Changes employed in order to improve dimensions of performance

How Do We Get There From Here?

In this study described above, not only the outcomes of improvement actions were investigated but also the means. Means are the type of changes employed in order to improve dimensions of performance. The eight means or types of change are identified below.

1. Modification of perceptions and attitudes is an attempt to change emotions, beliefs, values, and attitudes by increasing the information flow to people, a task accomplished by explaining policies, instituting staff meetings, keeping an open office door, and other such communications mechanisms.

2. Modification of the authority system is aimed at increasing the responsiveness of management, and at improving authority relations, decision processes, and communication systems. Attempts to modify the formal chain of command, clarification of authority relations, delegation, the development of policy teams, reassignment of supervisory responsibility, are examples.

3. Structural reorganization is simply a reorganization of the system. It means changing such things as size of the unit, staffing procedures, physical arrangements, or budgeting processes.

4. The process of measurement and evaluation involves setting goals and objectives, measuring progress, and evaluating results. It is reflected by the implementation of management by objectives, management information systems, and program planning and budgeting.

5. Modification of work methods through technology entails changes in equipment, work methods, control systems, forms and tracking devices, and work processes. It is most often reflected by attempts at automation and might include computerizing placement procedures, receipt posting, case tracking, and reporting processes.

6. Retraining and replacement are people changes. Personnel may be taught new skills as a result of redefined duties, responsibilities, and job qualifications. Replacement activities include hiring, firing, and other forms of personnel replacement.

7. Modification of the workflow usually involves rearrangement of units or jobs so that the path or sequence of workflow is altered. Examples include separating unlike units or jobs, putting similar units or jobs together, and delegating routine parts of a job to new paraprofessionals. Such changes often modify intergroup relationships.

8. The final means or type of change is introducing a new program. Such innovation usually involves new products or services. (Robert F. Mager and Peter Pipe, 1984.)