The Change Practitioner

The Change Practitioner

1. Five Styles

   • Stabaliser
     • Low Profile
     • Follows Directives
   • Cheerleader
     • Member Satisfaction
     • No Emphasis on Org. Effectiveness
   • Analyser
     • Emphasis on efficiency
     • Little attention to member satisfaction
   • Persuader
     • Compromise b/t Cheerleader & Analyser
     • Average performance
   • Pathfinder
     • High efficiency & satisfaction
     • Desired style
     • Six Focuses
       • Communication
       • Member Roles in Groups
       • Group Problem-Solving
       • Group Norms & Growth
       • Leadership & Authority
       • Intergroup Cooperation

2. Ethics

   • Model of Ethical Dilemmas
     • Antecedents
       • Change Agent Role
       • Client System Role
     • Process
       • Role Episode
         • Conflict
         • Ambiguity
     • Consequences
       • Ethical Dilemmas
   • Minimal Standards
     • Interventions must have a high probability of being helpful
     • Interventions should not exceed consultant's expertise
     • No Personal Hidden Agendas
     • Confidentiality
     • No Coercion
     • No False Promises
   • Dilemmas
     • Confidentiality vs. Being Impeded
     • Maximum Income vs. Best Solution
     • Optimal Approach vs. Client Budget
     • Professional Effort vs. Client Interest
     • Client's Needs vs. Org. Needs
     • Proximity vs. Distance
     • Knowledge
   • Dual Ethics
   • Virtuousness

3. Models

   • Purchase of Expertise
   • Doctor-Patient
   • Process Consultation
   • Task vs. Interpersonal