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Read about the four-stage change process!!! (I have the chapter 5 reading)

Assignment Instructions

CASE STUDY: RIVERBEND

Preparation

You will learn about the ways in which action research can be a collaborative approach to inquiry that provides a means of systematic action required to resolve problems of practice. Focus on the components of these steps in the action research process: look (to gather relevant information and describe the situation), think (to explore, analyze, interpret, and explain), and act (to plan a course of action based on analysis and implement a solution). Develop your understanding of the four-stage change process. The purpose of these stages is for leaders to work strategically to facilitate long-term change in their organizations. This begins in Stage 1 by building a foundation that includes engaging key stakeholders by establishing common ground and building collective capacities. In Stage 2 stakeholders are encouraged to face the current reality by understanding what is happening and their own role in constructing the current reality. Stage 3 focuses on helping stakeholders make an explicit choice in favor of what they collectively want, and Stage 4 is all about helping stakeholders bridge the gap between what they care about and the current reality. Consider how attending to each of these stages can help you as a leader become more sensitive to your own organizational dynamics when trying to create change and innovation.

Review the following case, which focuses on the experience of Riverbend City Medical Center, an organization facing a cultural conflict. You can supplement your experience by reading the transcript.

• Planning Organizational Change Using the Four-Step Change Process. (I have uploaded the transcript to this case study)

Instructions

Write an analysis of the Riverbend case study, Planning Organizational Change Using the Four-Step Change Process. Include the following components:

• Introduce the case. 
  • Summarize the case. Provide a synopsis of the case study, focusing on how communication problems and cultural misunderstandings created conflict in the organization.
• Apply the four learning organization disciplines to the case. 
  • Using the lens of one or more of the four core disciplines (personal mastery, mental models, team learning, shared vision),  provide an analysis of the extent to which the discipline(s) reveals organizational dynamics and contributes either to organizational learning or to the organization’s problems. How could the four disciplines be fostered to have a more beneficial impact on the organization?
• Apply a systems lens to the case.   
  • Analyze the organizational disabilities and systems archetypes present in the case.
  • Explain and map at least one example of a systems archetype that can be seen in the case. Include at least one systems map as part of your explanation.
• Recommend change management strategies for the organization based on the case. 
  • Prior to suggesting change management strategies, use critical thinking tools to identify assumptions the stakeholders in the case may have made, and develop a set of questions you would ask to help the stakeholders uncover their assumptions and clarify the steps needed for future progress. Reference Paul and Elder’s Critical Thinking: Tools for Taking Charge of Your Learning and Your Life text in your comments.
• Describe and explain how the four-stage process could be used by the Riverbend leadership to improve the strategic planning processes that enhance cultural understanding among stakeholders and the community. Refer to Stroh’s Thinking for Social Change text.
• Provide a set of specific practical recommendations about how the CEO should proceed in the future in a way that furthers the goals of supporting increased cultural understanding among stakeholders and the  community.   
  • Explain how an action research/inquiry cycle that incorporates the recommendations could be planned, implemented, and evaluated for the next phase of organizational improvement.