Professional Documents
Culture Documents
The two variables that determine the image of a change manager are the images of
managing and of change outcomes. These can be defined as follows:
• Images of managing:
o Controlling: This is representative of many of the dominant views
associated with top-down management. It is based on controlling the
activities in the organization. It can be illustrated by Fayol‟s
characteristics of management—planning, organizing, commanding,
coordinating and controlling.
• Shaping: This illustrates a more participative style of management. It
attempts to mold change outcomes through encouraging a variety of
players within the organization to be involved in the various stages of
change. This view focuses on improving the capabilities of the
organization.
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education Page 1
Chapter 02 - Images of Change Management
Based on these variables, the six images of change and their theoretical underpinning
are described.
Director:
• This is based on an image of management as control and of change
outcomes as being achievable.
• Theoretically, this image is supported by the n-step models and contingency
theory.
Navigator:
• Here, control is still seen as at the heart of management action, although a
variety of factors external to managers mean that while they may achieve
some intended change outcomes, others will occur over which they have
little control.
• Theoretically, this image is supported by the contextualist and processual
theories of change.
Caretaker:
• Although the management action is still focused on control in this image,
the change manager‟s ability to control is severely impeded by a variety of
internal and external forces beyond the scope of the manager. The caretaker
is seen as shepherding their organizations along as best they can.
• This image is supported by theories that focus on the external environment
such as life-cycle, population-ecology, and institutional theories. Comment [CA1]: I‟m only continually using t
Coach: Oxford comma, because it is currently being used
intermittently. It needs to be consistent.
• In this image the change manager relies upon building in the right set of
values, skills, and “drills” that are deemed to be the best ones that
organizational members, as players, will be able to draw on adeptly in order
to achieve desired organizational outcomes.
• Theoretically, this is based on organizational development approaches.
Interpreter:
• The manager creates meaning for other organizational members, helping
them to make sense of various organizational events and actions. Only some
of these meanings are realized as change outcomes, however, and these must
be legitimized by the change manager.
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education
Page 2
Chapter 02 - Images of Change Management
Sidebar Page
Interpreters at Work: Four Conditions for Changing Mindsets 43
• Fleshes out some aspects of what is meant by change manager as
interpreter. It draws attention to the importance of changed mindsets if
deep organizational change is to be achieved.
Semco: A Chaotic Business
• Illustrates some aspects of change manager as nurturer. 44
• Semco is well known in management literature, possibly because it
seems to break all the rules of how a company “should” be managed if it
is to succeed.
• The management approach of this company contrasts strongly with the
more familiar hierarchical organization that most students have
experienced.
• It is important for students to understand that in management (and
change), “not everything has to be controlled from the top.”
• Raises awareness that there are alternative models for running a business
successfully.
Taos Approach to Change Leadership 45
• Provides another perspective on the change manager as nurturer, this
time through a non-Western view on how change is achieved.
• Introduces students to the idea of looking at the management of change in
cultural context, which may mean both that (i) cultural context may be
central to how well particular ideas about how to manage change work,
and also (ii) familiarizing ourselves with how change is managed in other
cultures may give us new ideas that we could apply in our own culture.
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education
Page 3
Chapter 02 - Images of Change Management
Options/Techniques/Requirements
Format:
• Individually or small groups
Materials:
• Use Table 2.1 Images of Change Management (p.35), Table 2.2 Life-Cycle Comment [CA3]: Decide whether you want to
use “pp.” or “p.” for page numbers. Either is
Stages and Caretaker Activities (p.40), Table 2.3 Chaos Theory and Change acceptable, but you need to consistently be using o
Management ( p.45), and Table 2.4 Six Images of Change Management or the other.
(p.52.).
Time Required:
Expected time for each interview is approximately 20 minutes (if the students go to the
change manager‟s workplace), or about 10 to 15 minutes each if a number of change
managers present to the class. Analyzing the information from change managers (either
individually through individual interviews or during class if they present in the lecture
time) will take approximately 20 minutes for each change story. More time will need to
be allowed for this exercise if students formally submit their work for assessment.
Undergraduate:
Students may have difficulty finding change managers to interview—the instructor
could facilitate the exercise by inviting one or two change managers to the class to share
their stories of change. The students could then individually, or in groups of two to
three, complete the questions as a discussion in class time or as a project in their own
time.
MBA/Executive:
Students with professional experience will have fewer problems organizing an
interview than those without, as they are likely to have business contacts who know a
change manager. It may be good to direct students towards different industries or
organizations so that they can compare and contrast the responses to the questions.
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education
Page 4
Chapter 02 - Images of Change Management
• Students may try to ask the change manager about the change “images” they
are learning in the course and which one(s) they use. This could be a
problem as many change managers do not know what “image” they are
using. It is important for students to listen to change stories and work out for
themselves the image, type of change, phase of the change, stimulus, or any
other factors that were part of the change.
• An important skill for students to acquire is to be able to hear stories of
change and interpret them into change terminology. Students would
improve their skills by practicing telling stories with and without “change
vocabulary,” as clear communication is very important for effective change
management.
Debriefing
A helpful approach to debriefing is to summarize the broad conclusions reached by the
groups. Revise the six images framework and mental models for approaching change—
the three tables referenced above contain the basic information that students need to
know at this stage of the course. The six change images are discussed throughout the
text and are foundational to many of the subsequent chapters. Completing the exercise
by briefly discussing some of the difficulties of finding a change manager will give
students some ideas on how to approach others for an interview.
The answers to the questions in the exercises will need to be assessed according to the
experience and education level of the students. The answers given here are only a
guide.
Your task, either individually or in a small group, is to find and interview two people
who have managed organizational change or who have been directly involved in
change implementation.
How did these images affect the change management decisions and actions?
The influence of the type of image on the actions of change managers should relate to
the information found in Tables 2.1 and 2.4 and be supported by the description of the
theoretical underpinnings of the image.
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education
Page 5
Chapter 02 - Images of Change Management
• What conclusions can you draw from your analysis about the effects of
images and mental models on the way your interviewees approached their
change management roles?
The broad conclusions from the change stories should include information from
both interviews, including a discussion of the types of images involved in the
change and how these mental models will affect the approach to change.
Pelham combined the director and caretaker images. When she took over, the charity
had a large deficit and its reputation for care quality was threatened. Rapid action and
decisions were required, and after meeting with all of the senior managers individually,
Pelham made clear what was going to happen. One example was her deeply
controversial decision to stop the „15 minute visits.‟ However, she was also clear about
working together, transparency, rapid problem solving, establishing procedures, and
measuring progress with weekly reports. She explored with the management board
how they would work together to address the challenges they faced. She met with staff
to gather ideas and decide actions on fundraising. She observes that, „leadership is a
caring profession.‟
2. What insights does this story have to offer concerning the role of the change leader?
➢
Work fast: It is usually desirable to act with speed and clarity when an organization is facing
difficulties as severe as these, combining financial and reputational damage.
➢
Build credibility: Pelham was new to the organization, although she had previously
worked there as a volunteer. She had to establish her credibility with existing
management and staff, while recognizing that they had high expectations of her.
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education
Page 6
Chapter 02 - Images of Change Management
➢ Involve others (1): Pelham immediately involved the senior management team,
capturing their ideas on working practices and on solutions to the organization‟s
problems. She quickly convened a management board to discuss working methods.
➢
Involve others (2): Staff was asked to develop ideas on fundraising tactics, as everyone
became involved in that key part of the business.
➢
Symbolic actions: Pelham convened a board meeting with no agenda, signalling
willingness to listen to the suggestions of others. She banned the words „blame,‟
„fault,‟ and „failure,‟ signalling the desire to increase pride in the charity‟s work. She
encouraged a culture of „you don‟t walk past,‟ signalling that solving problems on
personal initiative was to be expected and rewarded. She led the „15 minute visit‟
campaign, which attracted external criticism, but which staff supported. She accepted
responsibility should things go wrong.
3. What lessons about managing organizational change can we take from this
experience and apply to other organizations, in healthcare and in other sectors?
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education
Page 7
Chapter 1
Introduction:
Stories of
Change
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
Managing Change
Managing
Change
• Organizational change is a complex process
Why Managing
Change is Not a that deserves careful attention
Simple Matter –
Tension and • While change processes can benefit from
Paradox
thoughtful management, the large range of
Beth Israel
Deaconess
the factors that influence outcomes means
Medical Center that desired outcomes are not guaranteed
Sears Holdings • Reflecting on the experience of change as it
J. C. Penney has occurred in different organizations
Overview of
provides insight into the factors that can be
Change involved and the variety of outcomes that can
Management
occur
1-2
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
Why Managing Change is Not a
Simple Matter – Tension and Paradox
Managing
Change
Why Managing
• Transformational change, or ‘sweat
Change is Not a
Simple Matter –
the small stuff’?
Tension and
Paradox • Organizational capabilities, or personal
Beth Israel skills?
Deaconess
Medical Center • Rapid change, or the ‘acceleration
Sears Holdings trap’?
J. C. Penney
• Change leader, or
Overview of
Change
distributed leadership?
Management
• Learning lessons, or implementing
lessons?
1-3
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
Beth Israel Deaconess Medical Center
Managing
Change
• Managing a corporate turnaround
Why Managing
Change is Not a • Key change issues:
Simple Matter –
Tension and
Paradox
– Identification of the factors that
explain the success of a particular
Beth Israel
Deaconess initiative
Medical Center
– Identifying factors specific to a
Sears Holdings
change situation and those that
J. C. Penney constitute ‘lessons’ applicable more
Overview of generally
Change
Management – The role of the ‘change leader’
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 1-4
Sears Holdings
Managing
Change
Why Managing
Change is Not a • Evaluating the impact of a
Simple Matter –
Tension and
particular style of leading
Paradox organizational change
Beth Israel • Linking the appropriateness of
Deaconess
Medical Center
a style of leading change to
characteristics of the context in
Sears Holdings
which the change is occurring
J. C. Penney
• Judging the success of a
Overview of
Change
change initiative
Management
1-5
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
J. C. Penney
Managing
Change
J. C. Penney
Overview of
Change
Management
1-6
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
Overview of Change Management
Managing
Change
1-7
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
Another random document with
no related content on Scribd:
He should after he is weaned. He will rest more comfortably, and
his sleep will be more refreshing.
192. Supposing a child should not sleep well, what ought to be
done? Would you give him a dose of composing medicine?
Certainly not. Try the effects of exercise. Exercise in the open air is
the best composing medicine in the world. Let the little fellow be well
tired out, and there will be little fear of his not sleeping.
193. Have you any further observations to make on the subject of
sleep?
Send a child joyful to bed. Do not, if you can possibly help it, let
him go to bed crying. Let the last impressions he has at night be of
his happy home, and of his loving father and mother, and let his last
thoughts be those of joy and gladness. He will sleep all the sounder if
he be sent to bed in such a frame of mind, and he will be more
refreshed and nourished in the morning by his sleep.
194. What is the usual cause of a child walking in his sleep, and
what measures, during such times, ought to be adopted to prevent
his injuring himself?
A disordered stomach in a child of nervous temperament is usually
the cause. The means to be adopted to prevent his throwing himself
out of the window are to have bars to his chamber casement, and if
that be not practicable, to have either nails or screws driven into the
window-sash to allow the window to open only for a sufficient space
for ventilation, and to have a screw window-fastening, in order that
he cannot, without difficulty, open the window; to have a trusty
person to sleep in his room, who should have directions given not to
rouse him from his sleep, but to gently lead him back to his bed,
which may frequently be done without awaking him; and to consult a
medical man, who will adopt means to put his stomach into order, to
brace his nerves, and to strengthen his general system. A trip to the
coast and sea bathing, in such a case, is often of great service.
SECOND DENTITION.
195. When does a child begin to cut his SECOND set of teeth?
Generally at seven years old. He begins to cut them at about that
time; but it should be borne in mind (so wonderful are the works of
God) that the second crop of teeth in embryo is actually bred and
formed from the very commencement of his life, under the first tier
of teeth, but which remain in abeyance for years, and do not come
into play until the first teeth, having done their duty, loosen and fall
out, and thus make room for the more numerous, larger, stronger,
and more permanent teeth, which latter have to last for the
remainder of his existence. The first set is sometimes cut with a great
deal of difficulty, and produces various disease; the second, or
permanent teeth, come easily, and are unaccompanied with any
disorder. The following is the process: one after another of the first
set gradually loosen, and either drop out, or with little pain are
readily pulled out; under these, the second—the permanent teeth—
make their appearance, and fill up the vacant spaces. The fang of the
tooth that has dropped out is nearly all absorbed or eaten away,
leaving little more than the crown. The first set consists of twenty;
the second (including the wise teeth, which are not generally cut
until after the age of twenty-seven) consists of thirty-two.
I would recommend you to pay particular attention to the teeth of
your children; for, besides their being ornamental, their regularity
and soundness are of great importance to the present as well as to
the future health of your offspring. If there be any irregularity in the
appearance of the second set, lose no time in consulting an
experienced and respectable dentist.
DISEASE, Etc.
Mix well together, and divide into twelve powders. One of the powders to be put
dry on the tongue every four hours.
The ipecacuanha powder will keep better than the wine, an
important consideration to those living in country places;
nevertheless, if the wine can be procured fresh and good, I far prefer
the wine to the powder.
When the bronchitis has disappeared, the diet ought gradually to
be improved—rice, sago, tapioca, and light batter pudding, etc.; and
in a few days, either a little chicken or a mutton-chop, mixed with a
well-mashed potato and crumb of bread, should be given. But let the
improvement in his diet be gradual, or the inflammation might
return.
What NOT to do.—Do not apply leeches. Do not give either emetic
tartar, or antimonial wine, which is emetic tartar dissolved in wine.
Do not administer either paregoric or syrup of poppies, either of
which would stop the cough, and would thus prevent the expulsion of
the phlegm. Any fool can stop a cough, but it requires a wise man to
rectify the mischief. A cough is an effort of nature to bring up the
phlegm, which would otherwise accumulate, and in the end cause
death. Again, therefore, let me urge upon you the immense
importance of not stopping the cough of a child. The ipecacuanha
wine will, by loosening the phlegm, loosen the cough, which is the
only right way to get rid of a cough. Let what I have now said be
impressed deeply upon your memory, as thousands of children in
England are annually destroyed by having their coughs stopped.
Avoid, until the bronchitis be relieved, giving him broths, and meat,
and stimulants of all kinds. For further observations on what NOT to
do in bronchitis, I beg to refer you to a previous Conversation we had
on what NOT to do in inflammation of the lungs. That which is
injurious in the one case is equally so in the other.
206. What are the symptoms of Diphtheria, or, as it is sometimes
called, Boulogne sore-throat?
This terrible disease, although by many considered to be a new
complaint, is, in point of fact, of very ancient origin. Homer, and
Hippocrates, the father of physic, have both described it. Diphtheria
first appeared in England in the beginning of the year 1857, since
which time it has never totally left our shores.
The symptoms.—The little patient, before the disease really shows
itself, feels poorly, and is “out of sorts.” A shivering fit, though not
severe, may generally be noticed. There is heaviness, and slight
headache, principally over the eyes. Sometimes, but not always, there
is a mild attack of delirium at night. The next day he complains of
slight difficulty of swallowing. If old enough, he will complain of
constriction about the swallow. On examining the throat the tonsils
will be found to be swollen and redder—more darkly red than usual.
Slight specks will be noticed on the tonsils. In a day or two an
exudation will cover them, the back of the swallow, the palate, the
tongue, and sometimes the inside of the cheeks and the nostrils. This
exudation of lymph gradually increases until it becomes a regular
membrane, which puts on the appearance of leather; hence its name
diphtheria. This membrane peels off in pieces; and if the child be old
and strong enough he will sometimes spit it up in quantities, the
membrane again and again rapidly forming as before. The discharges
from the throat are occasionally, but not always offensive. There is
danger of croup from the extension of the membrane into the
windpipe. The glands about the neck and under the jaw are generally
much swollen; the skin is rather cold and clammy; the urine is scanty
and usually pale; the bowels at first are frequently relaxed. This
diarrhœa may or may not cease as the disease advances.
The child is now in a perilous condition, and it becomes a battle
between his constitution and the disease. If, unfortunately, as is too
often the case—diphtheria being more likely to attack the weakly—
the child be very delicate, there is but slight hope of recovery. The
danger of the disease is not always to be measured by the state of the
throat. Sometimes, when the patient appears to be getting well, a
sudden change for the worse rapidly carries him off. Hence the
importance of great caution, in such cases, in giving an opinion as to
ultimate recovery. I have said enough to prove the terrible nature of
the disease, and to show the necessity of calling in, at the earliest
period of the symptoms, an experienced and skillful medical man.
207. Is Diphtheria contagious?
Decidedly. Therefore, when practicable, the rest of the children
ought instantly to be removed to a distance. I say children, for it is
emphatically a disease of childhood. When adults have it, it is the
exception, and not the rule. “Thus it will be seen, in the account
given of the Boulogne epidemic, that of 366 deaths from this cause,
341 occurred among children under ten years of age. In the
Lincolnshire epidemic, in the autumn of 1858, all the deaths at
Horncastle, 25 in number, occurred among children under twelve
years of age.”[225]
208. What are the causes of Diphtheria?
Bad and imperfect drainage;[226] want of ventilation; overflowing
privies; low neighborhoods in the vicinity of rivers; stagnant waters;
indeed, everything that vitiates the air and thus depresses the
system, more especially if the weather be close and muggy; poor and
improper food; and last, though not least, contagion. Bear in mind,
too, that a delicate child is much more predisposed to the disease
than a strong one.
209. What is the treatment of Diphtheria?
What to do.—Examine well into the ventilation, for as diphtheria is
frequently caused by deficient ventilation, the best remedy is
thorough ventilation. Look well both to the drains and to the privies,
and see that the drains from the water-closets and from the privies
do not in any way contaminate the pump-water. If the drains be
defective or the privies be full, the disease in your child will be
generated, fed, and fostered. Not only so, but the disease will spread
in your family and all around you.
Keep the child to his bedroom and to his bed. For the first two or
three days, while the fever runs high, put him on a low diet, such as
milk, tea, arrow-root, etc.
Apply to his throat every four hours a warm barm and oatmeal
poultice. If he be old enough to have the knowledge to use a gargle,
the following will be found serviceable:
Take of—Powdered Alum, one drachm;
Simple Syrup, one ounce;
Water, seven ounces:
To make a Gargle.
The best medicine for the first few days of the attack, is one of the
following mixtures:
Take of—Chlorate of Potash, two drachms;
Boiling Water, seven ounces and a half;
Syrup of Red Poppy, half an ounce: