nested hierachies and change

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Refer to the case study (ATTACHED) – Servant leadership: a case study of a Canadian health care innovator

  1. Make a substantiated argument for multi-level change interventions. In other words, Explain how the individual, relational, group (team), organizational, and industry/country levels worked interdependently to change the entire system. Which level do you believe provided the greatest leverage for Cowan? Explain.
  2. Discuss the importance of long-term perspectives, shared values, a vision – Refer to the Simon Sinek video (above); how does the Golden Circle (i.e., the brain, biology/neurology) apply to this case?
  3. Discuss the ultimate outcomes for the brand image (i.e., favorable and unique characteristics, attributes) and financial strengths (i.e., assets, revenues, costs, etc.).
  4. What internal (i.e., norms, intergroup relations, individual mindsets, etc.) and external factors i.e., government, industry, macro) led to this need for episodic change?
  5. Outline and describe the change process used by Cowan; how does it compare to Lewin’s model?
  6. Rooting your argument in the case, explain how the national and/or state culture (Canada) of St. Michael’s Health Care influences its capacity for innovation and change. How might this case be different if it was nested in the U.S.?

APA formatting, proper in-text citations.

Please provide at least 2 references (not including the case) with initial post pertaining to organizational change as a system (i.e., multiple levels, internal and external groups, country, etc.). After your references, please attach PDF files or include permalinks to your articles.




The reading for this week has been selected to provide you with insights on the concept of hierarchies to help you grasp the notion of organizations as both:

  1. A combination of interacting sub-systems (individuals, groups, populations)
  2. A subsystem (embedded/nested) within a larger system of industry and/or nation-states
  • This case is a perfect example of leading transformational change through servant leadership. You will see the importance of dealing with individuals, relationships, groups, and the organizational mission, vision, values, and strategy. This is a great example of episodic change. You will also notice the importance of process (how) the changes (what) came about through Cowan’s leadership influence and earned respect, and not misusing formal authority.

Poole, M. S., & Van de Ven, A. H. (Eds.). (2004). Handbook of Organizational Change and Innovation. Oxford University Press. ISBN: 978-0195135008

DeGraff, J., & Quinn, S. (2007). Leading Innovation: How to Jump Start Your Organization’s Growth Engine. NY, NY: McGraw -Hill Professional

  • Read Chapter 3 of Leading Innovation & Change.

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