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Achilles A Armenakis - One of the best experts on this subject based on the ideXlab platform.

  • Change Readiness: A Multilevel Review
    Journal of Management, 2012
    Co-Authors: Alannah E. Rafferty, Nerina L. Jimmieson, Achilles A Armenakis
    Abstract:

    The authors conducted a theoretical review of the change Readiness literature and identified two major limitations with this work. First, while there is substantial agreement about the key cognitions that underlie change Readiness, researchers have not examined the affective element of this attitude. Second, researchers have not adopted a multilevel perspective when considering change Readiness. The authors address these limitations and argue that it is important to incorporate affect into definitions of the change Readiness construct and also when measuring this construct. They then develop a multilevel framework that identifies the antecedents and consequences of individual, work group, and organizational change Readiness. Next, the authors outline the theoretical processes that lead to the development of individual and collective change Readiness. They then review theoretical and empirical evidence to identify the antecedents of change Readiness at the three levels of analysis. Finally, the authors identify a number of suggestions to guide future research seeking to adopt a multilevel approach to change Readiness.

  • creating Readiness for organizational change
    Human Relations, 1993
    Co-Authors: Achilles A Armenakis, Stanley G Harris, Kevin W Mossholder
    Abstract:

    The purpose of this article is to clarify the Readiness for change concept and examine how change agents can influence employee Readiness for organizational change. The article contributes to an improved understanding of change dynamics in four important ways. First, Readiness for change is distinguished from resistance to change. Readiness is described in terms of the organizational members' beliefs, attitudes, and intentions. Second, a model is offered that describes the influence strategies as well as the importance of change agent credibility and interpersonal and social dynamics in the Readiness creation process. Third, by combining urgency of, and employee Readiness for, needed changes, a typology of Readiness programs is offered. Fourth, a large multinational corporation's efforts to create Readiness for large-scale change are described to provide a cogent illustration of the various Readiness interventions described in the model.

Janet G. Lenz - One of the best experts on this subject based on the ideXlab platform.

  • using Readiness assessment to improve career services a cognitive information processing approach
    Career Development Quarterly, 2000
    Co-Authors: James P. Sampson, Gary W. Peterson, Robert C. Reardon, Janet G. Lenz
    Abstract:

    This article begins with a review of the use of Readiness assessment measures as a strategy for improving career services. A 5-step process model for Readiness assessment is then proposed and current Readiness measures are identified. Although considerable research has been conducted on career decision-making Readiness and numerous measures have been developed, there has been limited literature available on the application of Readiness assessment in selecting career interventions to meet specific client needs. This article continues with a theory-based conceptualization of Readiness and then links Readiness assessment to the selection of career interventions designed to meet clients' needs.

  • Using Readiness Assessment to Improve Career Services: A Cognitive Information‐Processing Approach
    The Career Development Quarterly, 2000
    Co-Authors: James P. Sampson, Gary W. Peterson, Robert C. Reardon, Janet G. Lenz
    Abstract:

    This article begins with a review of the use of Readiness assessment measures as a strategy for improving career services. A 5-step process model for Readiness assessment is then proposed and current Readiness measures are identified. Although considerable research has been conducted on career decision-making Readiness and numerous measures have been developed, there has been limited literature available on the application of Readiness assessment in selecting career interventions to meet specific client needs. This article continues with a theory-based conceptualization of Readiness and then links Readiness assessment to the selection of career interventions designed to meet clients' needs.

  • The Viability of Readiness Assessment in Contributing to Improved Career Services: Response to Jepsen (2000).
    The Career Development Quarterly, 2000
    Co-Authors: James P. Sampson, Gary W. Peterson, Robert C. Reardon, Janet G. Lenz
    Abstract:

    This article responds to D. A. Jepsen's (2000) commentary on Sampson et al.'s theory-based approach to using Readiness assessment to improve career services (J. P. Sampson, G. W. Peterson, R C. Reardon, & J. G. Lenz, 2000). Three topics are included in this response: the reliability, validity, and utility of Readiness assessment measures; verbal ability and the use of cognitive information-processing theory in practice; and the potential contribution of reflective evaluation in career decision making. This article concludes with recommended research questions to examine the impact of Readiness assessment on the effectiveness of career service delivery. We are grateful for this opportunity to respond to David Jepsen's (2000) commentary on our Readiness assessment article. The Jepsen commentary provides a stimulus for us to further clarify issues related to Readiness assessment and cognitive information-processing (CIP) theory. Our response begins with a discussion of the validity and utility of Readiness assessment measures in general, the potential limitations in using CIP theory with individuals having limited verbal ability, and the potential contribution of reflective evaluation in career decision making. We conclude with suggested research questions that examine the impact of Readiness assessment on the effectiveness of career service delivery. Reliability, Validity, and Utility of Readiness Assessment Measures Jepsen (2000) raises the issue of variability in the reliability, validity, and utility of existing objective career decision-making Readiness measures and suggests that a subjective assessment system might be equally valid and practical. "The practitioner or receptionist could simply explain the major forms of assistance available to clients (either orally, in writing, or on the computer) and ask them to select the one they think is most appropriate for their learning today" (p. 176). We certainly believe that multiple forms of Readiness assessment should be explored. Three options appear promising: (a) objective decision-making Readiness measures such as the Career Thoughts Inventory (CTI; Sampson, Peterson, Lenz, Reardon, & Saunders, 1996a), (b) self-assessments of Readiness with appropriate recommendations for level of service delivery and suggestions for potentially useful career resources and services, and (c) subjective assessments of Readiness using brief or more comprehensive interviews as Jepsen suggests. The first priority should be for practitioners to use some type of Readiness assessment before intervening with a client to maximize the likelihood of meeting the client's needs in a cost-effective manner. The second priority should be for practitioners to select a Readiness assessment methodology that is appropriate for the client being served and the organization providing the service (refer to our five-step model for using Readiness assessment in practice in Sampson, Peterson, Reardon, & Lenz, 2000). The fact that we currently have more experience with objective measures and we have more validity evidence for this methodology should not discourage practitioners and researchers from experimenting with self-assessment and subjective assessments. The reliability, validity, and utility of self-assessment and subjective evaluations of client Readiness need to be established for practitioners to make informed decisions about Readiness assessment options. Another way of examining the relative merits of objective and subjective assessment is to examine the similarities between interest assessment and career decision-making Readiness assessment. Like Readiness assessment measures, interest assessments show considerable variation in reliability and validity, yet interest measures are widely used in practice. The practitioner's task is to select an interest or Readiness assessment measure that is reliable and valid for the population being served and is congruent with the funding, staffing, and client demand in the organization that delivers the services. …

Kevin W Mossholder - One of the best experts on this subject based on the ideXlab platform.

  • creating Readiness for organizational change
    Human Relations, 1993
    Co-Authors: Achilles A Armenakis, Stanley G Harris, Kevin W Mossholder
    Abstract:

    The purpose of this article is to clarify the Readiness for change concept and examine how change agents can influence employee Readiness for organizational change. The article contributes to an improved understanding of change dynamics in four important ways. First, Readiness for change is distinguished from resistance to change. Readiness is described in terms of the organizational members' beliefs, attitudes, and intentions. Second, a model is offered that describes the influence strategies as well as the importance of change agent credibility and interpersonal and social dynamics in the Readiness creation process. Third, by combining urgency of, and employee Readiness for, needed changes, a typology of Readiness programs is offered. Fourth, a large multinational corporation's efforts to create Readiness for large-scale change are described to provide a cogent illustration of the various Readiness interventions described in the model.

Jeffrey Soar - One of the best experts on this subject based on the ideXlab platform.

  • An Exploratory Study of the Readiness of Public Healthcare Facilities in Developing Countries to Adopt Health Information Technology (HIT)/e-Health: the Case of Ghana
    Journal of Healthcare Informatics Research, 2020
    Co-Authors: Salifu Yusif, Abdul Hafeez-baig, Jeffrey Soar
    Abstract:

    There are myriad of factors used in assessing health information technology (HIT)/e-Health of healthcare institutions in developing countries and beyond. In this paper, we intended to identify and gain a deeper understanding of factors used in assessing HIT/e-Health Readiness in developing countries through the identification of contextual attributes using Ghana as an exemplary developing country. Through in-depth interviews using aide memoire as interview guide, we explored Core Readiness , Engagement Readiness , Technological Readiness , HIT funding Readiness , Regulatory and policy Readiness , Workforce Readiness and Change Management Readiness. We adapted the systematic thematic analysis of qualitative data guide suggested by Braun and Clarke ( 2013 ) and O’Connor and Gibson (Pimatisiwin 1: 63–90, 2003 ) in order to generate codes and build over-arching themes. While Organizational cultural Readiness was found to be a more applicable theme/factor in place of Engagement Readiness and Change management Readiness, Resource Readiness wasalso deemed a more appropriate theme for HIT funding Readiness and Workforce Readiness respectively. A total of 23 factors likely to promote HIT adoption in Ghana and 29 factors capable of impeding HIT adoption in Ghana and potentially in other developing countries were identified. For effective assessment of HIT Readiness factors, there is a critical need for a deeper understanding of their applicability in differing settings. The outcome of this study offers a valuable insight into improving circumstances under which HIT/e-Health is adopted. When effectually carried out, assessment of this nature could be help side-step losses on large money, effort, time, delay and importantly, dissatisfaction among stakeholders while enabling change processes healthcare institutions and communities involved. This study also contributes to the limited literature on HIT/e-Health implementation scenarios while offering basis for theory-building.

  • e-Health Readiness assessment factors and measuring tools: A systematic review
    International journal of medical informatics, 2017
    Co-Authors: Salifu Yusif, Abdul Hafeez-baig, Jeffrey Soar
    Abstract:

    Abstract Background The evolving, adoption and high failure nature of health information technology (HIT)/IS/T systems requires effective Readiness assessment to avert increasing failures while increasing system benefits. However, literature on HIT Readiness assessment is myriad and fragmented. This review bares the contours of the available literature concluding in a set of manageable and usable recommendations for policymakers, researchers, individuals and organizations intending to assess Readiness for any HIT implementation. Objectives Identify studies, analyze Readiness factors and offer recommendations. Method Published articles 1995–2016 were searched using Medline/PubMed, Cinahl, Web of Science, PsychInfo, ProQuest. Studies were included if they were assessing IS/T/mHealth Readiness in the context of HIT. Articles not written in English were excluded. Themes that emerged in the process of the data synthesis were thematically analysed and interpreted. Results Analyzed themes were found across 63 articles. In accordance with their prevalence of use, they included but not limited to “Technological Readiness”, 30 (46%); “Core/Need/Motivational Readiness”, 23 (37%); “Acceptance and use Readiness”, 19 (29%); “Organizational Readiness”, 20 (21%); “IT skills/Training/Learning Readiness” (18%), “Engagement Readiness”, 16 (24%) and “Societal Readiness” (14%). Despite their prevalence in use, “Technological Readiness”, “Motivational Readiness” and “Engagement Readiness” all had myriad and unreliable measuring tools. Core Readiness had relatively reliable measuring tools, which repeatedly been used in various Readiness assessment studies Conclusion Thus, there is the need for reliable measuring tools for even the most commonly used Readiness assessment factors/constructs: Core Readiness, Engagement and buy-ins Readiness, Technological Readiness and IT Skills Readiness as this could serve as an immediate step in conducting effective/reliable e-Health Readiness assessment, which could lead to reduced HIT implementation failures.

Maria Vakola - One of the best experts on this subject based on the ideXlab platform.

  • multilevel Readiness to organizational change a conceptual approach
    Journal of Change Management, 2013
    Co-Authors: Maria Vakola
    Abstract:

    One area of emerging research focuses on Readiness to change, which has a strong impact on many decisions in a change process such as planning, implementation, communication and institutionalization. However, the term 'Readiness' still creates confusion as it is presented in a simplistic way. This conceptual article aims at increasing our understating of Readiness impact on change success by examining various levels of this concept, namely, micro-individual Readiness, meso-group Readiness and macro-organizational Readiness, and their dynamics. This article ends with a discussion of how to create multilevel Readiness to change for both planning and implementing organizational change.