs Emergent/continuous

Level of change: Individual vs Collective level of analysis

Positive-negative view: Negative problem solving view vs Positive potential view

Research perspective: Variance method approaches vs Process method approaches

Question 3

Attitudes toward change are defined as?

Answer 3

A tridimensional state composed of cognitive, affective, and intentional/behavioral reactions toward episodic or continuous change

Covers most attitude versions

Question 4

To what refers the cognitive component?

Answer 4

The cognitive component refers to the opinion one has about the advantages and disadvantages, usefulness, and necessity, and about the knowledge required to handle the change.

Question 5

To what refers the affective component?

Answer 5

The affective component refers to a set of feelings about the change.

Question 6

To what refers the intentional/behavioral component?

Answer 6

The intentional/ behavioral reactions refer to the actions already taken or which will be taken in the future for or against change.

Question 7

What is ment by the lens of Nature of change?

Answer 7

Nature of change: One of the most important dualities that arise from change research involves the nature of change or how change emerges and evolves over time

Planned/episodic (deliberate) vs Emergent/continuous

Most studies focus on planned change (paradox of planned change)

In terms of motors of change, planned change reflects the teleological approach, whereas continuous change invokes an evolutionary approach

Question 8

What is ment by the lens of Level of change?

Answer 8

Level of change: organizations and change are multilevel phenomena.

Individual-level focus vs. Collective-level focus

Individual-level: refers to interventions aimed at individuals (is dominant)

**Collective-level: **encompasses not only interventions aimed at team level but also systemwide interventions aimed at the organization as a whole.

Question 9

What is ment by the lens Positive-Negative focus on change?

Answer 9

Indicates where to center attention on driving and mobilizing organizational energy to evoke change

Negative: research into resistance to change and cyni- cism about organizational change often reflects this negative focus, stressing how crucial it is to overcome this problem of resistance or cynicism. Thinking about change as focusing on overcoming problems or weaknesses or meeting threats (i.e., overcoming resistance)

Positive: concerned with identifying factors that enable, motivate, and facilitate people’s openness or readiness for change. Thinking about change as focusing on seizing opportunities for improvement, motivating people to perform at a higher level, and so on (i.e., creat- ing commitment to change).

Question 10

What is ment by the lens Research method?

Answer 10

Research Method
–Variance strategy: focus on selected variables and observed difference over time
–Process strategy: focus on change as a sequence of events.
–Variance strategy is (still) dominant

Question 11

Readiness for change is?

Answer 11

The conceived readiness “as organizational members’ beliefs, attitudes and intentions regarding the extent to which changes are needed and the organization’s capacity to successfully make those changes”.

There is a strong emphasis on the cognitive component referring to the necessity or urgency of change.

Question 12

Resistance to change is?

Answer 12

It is asserted that resistance is best captured using a tridimensional attitude, which includes affective, cognitive, and intentional components.

“an individual’s intentions to engage in either supportive or resistant behaviour toward organizational change”

The intentional/behavioral component as a driving force behind maintaining the status quo, and hindering successful implementation of change.

Question 13

To what do the affective, cognitive and intentional/behavioral components refer?

Answer 13

affective component refers to a set of feelings about the change.

cognitive component refers to the opinion one has about the advantages and disadvantages, usefulness, and necessity, and about the knowledge required to handle the change.

intentional/ behavioral reactions refer to the actions already taken or which will be taken in the future for or against change.

Question 14

Explain active resistance

Answer 14

Active: which tends more toward aggressive resistance instead of apathy, is characterized by strong but not destructive opposing demeanor such as blocking or impeding change by imposing views and attitudes, working to rule, slowing activities down, protests, and personal withdrawal.

Question 15

Explain passive resistance?

Answer 15

Passive: exists when mild or weak forms of opposition are encountered demonstrated by the existence of negative perceptions and attitudes expressed by voicing opposing behavior such as blocking or impeding change by voicing opposing views, regressive behavior such as threats to quit or voicing other indications of the rejection of change.

Question 16

First vs later generation research approach?

Answer 16

Traditional or first-generation action research assumes the necessity of starting with a problem or crisis that needs to be solved (problem-solving view), whereas the more recent approach—appreciative inquiry—views organizational change as what the organization needs to do to attain the best and most positive potential.

this third duality (Positive-Negative Lens) bifurcates the organizational change field into the “negative problem-solving view” versus the “positive potential view.”

Question 17

What is the Variance strategy?

Answer 17

The variance strategy concentrates on variables that represent the important aspects or attributes of the subject under study. Variance research supports predictive models capable of explaining the variation in such outcome measures as resistance to change, project success, and user satisfaction.

Most effective research approach for studies that conceptualize change as an observed difference over time with regard to a selected set of variables.

Focus on cause–effect relationships

Question 18

What is the process strategy?

Answer 18

Process research seeks to explain outcome states as the result of a preceding sequence of actions.

More appropriate for research that conceives of change as a narrative description of a sequence of events that unfold over time.

Examines the sequence of events over time as change unfolds within an organizational entity.

Question 19

What are the outcomes for the four lenses?

Answer 19

Nature of change: Planned/Episodic dominant

Level of change: Individual level is dominant

Positive/Negative: Readiness, Opennes, Commitment vs. Resistance, Cynism

Research Methods: Variance strategy dominant

Question 20

Positive attitude consists of:

Answer 20

Readiness is the extent to which employees have positive views about the need for change, and believe that these changes have positive implications for themselves and the wider organization.

Commitment to change captures a notion of a positive, proactive intent that is not just the lack of resistance to change or the absence of negative attitudes.

Openness for change is the willingness and positive affect about the potential consequences.

Question 21

Negative attitudes consist of:

Answer 21

Resistance: Resisting change actively or passively. (Can also be a facillitator which makes it positive)

Cynism: involves a negative or pessimistic view on the potential success of change. Actually it is a loss of faith in the change leaders, due to the failure of previous change efforts.