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Essay / Research Paper Abstract
Although this 10 page paper is a continuation of PGrrthsp.rtf, which discussed establishing a rapid response team in a hospital, it also stands on its own in terms of change processes. The writer defines what a Theory of Change is and explains two change theories, one by Conners and one by Lewin. The writer also brings in the value of using a team when implementing changes in any organization. The writer then discusses the inevitable resistance that will emerge, causes of resistance and strategies to overcome resistance. The last part of the paper is an outline of a plan to increase the success of change efforts. Bibliography lists 7 sources.
Page Count:
10 pages (~225 words per page)
File: MM12_PGrprsch.rtf
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Unformatted sample text from the term paper:
accomplish their goals and objectives (Rollins, 2005). Organizations can plan for change or they can react when change is needed. Rollins (2005) said: "change related to specifically desired outcomes will
only come through purposeful planning and will likely only be embraced when a clear theory of change has been appropriately communicated to all stakeholders." Change also requires a very clear
vision of the outcome(s) (Rollins, 2005). This is how a theory of change can help. Rollins (2005) offers this definition: "A Theory of Change is a tool to design and
evaluate change initiatives." A Theory of Change provides the blueprint, the plan to achieve the outcomes or results; it identifies pre-existing conditions of the organization and it identifies the interventions
and the pathways that are needed to make the necessary changes (Rollins, 2005). There are a number of steps in developing a Theory of Change, which include: * Having a
very clear outcome or objective, a concrete vision of the desired outcome (Rollins, 2005). * Identify assumptions. The assumptions explain the connections. They also help to discover the preconditions that
are needed to bring about the change successfully (Rollins, 2005). * The next step is to determine what interventions will be needed to make the change, to fulfill the objectives.
This is the list of alternative solutions to address the identified problem. For example, training and education will be needed in many cases to bring about changes (Rollins, 2005).
* The solution selected is implemented and then, evaluated to determine the level of success. Modifications are made based on the assessments (Rollins, 2005). Kurt Lewin offered a theory of
change in human systems comprised of three steps: unfreezing, changing, and refreezing (Schein, 2004). 1. Unfreezing: This is a time when old ideas and processes need to be set
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