Working organizational issues: The six modes of change

1. Working organizational issues:The six modes of change MPA 8002 Organization Theory Richard M. Jacobs, OSA, Ph.D.

2. Creating Paths of Change(McWhinney, Webber, Smith, & Novokowsky, 1997) • Asserts that organization change begins first with self-change... …that is, if manager/leaders are to initiate organizational change, they first must understand how they view the world …because how individuals view reality is a critical element in how they formulate a decision (p. 3)

3. An organizational “issue”... • A fundamental conflict of values embedded in and provoking those recurring organizational problems as people attempt to define the issue …what Gallie (1968) calls “essentially contested concepts”

4. Managing and leading... • involves “working”... problems issue as solutions as resolution ...not “reframing” (Bolman & Deal, 2008)

5. by possessing an over-riding concern for... virtue not technique character not expertise

6. and while endeavoring to foster... management and leadership density subservient and acquiescent functionaries not

7. The four views of reality... Unitary Sensory Social Mythic

8. The six modes of change: How to “work” problematic situations... analytic inve ntive assertive evaluative influential emergent

9. The analytic mode of change and its directions... analytic unitary sensory To put theory and policy into action To use data to interpret a situation design test

10. The analytic mode of change... • is based on the observation of principles and facts • depends on the power of reason • utilizes theory and sensory information to identify solutions, predict implications, and provide the basis for evaluation

11. The evaluative mode of change and its directions... To elicit what matters in a situation sensory value evaluative To designate and assign resources and responsibilities allocate social

12. The evaluative mode of change... • is based on determining or assigning values • depends on exploration and shared involvement to develop a value consensus, solve problems, and initiate actions

13. The emergent mode of change and its directions... To get others to value an idea To co-create ideas or images that reflect values facilitate evoke social mythic emergent

14. The emergent mode of change... • is based on facilitating social interaction, creating or co-creating ideas or symbols and revaluing ideas • depends on creating and gaining acceptance for an idea or symbol to create new meaning, making possible alternative actions and outcomes, and transcending existing conflicts and limitations

15. The assertive mode of change and its directions... To mobilize energy around a symbol or belief system unitary inspire assertive To develop policies that express a vision establish mythic

16. The assertive mode of change... • is based on personal authority, establishing truth, or interpreting existing systems of beliefs • depends on a charismatic leader or an agent of authority to separate the acceptable from the unacceptable, replace confusion with clarity, or establish rules of conduct that will eliminate problem behavior

17. The influential mode of change and its directions... To convert group to an established truth unitary influential convert social To change policies to reflect a group’s values persuade

18. The influential mode of change... • is based on the preferences people hold, by changing or establishing those preferences • depends on the interplay of values and principles to change moral and ethical positions and values • imposes truth by authority or establishes new rules of behavior from the value position of individuals

19. The inventive mode of change and its directions... To create an idea that brings clarity and meaning to a situation sensory inventive induce To put an idea into practice mythic realize

20. The inventive mode of change... • is based on the material world as people rearrange objects and ideas that are available but that have not been accessed • depends on making an idea tangible, creating new concepts to make something, moving, destroying, or transforming what is not a solution into something that is

21. In practice episodes, views of reality reveal patterns of views... • Typically, people exhibit several views of reality: dominant balanced active focus avoidant …the important point is that a balanced view is optimal; the other views possess positive (to be emphasized) and negative attributes (to be avoided).

22. With regard to managing/leading an organization... • Individuals who view reality through a single perspective tend not to be effective as leaders or as agents of change... …but, learning to use several frames (Bolman & Deal, 2008) or images (Morgan, 1997) appears to enhance an individual’s ability to diagnose the complexities impacting the organizational reality.

23. However, managing/leading an organization successfully also involves a “style” (McWhinney, et al., 1997)... …that is, an individual’s typical choice when utilizing one of the six modes of change (p. 42) to engage others in “working the problems” toward resolution.

24. The analytic mode of working problems... unitary sensory Leadership role and focus: To exercise power in a logical way to achieve established goals Organizing style: Tasks arranged in a meritocratic hierarchy Explicit responsibilities, time, and resource assignments Planning Style: Referee disputes, solve problems, and move forward Conflict management:

25. The evaluate mode of working problems... social sensory Leadership role and focus: To allocate and align resources properly to optimize outcomes Organizing style: Functionally responsive to the participants’ desires Optimization by equalizing the assignment of work and benefits over time Planning Style: Negotiate with participants to identify win-win values and to inculturate them Conflict management:

26. The emergent mode of working problems... social mythic Leadership role and focus: To co-create valued images using the participants’ energy and skills Organizing style: Functionally open and flexible as well as socially supportive Expansive, search-oriented efforts to seize advantages afforded by opportunities Planning Style: Explore possible solutions by creatively reframing rather than solving problems Conflict management:

27. The assertive mode of working problems... unitary mythic Leadership role and focus: To establish a mission authoritatively; to exhort loyalty to the leader and mission Organizing style: Charismatic and inspirational evolving toward a bureaucracy Autocratic, based on leader’s long-term vision Planning Style: Establish a solution or creatively redefine issue Conflict management:

28. The influential mode of working problems... social unitary Leadership role and focus: To work politically to effect policies that enable the organization to attain its goals Organizing style: Patriarchal or oligarchic with an emphasis upon committees Protects the power-value status quo by maintaining or radically reforming the game Planning Style: Mediate disputes to solidify the power base around established and valued positions Conflict management:

29. The inventive mode of working problems... mythic sensory Leadership role and focus: To materialize one’s personal visions in the real world Organizing style: Charismatic and evolving toward a task hierarchy Highly flexible with a strong achievement drive Planning Style: Destroy power base of opposition; stress group goal in order to subordinate dispute Conflict management:

30. Managerial/leadership effectiveness appears to depend at least partially upon the group within which the manager/leader is attempting to instigate change... …because group members possess different views of reality that can facilitate or inhibit change.

31. Managing/leading an organization involves matching the appropriate style with the group member’s views of reality... …“The ultimate leader has access to all leadership styles and has the wisdom to know when to employ each” (McWhinney et al., 1997, p. 44).

32. The interactions of leader and member realities... Managerial/leadership reality unitary sensory social mythic unitary FOLLOWER unconstructive FOLLOWER unconstructive sensory Team member’s reality COLLEAGUE acquiescent unconstructive INDEPENDENT social unwilling follower reactive involved TEAM MEMBER mythic user user learner INDEPENDENT

33. Particularly (pure) constructive matches... Managerial/leadership reality unitary sensory social mythic unitary This individual experiences certitude, that is, unless other team members express fear that the leader’s beliefs are heretical. FOLLOWER sensory Team member’s reality social mythic

34. Managerial/leadership reality unitary sensory social mythic unitary This individual strongly supports a charismatic leader’s efforts but strongly opposes calls for radical change. FOLLOWER sensory Team member’s reality social mythic

35. Managerial/leadership reality unitary sensory social mythic unitary This individual gives authority to the leader based upon the leader’s expertise not the person of the leader. sensory Team member’s reality COLLEAGUE social mythic

36. Managerial/leadership reality unitary sensory social mythic unitary This individual is uncommitted, but will use any opportunities provided to advance self-interest. sensory Team member’s reality INDEPENDENT social mythic

37. Managerial/leadership reality unitary sensory social mythic unitary sensory Team member’s reality This individual uses organizational resources to achieve personal self-interests. A mythic individual is likely to respect a strong sensory leader. social mythic INDEPENDENT

38. Managerial/leadership reality unitary sensory social mythic unitary sensory Team member’s reality This individual trusts the leader, cooperates with the leader, and has good communication with the leader. social TEAM MEMBER mythic

39. Particularly (pure) unconstructive matches... Managerial/leadership reality unitary sensory social mythic unitary unconstructive This individual has little respect for the leader, ignores and passively blocks most change efforts. sensory Team member’s reality social mythic

40. Managerial/leadership reality unitary sensory social mythic unitary unconstructive This individual disrespects the leader unless both share common values. This individual is threatened by social values. sensory Team member’s reality social mythic

41. Managerial/leadership reality unitary sensory social mythic unitary This individual accepts power and rules as long as they work. sensory Team member’s reality acquiescent social mythic

42. Managerial/leadership reality unitary sensory social mythic unitary This individual has low regard for the leader, to the point of ignoring the leader’s ideas and values. sensory Team member’s reality unconstructive social mythic

43. Managerial/leadership reality unitary sensory social mythic unitary sensory Team member’s reality This negative individual usually reacts to and counters leadership efforts. social reactive mythic

44. Managerial/leadership reality unitary sensory social mythic unitary sensory Team member’s reality This individual has low regard for the leader. This individual oftentimes goes along while attempting to educate the leader. social unwilling follower mythic

45. Managerial/leadership reality unitary sensory social mythic unitary This individual opposes the leader, unless the leader is strongly facilitative. In this instance, this individual will strongly support the leader. sensory Team member’s reality social involved mythic

46. Managerial/leadership reality unitary sensory social mythic unitary sensory Team member’s reality social This individual uses the leader as a channel to power or as a front for the individual’s self-interests. mythic user

47. Managerial/leadership reality unitary sensory social mythic unitary sensory Team member’s reality social This individual uses the leader as a support for one’s own development. mythic user

48. Managerial/leadership reality unitary sensory social mythic unitary sensory Team member’s reality social This individual does not follow the leader but, due to a love/hate relationship, learns from the leader. mythic learner

49. Managing/leading a team becomes increasingly difficult when team members have varied views of reality …increases the probability of conflict due to the diversity of skills, curiosity levels, and personal openness to change …people tend to stop learning if fear and interpersonal conflict decrease one’s trust and willingness to accept direction

50. This module has focused on... The six modes of change by which managers/leaders “work the organizational issue” by enabling followers to “work the organizational problems”...