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PhDN 310
HUMAN BEHAVIOR IN NURSING ADMINISTRATION
FIRST SEMESTER – SY 2018 – 2019
Submitted to:
MA. VIRGINIA M. ALARILLA, Ph.D.
Submitted by:
FELIPE A. MERANO, MSN, RN
CHED SCHOLAR: Nominee ID No. 2017a-0405915
October 2017
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REPORTS:
ORGANIZATIONAL DEVELOPMENT
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a. The total organization, the significant subparts, and individuals manage
their work against goals and plans for achievement of these goals.
b. Form follows function (the problem, or task, or project determines how the
human resources are organized).
c. Decisions are made by and near the sources of information regardless of
where these sources are located on the organization chart.
d. The reward system is such that managers and supervisors are rewarded
(and punished) comparably for: short-term profit or production
performance, growth and development of their subordinates, creating a
viable working group.
e. Communication laterally and vertically is relatively undistorted. People are
generally open and confronting. They share all the relevant facts including
feelings.
f. There is a minimum amount of inappropriate win/lose activities between
individuals and groups. Constant effort exists at all levels to treat conflict
and conflict-situations as problems subject to problem-solving methods.
g. There is high “conflict” (clash of ideas) about tasks and projects, and
relatively little energy spent in clashing over interpersonal difficulties
because they have been generally worked through.
h. The organization and its parts see themselves as interacting with each
other and with a larger environment. The organization is an “open system.”
i. There is a shared value and management strategy to support it, of trying
to help each person (or unit) in the organization maintain his (or its)
integrity and uniqueness in an interdependent environment.
j. The organization and its members operate in an “action research” way.
General practice is to build in feedback mechanisms so that individuals
and groups can learn from their own experience.
(1) planned,
Characteristic of OD
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Critical founders who shaped the OD field
• Kurt Lewin (critical founder of OD): Lewin gave the field some of its most
essential theoretical roots – action research theory, group theories and
change theories. Schein commented that there is little question that Lewin
is the intellectual father of contemporary theories of applied behavioural
science, action research and planned change.
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He was the first to write about group dynamics and the importance of the
group in shaping the behavior of its members. Also, his commitment to
extending democratic values in society through his work created a most
pervasive impact on Organization Development.
• Ron Lippitt: Lippitt was on Lewin’s original staff at the Research
Center for Group Dynamics at MIT and was also a member of the first
group of trainers for T group in 1946. In 1947, he was one of the founders
of National Training Laboratory in Group
• Edgar Schein: Schein, a professor at the MIT Sloan School of
Management, made a notable mark on the field in many areas including
career development, group process consultation and organizational
culture. His career anchoring concepts and tools are forerunners in
helping organizations to think of combining unconditional motivation and
an organization way of managing staff career structure. He is generally
credited with inventing the term ‘corporate culture’. Schein showed us that
process consultation is an essential philosophy underlying OD, not just a
tool. Development, which started holding a three-week session in Bethel,
Maine. The summer event evolved into the birth of the NTL Institute for
Applied Behavioural Science. Together with Lee Bradford, he invented flip
chart paper in 1946 as a convenient way to record, retrieve and display
data in OD activities and in training.
• Douglas McGregor: McGregor is mostly known for his classic work,
The Human Side of Enterprise, which has had a great impact on mangers
since its publication in 1960. He was one of the first professor-consultants
and one of the first behavioural scientists working with corporations to
help implement the application of T group skills in complex organizations.
• Rensis Likert: Likert showed the importance of holding up a mirror
for the organization to reflect how its members think about themselves
and how to strengthen their relationships. His early work on this gave rise
to the use of organization survey. Later on, his research provided
overwhelming data on the superiority of a democratic leadership style in
which the leader is group oriented, goal oriented and shares decision
making with the work group. This leadership style was contrasted with an
authoritarian, one-on-one leadership style (1961, 1967).
• Chris Argyris: Argyris was one of the first (following Bob Tannerbaum)
to conduct team building sessions in 1957. He has made extensive
contributions to theory and research on laboratory training, OD and
organizational learning. One of his several books on OD, Intervention
Theory and Method (1970), stands as a classic in the field. He asserted that
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it is important to gather valid information and give clients choice to secure
commitment (1957).
• Bob Tannerbaum: Tannerbaum received his PhD in Industrial
Relations from the School of Business at the University of Chicago. He is
known for being the first researcher to conduct the earliest ‘team building’
activities in 1952–53 at the US Naval Ordinance Test Station at China
Lake, California. Subsequently, he published such team building work in
Harvard Business Review in 1955. He and Art Shedline started the first
non-degree training programme on OD at UCLA.
• Richard Beckhard: Beckhard was a major figure in the emergence and
extension of the field of OD. He started from a career in the theatre. He
was interested in improving the effectiveness of communications in large
meetings, and his first major job after his career change was to stage the
1950 White House conference on children and youth, which involved 6,000
people. He started to pay attention to how to stage a large convention and
enable participative discussion. He developed one of the first major non-
degree training programmes in OD – the NTL’s Programme for Specialists
in Organizational Training and Development (PSOTD).
• Herbert Shepard: Shepard completed his doctorate at MIT and then
went to join the employee relations department of Esso Standard Oil as a
research associate. He was to have a major impact on the emergence of
OD through his extensive practice in the corporate world as well as his
involvement with the NTL work. In 1960, he founded the first doctoral
programme devoted to training OD specialists at the Case Institute of
Technology. His continuous experiments in OD at major Esso refineries
resulted in significant learning for us; two particular lessons that emerged
from his work are: a) the requirement for top management’s active
involvement in the leadership of the programme; b) the importance of the
need for on-the-job application.
• Robert Blake: During World War II, Blake served in the Psychological
• Research Unit of the Army Air Force and concluded that looking at the
system rather than the individuals within the system on an isolated
individual basis is a much more robust approach in identifying how best
to help. Later, he spent 16 months in Tavistock and was deeply influenced
by family group therapy. Upon returning to the USA, he took up an
appointment at Harvard but joined the NTL programmes at Bethel to staff
T groups for six years and was significant in shaping the changes in T
group
OD PROCESS
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• Burke and Bradford’s definition broadens the range and interests of OD.
Worley and Feyerherm suggested that for a process to be called
organization development,
(1) it must focus on or result in the change of some aspect of the
organizational system;
(2) there must be learning or the transfer of knowledge or skill to the client
system; and
(3) there must be evidence of improvement in or an intention to improve the
effectiveness of the client system.
ADKAR process
ADKAR individual change assessment
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Three Phases of Change
Current State
• Employees generally prefer the current state
Future State
• The future state is unknown to the employee.
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Transition State
• The transition state creates stress and anxiety
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Organizational change can be represented
as three states of change
How things are done How to move from How things will be
today? current to future? done tomorrow?
Organization
Future
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Change is not always easy!
Individual-
Organizational
Psychological
56
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Implementing Process: Managing Change
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Awareness of the need for change.
What is the nature of the change?
Why is the change happening?
What is the risk of not changing?
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Think about the change your team is working on currently. Write a
number 1 – 5 on the Post-It note to indicate your Ability to implement this
change
A D K A R
Change
Confusion
Resistance
Fear/
Anxiety
Frustration
Backsliding
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Developing corrective actions with
ADKAR
If the gap is: Corrective actions:
Developing
Developingcorrective actions
corrective with
actions
ADKAR
with ADKAR
If the gap is: Corrective actions:
Knowledge Training on how to change and the skills
needed af ter the change
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Managing Resistance
Applying ADKAR:
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at the same pace
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How the customer How the project How the analyst How the programmer What the customer
explained it. leader understood it. designed it. wrote it. really wanted.
Key Stakeholders (e.g. other Offices, front -line employees, etc.) should actively be involved in:
o Developing the case for change
o Defining project success in terms of outcomes, outputs, and associated metrics
o Creating the project plan
o Ongoing project decisions and status reports (e.g. via a working group, weekly status email,
meeting, etc.)
Engaging Front-Line Employees early builds buy-in and proactively avoids unintended consequences
86
Obstacles to Change
66% of change initiatives fail to achieve desired
business outcomes
0% 40% 80%
Staff Resistan ce 76%
Co mmun ication
Breakd o wn 72%
In sufficient time
d evo ted to training 44%
88
Sirken, Keenan, Jackson. “The Hard Side of Change Management,” Harvard Business Review, October 2006.
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Commitment Curve
The objective of change management activities is to move individuals along the
commitment curve. During the stakeholder analysis it’s therefore important to
determine where stakeholders currently are along the commitment curve and
where they ultimately need to be.
Ownership (5)
Level of Commitment
Buy-in (4)
Acceptance (3)
Understanding (2)
Awareness (1)
Time
Individuals Individuals can explain Individuals have a positive Individuals champion
become aware of the impact of the attitude regarding the the change, taking
the change and a change on themselves change and can ‘see accountability and
vision of the future and on the themselves’ in the new ownership for the
is introduced. organization. state. They begin to feel success of the
accountable for making it transformation.
happen.
90
“It is not the strongest of the species that survive, nor the most
intelligent, but the one most responsive to change.”
Charles Darwin
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Importance of Supervisors and Managers
95
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Sponsorship Strategy
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