W6D2 Respond to two (2) Colleagues

Kristen Springer

RE: Discussion 2 - Week 6

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           The proposed change for my organization to implement the use of new software called Meditech EXPANSE would be an example of a ‘Developmental’ change.  “Developmental change may be either planned or emergent; it is first order, or incremental. It is a change that enhances or corrects existing aspects of an organization, often focusing on the improvement of a skill or process” (Mathur, 2013, p. 37).  To add advanced software is a planned process change that will shift ‘how’ things get done.  My proposed change plan does not shift the organization and is not at all radical.  It is simply the addition of advanced software technology to improve certain process flow.

            Out of the 10 philosophies presented, the ones that match my perspective change would be Resource and Cultural philosophies.   “These different philosophies also bring into focus the complementary and competing forces that organizations face in managing the tension between continuity and change and how to deal with perennial issues such as certainty/uncertainty, tight/loose control, large-/small-scale change, slow/fast change, and external/internal stimuli” (Graetz & Smith,2010, p. 150).  In the Resource philosophy, the key is getting the much-needed critical resources to make a change and move forward in a completive world.  Most people don’t think of hospitals as a business, but they most definitely  are  a business.  My example of change is to implement cutting-edge software to increase speed and reduce the risk of security hacks and errors, as a way to compete with other hospitals.  If people know they can come to our Emergency Department (E.D.) and get treated quickly and efficiently, they will continue to use our services.  Culture is strongly ingrained in my organization.  To advance our computer system will shift the culture to new ways of thinking.  The education provided will make a shift in the way things will be done due to the addition of a speedy Electronic Health Record (EHR). The faster, more efficient software will lead to less frustration, leading to a less negative culture.  Customized processes can be more about the patient and less about unnecessary clicks on a computer.

            In contrast, the “Rational Approach Model” provides a set of instructions to provide ultimate consistency and a way to stay on track.  Using new Resources and adjusting Culture can definitely lead to unexpected evolutionary type changes.  There is no way we can predict the retort from the nursing staff using the new system.  Even though I feel the new Resource or software is far superior to what we use today, the reaction could result in a continued negative culture.  But, by incorporating a mesh of the three ideas, being sure to address the complexity of feedback, and following specific steps towards the outcome, ample leadership and management change may need to intervene and smooth over those bumps in the road.  The idea of sustainability for future generations strikes a nerve for me as well.  Keeping the environment in mind by using less paper, purchasing less waste, yet providing collaboration among staff must be maintained. “The basic toolbox from the organizational learning field — which includes systems thinking, building shared vision and working with mental models and dialogue — is a useful starting point in collaborating for systemic change, but it is just a starting point” (Senge, et. al., 2007, p. 51).

            The potential weaknesses in my proposed changed to upgrade the EHR is the unknown variables.  How long is this COVID-19 pandemic going to continue to disrupt our E.D.?  Will another pandemic erupt? What if the authoritarian director does not completely buy in?  What is confidence is lost? Ensuring that I use a step-by-step process is an excellent plan, but what if something unexpected happens to a team member?  Just like a pothole in the road, patches must be available at a moment’s notice.  “Work motivation has been found to be positively related to job satisfaction, performance and organizational commitment” (Mathur, 2013, p. 40). The correct reward system must be considered and established in order to continue.

            In conclusion, I don’t think using one method is good enough.  By incorporating a Developmental change, with the Resource Philosophy and the Culture Philosophy, yet keeping the structure of a step-by-step guide to keep referring to in the Rational Approach Model, the leadership can stay on track.  Just as the human body is made up of 12 distinct systems: Integumentary, Skeletal, Muscular Nervous, Endocrine, Cardiovascular, Lymphatic, Respiratory, Digestive, and Urinary, our plan for change also has many interconnecting layers.  By solely relying on one system of the body is destined for organ failure, but incorporating a plexus of theories the intertwining complexities can hold the plan together. “You motivate people to go beyond compliance and inspire them to reach for the best in themselves” (Kouzes & Posner, 2017, p. 200)

Graetz, F. & Smith, A.C.T. (2010), Managing organizational change: A philosophies of change approach. Journal of Change Management, 10(2), 135–154. doi:10.1080/

Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations. Hoboken, NJ:  Wiley & Sons.

Mathur, A. (2013). Employee motivation, adjustment and values as correlates of organizational change. Review of HRM, 2, 35–60.   

Senge, P. M., Lichtenstein, B. B., Kaeufer, K., Bradbury, H., & Carroll, J. S. (2007). Collaborating for systemic change. MIT Sloan Management Review, 48(2), 44–53.

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2nd Colleague – Sandra Patterson

Sandra Patterson 

RE: Discussion 2 - Week 6

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As I read Mathur’s article, the type of changes that I have chosen for my organization are developmental change, transformational change, and structural change. Then I will conclude with Theory O change. Developmental change will be very beneficial because it’s a planned change that enhances existing aspects of an organization. It focuses on improving a skill or process. I will use transformational change because it requires a shift in assumptions made by the organization and its members. I will use structural change because through this the organization is treated as a set of functional parts. Finally, I will use theory O change because it will focus on developing an organizational culture that supports learning and a high performance employee base. (Mathur, 2013) The philosophies of Graetz match with my perspective of change through rational philosophy, institutional philosophy, and resource philosophy, With the rational philosophy it matches because it’s mainly concerned with the alignment between an organization’s composition and competencies. (Graetz, 2010) In institutional philosophy it matches because it believes in the sensitivity of the organization as compared to its external environments. With resource philosophy it matches because it states that organizational change begins by identifying needed resources which can be traced back to sources of availability. (Graetz, 2010)

These approaches to change differ from the rational approach model within the context of my proposed change because institutional philosophy believes in the sensitivity of the organization, as compared to its external environment. On the other hand, in resource philosophy there is a difference because it states that organizational change begins by identifying needed resources. This can be traced back to sources of availability and can then be evaluated in terms of scarcity. In cultural philosophy there is a difference because it believes that change is normal in that it’s a response to changes in the human environment. (Graetz, 2010) Systems philosophy is also different because it looks beyond simplistic casual views of management.

The philosophies that I have identified to apply to my proposed change are rational, institutional, resource, cultural, and systems philosophy. When I use the rational philosophy approach, I will concern myself with the alignment between building a bank, social security and insurance agency in my community. (Graetz, 2010) In institutional philosophy I will make sure that sensitivity is incorporated in the bank, social security and insurance agencies’ activities. I will focus on its main strength of adding stability to organizational arrangements within the community. In resource philosophy, I will begin by identifying needed resources. For the bank, social security and insurance agencies I will show that they’re a needed resource which can be traced back to sources of availability in the community. As for cultural philosophy, I will show the community that this approach is reminding them that change is normal. (Graetz, 2010) I will also show that since the human environment is changing, then the change process will also change on a long-term basis but in small steps.

Finally in systems philosophy, I will help the community to look at the bigger picture by seeing how these services will be developed with the intention of acknowledging the importance of holistic analysis. This approach will show how these services will affect the community one aspect at a time. As I conclude, I will still maintain that the relational approach is a good fit for my organization because it is concerned with the alignment between an organization’s composition, competencies, state over time as well as its environmental context. (Graetz, 2010) This is why it’s important to note that since “benchmarking is a well-established form of cross-organizational learning, then learning communities will be more evident when people will openly discuss real problems and ask for help. (Senge, 2007) This kind of help will be met as collaborative efforts in my organization begin with explicit objectives.

References:

Graetz, F. (2010) Managing Organizational Change: A Philosophy of Change Approach. Journal of Change Management. 10(2), 135-154. doi: 10.1080/