Management of Change Flashcards
a transformation of a process, culture, or people into an alternate form
Change
- inevitable; continuous development is imperative
- encourage innovative changes
- promote beneficial modifications
- change with improvements will make the lab:
- a better place to work
- enhance quality
- improve patient outcomes
T/F:
change is both a challenge & an opportunity
TRUE
- change is needed to cut costs, provide competitive services, and decrease excess & unnecessary lab testing
T/F:
resistance is not present in change
FALSE
- RESISTANCE IS ALSO INEVITABLE
- many personnel/staff still fear change
a manager of chief is expected to..
- drive & implement change
- be flexible in his/her management approach
- encourage & guide the staff towards making changes
- also learn the power of persuasion
planned change vs. unplanned change
a. PLANNED change
- “anticipated change”
- changes already studied & examined to ensure successful outcome
- ex:
- - transferring lab locations
- - remodeling, renovating
- - installing automation
b. UNPLANNED change
- changes not anticipated
- ex:
- - COVID-19
levels of change
a. evolutionary
b. opportunity
c. emergent
change that happens over time
Evolutionary change
- a gradual anticipation/responsiveness to change
- can be PLANNED OR UNPLANNED
change that results as an opportunity arises
Opportunity changes
- can be PLANNED OR UNPLANNED
- ex:
- improvement in equipment
- newly acquired skill sets of individuals
change made when a pressing or important issue dictates immediate action
Emergent change
- usu. UNPLANNED
types of change
a. transactional
b. transitional
c. transformational
developmental change
Transactional change
- the MOST COMMON TYPE of change
- a continuous process
- based on the IMPROVEMENT OF AN EXISTING skill, method, performance standard, or condition
- a lab makes improvement to stay competitive
- implementing additional training to improve a process
T/F:
transactional change encounters little to no resistance
TRUE
- most changes/improvements are logical adjustments
project implementation
Transitional change
- REPLACES PROCESS OR PROCEDURES with new concepts & procedures
- efficiency is increased
the most complicated & most difficult type of change to achieve
Transformational change
- a SHIFT IN THE ENTIRE BUSINESS CULTURE of the organization
- resulting from a change in strategy & results over a period of time
- involves the human side of change
- encounters the MOST RESISTANCE
- total transformation of the work culture
- different way of thinking
- a change in culture
*ex: incorporation of a new college program; changing the org. structure; implementation of new rules
stimuli of change
- movement
- route
- advancement
sources of change
a. knowledge base
- broad advances in the arts & sciences; specific tech of lab instrumentation/methodology
b. scope of management
- duties & responsibilities
- application of specialized business skills & concepts to non-profit & social orgs
c. issues & problems
- facing managers, society, and individuals as their needs & desires progress into the future
d. environment
- physical resources depleted; must be renewed
e. increasing rate of change in all areas
- and resulting decrease in response time
- - for the manager to make & implement needed adjustments
factors affecting successful change
a. knowledge
- individual’s understanding of the mission or strategy of the change
b. skill
- person’s job specification
- selection criteria
- performance review
- training needs
c. motivation/attitude
- significant role
- employee ensures that the task is accomplished on time with high quality, reliability of results
the process in which people react to change
Personal Change Curve
- denial
- resistance
- exploration
- commitment
- employees may not always move in order
- some move back the curve; some get stuck in a particular phase
identify personal change phase:
employees ignore or do not respond the awareness of change
Denial
- it does not sink in right away that change is occurring
- employees are in withdrawal
- tend to focus on the past
- avoid the topic (change) as much as possible
*productivity & morale = decreases
identify personal change phase:
often due to the employees being fearful of the unknown
Resistance
- strong feelings about the change emerge
- anger
- blame
- depression
- anxiety
- uncertainty
- frustration
- self-doubt
- the longer employees stay in denial & resistance, the harder & more painful the changes will be
- as manager, allow time for mourning/recovery
*productivity & morale = low
identify personal change phase:
staff takes on change as a new adventure & a new opportunity
Exploration
- “moving on stage”; embracing possibilities
- staff acknowledges the change & accepts that it is necessary
- staff is concerned about the details & new ideas
- some staff may still be confused & have lack of focus along the way BUT ARE OPTIMISTIC
*productivity & morale = low but increases with time
identify personal change phase:
fully embracing the change & accepting it as the new normal
Commitment
- staff acknowledges the change as the norm
- staff is motivated & capable of achieving success
- the whole lab is set on new goals & plans how to reach these
- staff is:
- cooperative
- focused
- feel confident & in control
*productivity & morale = high, constant over time
effect of too little change
- stagnation
- ineffective
- not developing & growing
effect of too much unmanaged change
- confusion
- chaos