Alles wat je wilde weten over onderzoek op het randje is nu beschikbaar nu in de Podcastafette van het lectoraat Change Management. Onderzoekers bevragen hun collega-onderzoekers over verwaarloosde lijven, vuige roddels, films, recruitmers, corporate activism, studenten op de speelvloer, onzekerheid en organisatieadviseurs. Voor meer info, bezoek ons op https://lectoraatchangemanagement.nl/ Afleveringen: De Change Management Podcastafette – Trailer. Sep 2022 1 min 17 sec https://open.spotify.com/episode/7bPkuaKMRhIyuUvTnx5tkV Jacco van Uden "Woede is een goede indicator dat je iets raakt.": Jacco interviewt Sandra van Kolfschoten. Oct 2022 34 min 41 sec https://open.spotify.com/episode/1rnhRikdakAVZ30DtCuBQh Jacco van Uden, Sandra van Kolfschoten Onderwijstheater, docent-zijn en mens-zijn: Sandra interviewt Paul. Nov 2022 28 min 48 sec https://open.spotify.com/episode/4YD7pBQeoD1zSZIOfjL90c Sandra van Kolfschoten, Paul de Regt "Wat biedt adviseurs houvast?": Paul interviewt Fer. Dec 2022 32 min 35 sec https://open.spotify.com/episode/3ejNiHo0FjxkbNlHSWTDpl Paul de Regt, Fer van den Boomen "In mijn onderbroek voor het publiek...". Fer interviewt Marjolijn. Dec 2022 31 min 7 sec https://open.spotify.com/episode/0aeBSDpf60VCOItGIWis8k Fer van den Boomen, Marjolijn Zwakman Zegt taalgebruik iets over intelligentie? Marjolijn interviewt Zunaica. 10 jan 2023 32 min 6 sec https://open.spotify.com/episode/3LQ6ZLvrikaykXBT1K1xWJ Marjolijn Zwakman, Zunaica Phillips ZORG-verlenen, dragen, bieden, maar what about ZORGESTHETIEK?: Zunaica interviewt Tom. 30 jan 2023 32 min 53 sec https://open.spotify.com/episode/3IkCNXMe9Ugs6Nkms7SXuo Zunaica Phillips, Tom Maassen Critical Thinking aan de hand van film: Tom interviewt Wypkje. 14 feb 2023 26 min 40 sec https://open.spotify.com/episode/3a5dOklLgJCtjyo0qz0MZV Tom Maassen, Wypkje van der Heide Fictie mag gewoon praten over het gehandicapte lichaam: Wypkje interviewt Andries. 21 feb 2023 38 min 24 sec https://open.spotify.com/episode/6J99bEzYUq7bKW159iicUi Wypkje van der Heide, Andries Hiskes Not trial and error, but refusal and acceptance: Andries interviewt Ohad. 8 maart 2023 36 min 55 sec https://open.spotify.com/episode/46PolQqr4GGvwd1hKXY6CS Andries Hiskes, Ohad Ben Shimon I'm still confused but on a higher level now: Ohad interviewt Jacco. 20 maart 2023 34 min 33 sec https://open.spotify.com/episode/7CcBI5racoT4kaiWyZgHFt Ohad Ben Shimon, Jacco van Uden Hoe dragen activisten bij aan een rechtvaardige samenleving? En wat kunnen organisaties (en studenten) hiervan leren?: Zunaica interviewt Hanane. 4 april 2023 30 min 49 sec https://open.spotify.com/episode/0qfI6GYHsZLsELUm75Rvz8 Zunaica Phillips, Hanane Abaydi
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The purpose of this paper is to investigate how resistance to change might be a consequence of differences in professional discourse of professional groups working together in a change program.
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Educational change often fails due to its complexity: differing, even contradictory factors, agents, goals, norms or beliefs are involved. Too often practitioners, researchers and educators try to reduce or even ignore tensions, paradoxes and uncertainties and search for clear procedures and the one and only best solution in achieving the foreseen change. In this article, we discuss a valuable theoretical framework from organizational science, paradox theory, to understand why many change efforts fail and how to enhance the effectiveness and sustainability of change. We propose that (1) educational change is characterized by complexity; (2) that change therefore is inherently associated with tensions and paradoxes; (3) that paradox theory can help to understand and improve complex educational change by 3a) providing a lens to recognize, label, and acknowledge paradoxes and their interactions and 3b) investigate how to handle these paradoxes to foster effective and sustainable educational change (i.e. to find a dynamic equilibrium). Based on these important lessons we propose a three-step model to investigate and improve educational change processes.
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Insider ethnographic analysis is used to analyze change processes in an engineering department. Distributed leadership theory is used as conceptual framework.
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The purpose of this paper is to investigate how strategic vision of change is communicated by managers and how this affects the discourse behavior of service engineers. The case study describes the consequence of variations in professional discourse of managers and employees (mostly engineers) working together in a public housing foundation.
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Behaviour Change Support Systems (BCSS), already running for the 10th time at Persuasive Technology, is a workshop that builds around the concept of systems that are specifically designed to help and support behaviour change in individuals or groups. The highly multi-disciplinary nature of designing and implementing behaviour change strategies and systems for the strategies has been in the forefront of this workshop from the very beginning. The persuasive technology field is becoming a linking pin connecting natural and social sciences, requiring a holistic view on persuasive technologies, as well as multi-disciplinary approach for design, implementation, and evaluation. So far, the capacities of technologies to change behaviours and to continuously monitor the progress and effects of interventions are not being used to its full potential. The use of technologies as persuaders may shed a new light on the interaction process of persuasion, influencing attitudes and behaviours. Yet, although human- computer interaction is social in nature and people often do see computers as social actors, it is still unknown how these interactions re-shape attitude, beliefs, and emotions, or how they change behaviour, and what the drawbacks are for persuasion via technologies. Humans re-shape technology, changing their goals during usage. This means that persuasion is not a static ad hoc event but an ongoing process. Technology has the capacity to create smart (virtual) persuasive environments that provide simultaneously multimodal cues and psycho-physiological feedback for personal change by strengthening emotional, social, and physical presence. An array of persuasive applications has been developed over the past decade with an aim to induce desirable behaviour change. Persuasive applications have shown promising results in motivating and supporting people to change or adopt new behaviours and attitudes in various domains such as health and wellbeing, sustainable energy, education, and marketing. This workshop aims at connecting multidisciplinary researchers, practitioners and experts from a variety of scientific domains, such as information sciences, human-computer interaction, industrial design, psychology and medicine. This interactive workshop will act as a forum where experts from multiple disciplines can present their work, and can discuss and debate the pillars for persuasive technology.
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As it becomes clear that climate change is not easily within the boundaries of the 1990's, society needs to be prepared and needs to anticipate future changes due to the uncertain changes in climate. So far, extensive research has been carried out on several issues including the coastal defence or shifting ecozones. However, the role spatial design and planning can play in adapting to climate change has not yet been focussed on.This book illuminates the way adaptation to climate change is tackled in water management, ecology, coastal defence, the urban environment and energy. The question posed is how each sector can anticipate climate change by creating spatial designs and plans. The main message of this book is that spatial design and planning are a very useful tool in adapting to climate change. It offers an integral view on the issue, it is capable in dealing with uncertainties and it opens the way to creative and anticipative solutions. Dealing with adaptation to climate change requires a shift in mindset; from a technical rational way of thinking towards an integral proactive one. A new era in spatial design and planning looms on the horizon. © Springer Science+Business Media B.V. 2009.
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Inleiding verandermanagement gebaseerd op IOV model. Boek behandelt ook de meets gangbare methoden zoals de kleuren van de Caluwe en het 8 stappenplan van J. Kotter
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In this entry communicating organizational change will be discussed. Organizational change is one of the most published topics within business and organizational studies and communication during organizational change received a lot of attention as well. In this entry episodic, top-down change approaches versus continuous, developmental approach of organizational change will be discussed, also the distinction between information and relational aspects of communication during change.
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This paper conducted a preliminary study of reviewing and exploring bias strategies using a framework of a different discipline: change management. The hypothesis here is: If the major problem of implicit bias strategies is that they do not translate into actual changes in behaviors, then it could be helpful to learn from studies that have contributed to successful change interventions such as reward management, social neuroscience, health behavioral change, and cognitive behavioral therapy. The result of this integrated approach is: (1) current bias strategies can be improved and new ones can be developed with insight from adjunct study fields in change management; (2) it could be more sustainable to invest in a holistic and proactive bias strategy approach that targets the social environment, eliminating the very condition under which biases arise; and (3) while implicit biases are automatic, future studies should invest more on strategies that empower people as “change agents” who can act proactively to regulate the very environment that gives rise to their biased thoughts and behaviors.
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