Phases and Levels of Organisational Change

Rashford, Nicholas S.; Coghlan, David

doi:10.1108/eum0000000001717

Cited by 18 publications

(58 citation statements)

References 5 publications

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“…Referring to Table 1, the fi rst stage of the four stage model is referred to as Denial, this is where the idea of change or the change itself is fi rst introduced to individuals. 5,12,19 Th is stage oft en involves individuals not believing in the change and convincing themselves that they won't have to go through the change. Two approaches that can assist individuals through this initial stage of change are communication and time.…”

Section: Four-stage Model Of Changementioning

confidence: 99%

“…Th ere is a vast amount of literature on how people cope with change. 3,7,[20][21][22][23][24] It is beyond the scope of this paper to discuss all change management theories; however, a description of the four stage model 5,12,19 that guided this study will be outlined in the methods section of this paper. Th e four-stage model was viewed as providing support to staff moving through a change process, as it accounts for how people cope with change and was therefore, viewed as an appropriate model for this study.…”

Section: Change Managementmentioning

confidence: 99%

“…Th e four stage model 5,12,19 of change was used to guide the introduction of this new axillary technique in this study. Referring to Table 1, the fi rst stage of the four stage model is referred to as Denial, this is where the idea of change or the change itself is fi rst introduced to individuals.…”

Section: Four-stage Model Of Changementioning

confidence: 99%

“…7 Th e well known transition grief cycle, fi rst published in 1969 by Kübler-Ross 9 was adopted in organisational change management when recognising and understanding the loss and emotional impact of change on people. [12][13] Th ere have been many emotional change response models developed from the Kübler-Ross model. [14][15][16][17] While this study was focused on the QA improvements of the change (a new treatment technique), there was emphasis placed on how the radiation therapists coped with the change.…”

Section: Change Managementmentioning

confidence: 99%

“…5,[11][12] Over time change management has brought together the ideas from a business approach, based on tangible results with that of a psychology perspective, focusing on the human aspects of change. 7 Th e well known transition grief cycle, fi rst published in 1969 by Kübler-Ross 9 was adopted in organisational change management when recognising and understanding the loss and emotional impact of change on people.…”

Section: Change Managementmentioning

confidence: 99%

See 4 more Smart Citations

Implementing results of a change process at the Andrew Love Cancer Centre — The axillary technique

Sale

Batson

2011

Radiographer

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Purpose: Change is ever present in radiation therapy departments and it can impact on the quality of work, staffi ng and job satisfaction. Understanding stages of change for individuals can assist management in successfully developing the service of their department. At the Andrew Love Cancer Centre (ALCC) there have been many developments in recent years. Th is paper aims to describe a successful change in practice at the ALCC, focusing on the quality assurance improvements made with the introduction of a new radiotherapy treatment technique used for melanoma, squamous cell carcinoma and Merkel cell carcinoma with axillary node involvement. Methods: A four-stage model of change was used to guide the introduction of the new axillary technique. Th e accuracy of the new technique was evaluated in comparison with the historical technique, using pre-treatment images. Results: A total of 219 pre-treatment images were analysed in this study, 141 with the historical technique and 78 with the new. Seven out of eight reference points indicated reductions in translational correction in fi eld placement with the new technique compared to the historical. Conclusion: Improvements in set-up accuracy were found when utilising the new set-up technique compared with the historical technique. Th e four-stage model of change assisted in the smooth implementation of this new treatment technique. At the ALCC innovation and development are encouraged, along with management having a sound understanding of organisational change enabling the radiation therapy department to develop successfully and cope with rapid change.

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Section: Four-stage Model Of Changementioning

confidence: 99%

Section: Change Managementmentioning

confidence: 99%

Section: Four-stage Model Of Changementioning

confidence: 99%

Section: Change Managementmentioning

confidence: 99%

Section: Change Managementmentioning

confidence: 99%

See 3 more Smart Citations

Implementing results of a change process at the Andrew Love Cancer Centre — The axillary technique

Sale

Batson

2011

Radiographer

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Change management for radiation therapists – transitioning to the new Royal Adelaide Hospital

Sale

Page

Penniment

2019

J of Medical Radiation Sci

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One of the largest change operations to take place in South Australia was the moving of the Royal Adelaide Hospital (RAH) to its new site in 2017. Change can influence workplace effectiveness and staff satisfaction and morale. Understanding the stages of change, staff experience and carefully managing the process is important. This paper aims to describe the successful move of the radiation therapy department at the RAH to its new site, focusing on the staff experience and management strategies to ensure the success of the move. A four‐stage model of change was used to guide understand, manage and reflect upon the transition of the RAH radiation therapy department to a new site. Key change events and management strategies are described and aligned with the four stages of change. The move to the new site was a great success with a transition period working across two sites enabling a slower ramp up of activity at the new site supporting staff and patients in adjusting to the new environment. The four‐stage model of change assisted in the smooth implementation of a transition plan for radiation oncology. At the RAH, innovation and development are encouraged, along with management having a comprehensive understanding of organisational change enabling the radiation oncology department to successfully navigate rapid change.

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Ripeness and Grief in Conflict Analysis

2009

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In assessing the timing of a conflict resolution effort, one of the most frequently used explanatory frameworks is ripeness theory. Despite its popularity, ripeness theory has some limitations: poorly established generalization outside international situations, empirical validation is difficult to objectify, limited consideration of non-rational factors, and low predictability. The purpose of our study is to contribute to enriching ripeness theory by bringing in the theory of grief developed by Elisabeth Kubler-Ross. The anchovy fishing conflict in the Bay of Biscay (off the coast of France and Spain) lends itself to this type of analysis, as it is a conflict that has seen many reversals, making the place of resolution efforts hard to explain. It is from this perspective that grief theory is put forward as a complementary explanatory model. The model is tested using an original methodology that has the merit of being reproducible through the lexical analysis of newspaper articles. The results, confirming the grief model's relevance, can then be proposed as an enhancement to ripeness theory The authors would like to express their gratitude to Pr Dean Pruitt for his stimulating comments, Mallia Jan for her participation in an early part of the study and Laurent Baranger for his helpful advice on the anchovy fishery. Authors remain responsible for their views or interpretations. They also express their gratitude to the reviewers for their stimulating comments. Many thanks to Mike Levy for helping us to improve the language style of the final version.

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Phases and Levels of Organisational Change

Cited by 18 publications

References 5 publications

Implementing results of a change process at the Andrew Love Cancer Centre — The axillary technique

Implementing results of a change process at the Andrew Love Cancer Centre — The axillary technique

Change management for radiation therapists – transitioning to the new Royal Adelaide Hospital

Ripeness and Grief in Conflict Analysis

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