Changing the way you learn

The Change Practitioner

Five Styles
1. Stabaliser
  1. Low Profile
  2. Follows Directives
2. Cheerleader
  1. Member Satisfaction
  2. No Emphasis on Org. Effectiveness
3. Analyser
  1. Emphasis on efficiency
  2. Little attention to member satisfaction
4. Persuader
  1. Compromise b/t Cheerleader & Analyser
  2. Average performance
5. Pathfinder
  1. High efficiency & satisfaction
  2. Desired style
  3. Six Focuses
    1. Communication
    2. Member Roles in Groups
    3. Group Problem-Solving
    4. Group Norms & Growth
    5. Leadership & Authority
    6. Intergroup Cooperation
Ethics
1. Model of Ethical Dilemmas
  1. Antecedents
    1. Change Agent Role
    2. Client System Role
  2. Process
    1. Role Episode
      1. Conflict
      2. Ambiguity
  3. Consequences
    1. Ethical Dilemmas
2. Minimal Standards
  1. Interventions must have a high probability of being helpful
  2. Interventions should not exceed consultant's expertise
  3. No Personal Hidden Agendas
  4. Confidentiality
  5. No Coercion
  6. No False Promises
3. Dilemmas
  1. Confidentiality vs. Being Impeded
  2. Maximum Income vs. Best Solution
  3. Optimal Approach vs. Client Budget
  4. Professional Effort vs. Client Interest
  5. Client's Needs vs. Org. Needs
  6. Proximity vs. Distance
  7. Knowledge
4. Dual Ethics
5. Virtuousness
Models
1. Purchase of Expertise
2. Doctor-Patient
3. Process Consultation
4. Task vs. Interpersonal

The Change Practitioner

	Created by andrewcroninfinn over 11 years ago