Review of: Constructive Deviance: Striving Toward Organizational Change in Healthcare

In: Business and Management

Submitted By whatsupmdt25
Words 1005
Pages 5
Review of: Constructive deviance: striving toward organizational change in healthcare

In this scholarly article review I will be describing the article titled “Constructive deviance: striving toward organizational change in healthcare”. This article was written by Dana L. Robbins and Bella L. Galperin from The University of Tampa and published in the Journal of Management and Marketing Research. Their purpose in writing this article is to examine and illustrate how organizational change can be brought on by constructive deviance in the healthcare workplace. It also explores the factors that relate to constructive deviance among physicians. In this article the authors use information from various academic references to support their theories. They also conduct this study with a focus primarily on physicians.
This article starts of by introducing what workplace deviance is. In this article antisocial behavior, workplace aggression, organizational retaliation, and employee deviance are all used to describe behaviors generally regarded as workplace deviance. The article goes on to state that very little research has been done that examines the positive aspects of workplace deviance. One of these positives aspects is the occurrence of constructive workplace deviance. This article states that constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization. The authors explore the belief that unlike much of the field of organizational behavior which focuses on managerial dysfunctions, such as resistance to change, constructive deviants can play a central role in facilitating organizational change. (Robbins & Galperin, 2010)
The authors of this article go on to give an in depth look into what constructive deviance is. It states that the management literature has…...

Similar Documents

Managing Deviant Behavior and Resistance to Change

...I. INTRODUCTION Constructive deviance is becoming increasingly important in businesses today. What some people may not know is that it can bring about positive changes. Unlike much of the literature on workplace deviance which focuses on dysfunctional behavior such as antisocial behavior and workplace aggression, constructive deviants are employees who break the rules and norms but intend to benefit the organization. These individuals can play a key role in creating an organizational change and serve as future change agents. Given the increasing discussion on health care reforms, this paper explores the factors that relate to constructive deviance among physicians. Finally, practical implications and future research directions are discussed. II. Introduction Workplace deviance has generally been used to describe the following behaviors: antisocial behavior (Giacalone & Greenberg, 1997), workplace aggression (O’Leary-Kelly, Griffin & Glew, 1996), organizational retaliation (Skarlicki & Folger, 1997), and employee deviance (Robinson & Bennett, 1995). Although previous research has increased our understanding of the harmful effects of deviance within organizations, little research has examined the positive aspects of deviance. Constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization (Galperin, 2003). Constructive deviance is becoming......

Words: 3588 - Pages: 15

A Literature Review Organizational Change

...Organizational change is a process where organizations going through a transformation revising their mission, structure and strategy to maintain its competitive edge in the eternal market variation. (Moran & Brightman 2001). Organizational Change Management (OCM) are concluded as a framework for the change leader reacting against the force of change and manage the resist to change towards a success of the organizational effectiveness (Sirkin, Keenan & Jackson 2005) . Recent literature review shows that Globalizations(Stace & Dunphy 2001), economy (Hempel & Martinsons 2009) , cultural (Gail 2009), knowledge competency(Coghlan & Coughlan 2004), quality(Bissett 2004), Information technology and Managerial Innovation (Waddell at el 2011) are the major context as a force of change. The aim of this essay is to examine the organizational change literature from 2000 to 2012 especially on the change leader’s skills in OCM across the context and the supplementary skills that vague in the literature additionally extend the new ways of approaching the changes. Study in Stace and Dunphy (2001) research tells that growth in globalization (radical and transformational) leading to cultural changes (Incremental) and demands innovation thinking in total quality management with the aids of information technology and knowledge management. According to Stace and Dunphy (2001) too, the style of change Management(collaborative, consultative, directive or coercive) were collaborated with......

Words: 1436 - Pages: 6

Organizational Change

... This process of understanding the transformations that occur within some organizations is one of critical thinking and discovery. In addition, it provides a deeper perspective of how organizational stakeholders serve as change agents and improve the leadership abilities within the community. The organizational change that was examined over the course of this study was one connected to the request by York County SC community members. They wanted assistance in eradicating the high dropout rate. After reports from the SC Department of Education that the dropout rate in York SC was increasing, United Way of York County began to take a harder look at the educational needs of the local residents. This final paper will examine the dynamics of change to include the content, process and context of that change as well as the community reaction toward that change. Finally, I will share some of the conclusions and recommendations of how this change affects the structural configuration of programs and organizations. Significance of the Problem The United Way of York County, which was established in 2005, was previously viewed as a funding agency that provided support to partner and community agencies. However, in 2010, the South Carolina Department of Education conducted its annual educational review and noted that there was an increase in the dropout rate for York County. This increase became a call to action for the community. There was a request to serve more youth in the......

Words: 5220 - Pages: 21

Organizational Change Part Ii

...Organization Change Plan Part II Crystal Robinson HCS/587 Implementing Organizational Change Introduction Most successful companies or organizations view organizational change as a necessary process for the company's existence. How the organizational change is implemented and how the implementation is managed, should be done in such a manner that demonstrates the skillfulness and usefulness of the product or service. Management has to create strategies for the implementation of change that would make employees comfortable and acceptable of the change. It is predictable for employees in a company or organization to be resistant to change. Doing something that is different or uncommon for any individual may cause resistance because it is unknown. This is why how change is implemented matters and how management handles the implementation is relevant to the success of the change. This paper will focus on strategies for implementing change in a Correctional facility as it related to inmate access to healthcare. The paper will describe different assessments and evaluations used to monitor the process of inmate healthcare access. Community techniques and resources will also be defined in this paper, along with additional organizational resources relative to the process, systems, personal, and professionals roles in the organization. Strategies for Changing Inmate Access to Healthcare Access to health care in the correctional institutions in Maryland are limited. ...

Words: 1642 - Pages: 7

Organizational Change

...customization of the material. Pfeiffer also recognizes the remarkable power of new technologies in expanding the reach and effectiveness of training. While e-hype has often created whizbang solutions in search of a problem, we are dedicated to bringing convenience and enhancements to proven training solutions. All our e-tools comply with rigorous functionality standards. The most appropriate technology wrapped around essential content yields the perfect solution for today’s on-the-go trainers and human resource professionals. w w w. p f e i f f e r. c o m Essential resources for training and HR professionals S Best Practices in Leadership Development and Organization Change S S S Best Practices in Leadership Development and Organization Change How the Best Companies Ensure Meaningful Change and Sustainable Leadership Louis Carter David Ulrich Marshall Goldsmith Editors Copyright © 2005 by John Wiley & Sons, Inc. Published by Pfeiffer An Imprint of Wiley 989 Market Street, San Francisco, CA 94103-1741 No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance......

Words: 29274 - Pages: 118

Organizational Change 1

...Organizational Change Plan Part I Tericka Small HCS/587 Laura Rainey Organizational Change Plan Part I The proposed organizational change plan is designed for One Core Health. In a way to advance the facility, health care information must improve. Understanding the need for change is essential to the success of change. Electronic Medical Record Implementation (EMR) has become necessary at One Core Health. Having patients checked in and ready to see their providers at the scheduled appointment time not only allows the providers the time they need to assess and care for the patient, but also leads to patient satisfaction (Anderson, Commacho & Balkrishnan, 2007). This organizational change plan will examine the need in One Core Health for EMR implementation; identify factors that will influence the change. A theoretical model that is relative to EMR implementation and resources will be identified as well as internal and external resources to assist in the change will be explained. The Affordable Care Act includes mandates for electronic medical records (EMRs) and the ability to e-prescribe. In an effort to support this transition, the government has allocated $20 billion to enable healthcare institutions to develop and implement health information systems (Moreland, 2012). One Core Health still use the old fashioned method of the patient having to fill out tons of paperwork before each scheduled appointment. Each patient is supposed to arrive 15 minutes before......

Words: 1090 - Pages: 5

Organizational Change

...Change leader should have??  Power: to legitimize change  Pain: Personal Stake, Commitment and ability to support change  Vision: Total in-depth view  Performance Management: Ability to reward/confront  Sacrifice: Pursue change despite personal price Effective change leaders do?  Embrace change when it’s needed  Communicate effectively  Develop a vision for change.  Shake things up by challenging status quo and encouraging others to do the same  Stay Actively Involved by walking the walk and being visible about it.  Direct, Review Implementation of change - continued participation - never done attitude. Be in position to notice and coach. Three Stages is in Change. UNFREEZING Create a sense of urgency – offer a compelling reason why change is needed Form a coalition with enough power to lead the change Create a new vision to direct the change, and strategies for its achievement Communicate the vision throughout the organization CHANGE/ MOVEMENT Empower others to act by encouraging risk-taking and creative problem-solving Plan for, create, and reward short-term “wins” that move toward the new vision Consolidate improvements, reassess changes, and make adjustments REFREEZING Reinforce the changes, show relationships between new behaviors and success Model of Change. ASSESS CHANGES & SHIFTS ENVIRONMENT, ORGANIZATION, DEPARTMENT FIND PERFORMANCE GAPS SIGNIFICANT? MOTIVATED TO ACT? DIAGNOSE ORGANIZATIONAL PROBLEMS...

Words: 325 - Pages: 2

Organizational Changes

...their "subjects" as co-researchers (e.g., Elden & Chisholm, 1993; Israel, Schurman & Hugentobler, 1992) most action research is based upon the logical positivist paradigm (Sussman & Evered, 1978) which treats social and psychological reality as something fundamentally stable, enduring, and "out there". Appreciative inquiry, however, is a product of the socio-rationalist paradigm (Gergen, 1982, 1990) which treats social and psychological reality as a product of the moment, open to continuous reconstruction. While appreciative inquiry has caught the attention of many organization development (OD) consultants and scholars (Bushe & Pitman, 1991; Curran, 1991), we are not aware of any published empirical research on its effects as a method of change. One form of action research common in organization development is team development interventions that rely on the collection and feedback of data to aid groups in developing more effective group forms and processes. In this study we develop a team building intervention based on the principles of appreciative inquiry and use a controlled, laboratory study to assess its impact on conventional measures of group process and team outcomes in comparison to a traditional team development intervention and a "placebo". The study uses a classically positivistic methodology to assess the impact of a socio-rationalist method of inquiry on action. This may seem, at first, to contradict the very essence of appreciative inquiry (as described......

Words: 8562 - Pages: 35

Understanding Emotions in Organizational Change - Change Management

...UNDERSTANDING EMOTIONS IN ORGANIZATIONAL CHANGE Table of Contents 1. Abstract 3 2. Introduction 3 3 Relating Emotions and Identity and Change 4 3.1 Emotions and Identity connection 4 3.2 Continuous Change Challenges Identities 5 3.3 Identity Work and Emotion in Change 6 3.4 Organizational change and Emotions 7 4. Counter Productive Emotion Management 8 4.1 Display Rules 8 4.2 Change Roles and Obligations 9 4.3 Interpersonal Influence 9 5. Guidelines for managing emotions during change 9 6. Discussion 10 7. Conclusion 11 8. References 12 Abstract Change is endemic. It is rapid, and often has significant implications. Change has become the norm rather than the exception, leading organizations through fundamental change processes still poses a major challenge to management. Emotional reactions are often viewed as one of the obstacles to successful change. In this paper I re-conceptualize the emotional experience of change through an identity lens, guided by the question of how and why organizational changes tend to be experienced emotionally. Firstly, I argue that continuous organizational changes are experienced emotionally. Secondly, I view identity as constructed from experiences relating a person to his/her world. I argue that organizational change alters such relationships which form our identity. And third I assume that as outcome of such disruptive changes,......

Words: 3679 - Pages: 15

Organizational Change

...Journal of Change Management Vol. 5, No. 4, 369 –380, December 2005 Organisational Change Management: A Critical Review RUNE TODNEM BY Queen Margaret University College, Edinburgh, UK ABSTRACT It can be argued that the successful management of change is crucial to any organisation in order to survive and succeed in the present highly competitive and continuously evolving business environment. However, theories and approaches to change management currently available to academics and practitioners are often contradictory, mostly lacking empirical evidence and supported by unchallenged hypotheses concerning the nature of contemporary organisational change management. The purpose of this article is, therefore, to provide a critical review of some of the main theories and approaches to organisational change management as an important first step towards constructing a new framework for managing change. The article concludes with recommendations for further research. KEY WORDS : Critical review; theories and approaches Introduction Change management has been defined as ‘the process of continually renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers’ (Moran and Brightman, 2001: 111). According to Burnes (2004) change is an ever-present feature of organisational life, both at an operational and strategic level. Therefore, there should be no doubt regarding the importance to any organisation of...

Words: 5198 - Pages: 21

Organizational Change

...Contents 1.0 Introduction 2 1.1 What is Change and Change Management 2 2.0 Literature Review 4 2.1 Drivers of change 4 2.1.1 Globalisation to change 4 2.1.2 Education to Change 4 2.1.3 Technology to change 4 2.2 The Process of managing change 5 2.2.1 Force Field Analysis on Change 5 2.2.2 Lewin’s Change Model 6 3.0 Change Management 7 3.1 John Kotter: Leading Change in today’s business 7 Urgency growth 8 Build Guiding Team 8 Getting Right Vision 8 Communicating for buy-in 9 Empower Action 9 Creating Short-term wins 9 Don’t Let Up 9 Make Change Stick 10 4.0 Conclusion 11 References 12 1.0 Introduction 1.1 What is Change and Change Management The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking. “Albert Einstein”. Basically, definition of change is to make or create something different. Indeed, change happens to two reasons which are change for better or worse. Moreover, change means a movement from current state to a transition and a future state. In fact change happens all around the world such as in our community, work and at home. (Thomas G. Cumming, 2009) Figure 1: Change structure, Source: (Change Management Tuitorial , 2014) In fact, change happens everywhere even in companies therefore, all companies come up with change management in order to control changes which are internal and external. Basically, change management focused to provide a......

Words: 3707 - Pages: 15

Organizational Change

...Institutional affiliation Types of health care organizational structure Holarctic structure: it is a form of governance in which authority and decision-making are distributed throughout a group of the self-organizing team rather than a management hierarchy. Traditional hierarchy/ vertical organizational structure: it is a type of governance where power flows vertically upwards. Employees follow a chain of command. The head of the organization gives the final decision. Flat/horizontal organization: it has few or no level of middle management. Well-trained workers are more productive when it comes to decision making other than close supervision by many layers of the organization. Importance of strategic model Developing strategic management models helps in defining various roles of departmental teams assist in driving the organization forward. It also helps the organization keep track of its mission, vision, and values. The model also helps in ensuring maximum use of the organization resources towards its development and growth. Depending on the structure of governance an organization takes, it always aims to accomplish its mandate(Crowell, 2011). Achieving change There are eight basic steps to achieve change in an organization First define stakeholder and organization needs: support and engage people in the team on the importance of change. Address their motivation, both emotional and practical needs, and their readiness to change. This would help in crafting......

Words: 1368 - Pages: 6

Changes in Healthcare

...Change is the pervasive element of society, of today’s health care environment, and of life. Change is inevitable in healthcare. Many changes can be seen in the perspicacity of patients, changes in practice models and skills, evidenced-based practice, and even educational requirement (Huber, pg 5). For example, between the years 1750 and 2000, healthcare in the United States evolved from a simple system of home remedies and traveling doctors with little training to a complex, scientific, technological, and organizational system (Randolph, pg. 336). Prior to 1800, medicine in the United States was a "family affair." Women were expected to take care of illnesses within the family and only on those occasions of very serious, life threatening illnesses were doctors summoned. The practice of midwifery (attending women in childbirth and delivering babies) was a common profession for women, since most births took place at home. Until the mid-18th century, Western medicine was based on the ancient Greek principle of "four humors"; blood, phlegm, black bile, and yellow bile. Balance among the humors was the key to health. Disease was thought to be caused by too much or too little of the fluids. The healing power of hot, cold, dry, and wet preparations, and a variety of plants and herbs, was also highly regarded. When needed, people called on "bone-setters" and surgeons, most of whom had no formal training (Randolph, pg. 337). Based on these simple practices, we have been able to......

Words: 790 - Pages: 4

Organizational Change

...A Process for Changing Organizational Culture Kim Cameron University of Michigan Business School 701 Tappan Street Ann Arbor, Michigan 48109 734-615-5247 To be published in Michael Driver (Ed.) The Handbook of Organizational Development 2004 2 A Process for Changing Organizational Culture Kim Cameron University of Michigan Much of the current scholarly literature argues that successful companies--those with sustained profitability and above-normal financial returns--are characterized by certain well-defined external conditions. These conditions include having (1) high barriers to entry (e.g., the difficulty of other firms entering the market, so few, if any, competitors exist), (2) nonsubstitutable products (e.g., others cannot duplicate the firm’s product, and no alternatives exist), (3) a large market share (e.g., the firm can capitalize of economies of scale and efficiencies by dominating the market), (4) buyers with low bargaining power (e.g., purchasers of the firm’s products become dependent on the firm because they have no other alternative sources) (5) suppliers with low bargaining power (e.g., suppliers to the firm become dependent because they have no other alternative customers), (6) rivalry among competitors (e.g., incentives to improve are a product of rigorous competition), and (7) rare products or services (e.g., offering something that no other company provides) (Porter, 1980; Barney, 1995). Unquestionably, these are......

Words: 7375 - Pages: 30

The Role of Management in Managing Organizational Change a Comparative Review

... CETM11 Portfolio item 1 –A comparative literature review This is worth 30% of your module The following learning outcomes are assessed: Knowledge 1. A critical appreciation of the nature of research and the goals of academic reading, information searching and communication. 2 A critical appreciation of the clarity, scientific approach and structure of academic writing. This item will allow you to get feedback on skills that you need to help with the Research Plan in Portfolio item 2. TASK You are required to do a comparative literature review of the following topics (you may need to customise the title to include the domain) Choose one of the following topics on which to do a comparative literature review (word limit 2000 words): * The impact of personality traits of the project leaders in project success * Managing change management * Communication skills and project success * Network security and social networking * The role of effective IT management strategies in organisations * Assessing risks in home and public access wireless networks * Ethics in the design of business applications You may find the Q5 technique useful to map out the structure of each paper before you do the review. The task You will select a topic then find two or more academic papers that address the topic. You are required to write a comparative review of the topic from the perspective of these papers. This may require you to examine several schools of......

Words: 945 - Pages: 4

Viyah 70 Km (2013) HDRip Punjabi Movie Watch Online Free | 1x06 Legacies | Frederick Lau