Managing Transitions: Using William Bridges’ Transition Model and a Change Style Assessment Instrument to Inform Strategies and Measure Progress in Organizational Change Management

Purpose: As academic libraries redefine their services and roles within higher education, library leaders are charged to implement transformative changes. The biggest leadership challenge in effecting change is the human element: helping employees to embrace and implement the changes necessary for transformation. This paper describes the change management process used by Butler University Libraries in 2013-14 to migrate to a cloud-based integrated library system that streamlined workflows and drove reorganization. Design, methodology or approach: The library leadership team relied upon two tools to develop strategies for change management and to track progress in employee perceptions of and participation in implementing change: the book Managing Transitions: Making the Most of Change by William Bridges and Susan Bridges and the Ryan Change Style Assessment instrument. Managing Transitions applies the Transition Model of psychological response to change to organizational change management. The model presents three phases of transition: “Letting Go,” the “Neutral Zone,” and “A New Beginning.” The book provides managers with concrete strategies to support employees through these phases. The Ryan Change Style Assessment developed by The Ryan Group, Inc., is one of several instruments available to determine how an individual responds to change. A self-scoring instrument, the Ryan Change Style Assessment identifies four change styles based on scales in four dimensions: preferred role during change (lead-follow, emotional expression (low-high), orientation (people-task), and openness to change (excited-cautious). The results place each respondent into one of four change styles: Initiator, Collaborator, Protector, or Questioner. Supporting documentation provides information the needs and contributions of each style during change. While planning for the system migration, the library leadership team read Managing Transitions and discussed each chapter at biweekly meetings. This reading provided a shared vocabulary for discussing change. Also during the planning phase, all library employees completed the Ryan Change Style Assessment. The results were compiled into a 2 x 2 matrix graphic. Two months before the new cloud-based system went live, we shared the results of the Change Style Assessment at an all-staff meeting and discussed the implications of our overall mix of change styles. Subsequently, the leadership team implemented a pre- and post- system migration exercise to determine employee readiness for and integration into their roles following system migration and reorganization. The exercise used a graphic “map” of the three phases of transition from Managing Transitions. Employees were asked to place a dot color-coded to change style on the map to indicate their current position in the three phases of transition relative to the system migration. The pre-migration map became an essential tool for the leadership team in developing strategies for communication and decision-making. The transition strategies used by the leadership team during the change implementation phase included intentional over-communication of all issues related to the system migration, for both internal and external communications; ceremonial events to acknowledge critical milestones; and increased employee engagement in redefining their roles and position responsibilities. Three months after the system migration, the mapping exercise was repeated to assess progress toward employee integration into their roles using the new system. Findings: In the pre-migration map of staff readiness for the migration showed that ten of 21 employees (47%) placed themselves on the border between the “Neutral Zone” and “A New Beginning”—they were ready for change. Not surprisingly, three of them identified as “Collaborators” and three identified as “Initiators,” the two change styles of the Ryan Assessment that are excited by change. Seven of the employees (33%) placed themselves within the “Neutral Zone.” All four change styles were represented in this group. Four employees (20%)—two Protectors and two Questioners, the styles cautious about change—placed themselves inside or on the border of “Letting Go.” This initial map demonstrated that most of the employees with change styles open to change were ready, while those cautious about change were less likely to feel ready for change. The leadership team used these findings to be more intentional in addressing the concerns of those with these change styles by communicating detailed information about migration tasks, workflow changes as information became available, and to reassure employees that these changes would not result in elimination of positions. The post-migration map showed that twenty of 26 (77%) of library employees positioned themselves in or on the border of the “New Beginning” phase, three (11.5%) positioned themselves within the “Neutral Zone,” and three (11.5%) positioned themselves in the “Letting Go” phase. All of those who placed themselves in the “Neutral Zone” or “Letting Go” phase identified as Questioners or Protectors. Research or practical limitations or implications: The purpose of the pre- and post- system migration maps was to be able to visualize, generally, staff perceptions of their readiness for the system migration by change style. We therefore made the mapping process anonymous, and we did not attempt to draw conclusions about individuals’ progress toward “The New Beginning” phase. Also, the library experienced some staff changes during the period between the creation of the two maps depicting staff “location” relative to the phases of transition; some individuals who participated in the pre-migration mapping exercise did not participate in the post-migration exercise, and vice versa. Conclusions: Used in combination, the model for successful organizational change presented in Managing Transitions and the Ryan Change Style Assessment instrument provided the leadership team at Butler University Libraries with an effective process for minimizing disruption and discord during a transformative system migration. The outcomes we had anticipated include: improved communication through a common vocabulary for change management; better understanding of and ability to leverage individual and collective change styles to improve morale; a smooth migration facilitated by better communication and improved morale; and increased capacity for new library services. The outcomes we did not anticipate include: improved decision-making through balanced change-style composition on teams; institutional recognition of the library organization as a resource for change management; and revitalization of the library organization’s image as a forward-looking, vital resource

[Un]happy Together: Why the Supremacy Clause Preempts State Law Digital Performance Rights in Radio-Like Streaming of Pre-1972 Sound Recordings

Lovers of the music of Frank Sinatra, Elvis Presley, Etta James, and hundreds of other recording artists whose records were made before February 15, 1972, may soon have a hard time hearing these great artists on any satellite or Internet radio service. Recently, two federal district courts have found that state laws were violated when satellite radio broadcaster Sirius XM Radio included pre-1972 sound recordings in its broadcasts without the owners’ permission, but these courts did not consider-–and the parties did not argue-–how the Supremacy Clause applies to those state law claims. This article argues that state laws purporting to grant digital performance rights to pre-1972 sound recordings are necessarily preempted by the Supremacy Clause of the United States Constitution. This article contends that enforcement of those state laws would create a serious obstacle to “the accomplishment and execution of the full purposes and objectives of Congress” in enacting the Digital Performance Right in Sound Recordings Act of 1995 (“DPRA”). The DPRA reflects Congress’ careful balancing of interests and recognition of the need for an easily administrable system of licensing, which Congress established through a complex and comprehensive compulsory licensing system. The Supremacy Clause thus preempts all state laws purporting to require licenses for digital performance rights or payment of royalties for the use of such rights by Internet or satellite radio stations beyond what is expressly provided for in the compulsory licensing system established by the DPRA, because permitting countless owners of individual pre-1972 sound recordings to assert claims for royalties and other damages outside of the compulsory licensing system would frustrate Congress’ goals in establishing that system. Part I of this article provides a brief overview of the federal rights at issue and the (very) brief history of performance rights in sound recordings, noting the absence of any express state law recognition of a performance right in sound recordings throughout most of the 20th century (other than short-lived decisions in two states over seventy-five years ago that focused on notices stamped on records purporting to prohibit a purchaser’s use of sound recordings on radio rather than a true performance right). It is only in very recent cases that courts in New York and California have recognized state law performance rights. However, they did so without considering Supremacy Clause preemption or how any state law performance rights might conflict with the federal statutory compulsory license regime established by the DPRA. Part II of the article explains the relevant legislative history and provisions of the DPRA governing the comprehensive licensing system. That statutory license and rules governing it were established to provide an efficient mechanism for digital Internet and satellite radio services to operate in compliance with their legal obligations. In Part III, the article explains Supremacy Clause doctrine and distinguishes the Supreme Court’s opinion in Goldstein v. California, which rejected a Supremacy Clause challenge to a state record piracy law in 1973. It demonstrates why neither the Court’s decision in Goldstein nor the language of the Copyright Act’s express preemption clause, which exempts state laws governing pre-1972 sound recordings from statutory preemption, precludes conflict preemption under the Supremacy Clause in the context of digital radio services that are subject to the federal compulsory license. Part IV of the article acknowledges that preemption of state law protection for digital performances of pre-1972 sound recordings raises equitable concerns, as it leaves some of this nation’s most treasured musical artists uncompensated for use of their works by Internet and satellite streaming services while the authors of more current works are compensated. However, given the delicate balancing that has gone into Congress’ recognition of a limited digital performance right and creation of a compulsory statutory licensing system, any remedy for the inequity to owners of pre-1972 sound recordings must be left to Congress. Allowing individual courts in individual states to craft a patchwork of inconsistent remedies would disrupt the balance struck by Congress and interfere with the functioning of the compulsory license system for digital sound recording performances. This is a result that the Supremacy Clause does not permit

What’s up with the decline in female labor force participation?

This paper determines that the weaker positive pull of education into the labor market and weaker labor market conditions are the observed factors that contributed the most to the decline in the labor force participation rate (LFPR) between 2000 and 2004 among women ages 25–54. As is typical, however, unobserved factors contributed more than any single or combination of observed factors. Furthermore, if the unemployment rate rebounded to its level in 2000, the LFPR would still be 1.4 percentage points lower than it was in 2000.

Decomposing changes in the aggregate labor force participation rate

This paper presents a simple methodology for decomposing changes in the aggregate labor force participation rate (LFPR) over time into demographic group changes in labor force participation behavior and in population share. The purpose is to identify the relative importance of behavioral changes and population changes as driving forces behind changes in the aggregate LFPR.Labor supply

Employment growth and labor force participation: how many jobs are enough?

This paper demonstrates that, because of declining labor force participation rates, the usual estimates of job creation needed to keep unemployment in check are too high. It is estimated that only 98,000 jobs (rather than the usual goal of 150,000 jobs) need to be created per month to absorb the growing labor force. As the population ages, the labor force will grow even more slowly, and the number of jobs that need to be created will decline. This paper explores the potential implication of this decline in labor force growth on total output along with potential sources of replacement labor to fuel desired growth in the gross domestic product (GDP).

A Polyakov formula for sectors

We consider finite area convex Euclidean circular sectors. We prove a variational Polyakov formula which shows how the zeta-regularized determinant of the Laplacian varies with respect to the opening angle. Varying the angle corresponds to a conformal deformation in the direction of a conformal factor with a logarithmic singularity at the origin. We compute explicitly all the contributions to this formula coming from the different parts of the sector. In the process, we obtain an explicit expression for the heat kernel on an infinite area sector using Carslaw-Sommerfeld's heat kernel. We also compute the zeta-regularized determinant of rectangular domains of unit area and prove that it is uniquely maximized by the square.Comment: 51 pages, 2 figures. Major modification of Lemma 4, it was revised and corrected. Other small misprints were corrected. Accepted for publication in The Journal of Geometric Analysi

Urban Welfare-to-Work Transitions in the 1990s: Patterns in Six Urban Areas

This report focuses on patterns of welfare use and employment for welfare leavers for central counties in each of six metropolitan areas

Cliff top habitats provide important alternative feeding resources for wading birds of conservation importance wintering on non-estuarine coasts

Rocky shores and beaches are important over-wintering areas for non-estuarine waders but have rarely been studied. We examined cliff top habitat use by 6 species of wader over 75 km of coast to assess their potential value as alternative feeding sites to rocky and sandy shores. Both the regional and local survey showed that waders occurred on golf courses and recreational grasslands in higher frequencies than expected but arable and pasture use was lower than expected. We also compared local wader densities on rocky and sandy shores, pastures, golf courses, caravan parks and recreational grasslands over two winters. Sanderling predominantly fed on the beach whereas Oystercatcher, Dunlin, Turnstone and Redshank numbers significantly increased on golf courses and recreational grasslands over the winter period, with pasture being rarely used. General linear models were used to relate environmental factors to the presence and absence of each species on the cliff top habitats. Redshank was the only species that showed a higher probability of occurrence on cliff top habitats at high tide whereas the probability of Turnstone, Oystercatcher and Redshank occurring increased as temperatures declined. Using core sampling, we determined that invertebrate richness and abundance was significantly higher on the recreational grasslands and golf courses than on the pasture or the beach. Our data demonstrated that cliff top habitats are important alternative feeding areas for over-wintering waders in areas where the intertidal is bounded by cliffs. Current management creates short sward, open field habitats with a diverse and abundant invertebrate food supply exploited by waders. Any alterations to the land use of these areas should be carefully considered by planning authorities in light of the fact that they support species that are of conservation concern

Changes in behavioral and characteristic determination of female labor force participation, 1975-2005

For policymakers, identifying the factors contributing to changes in labor force participation over time is important for setting appropriate policy regarding the nation’s productivity. Although the factors contributing to such changes over the past six decades have been well documented, more recent trends in women’s labor force participation beg further scrutiny. ; This article dissects the changes in the labor force participation rate over the past thirty years among women aged twenty-five to fifty-four. Using Current Population Survey data from the Bureau of Labor Statistics, the author focuses especially on the unprecedented 2.7 percentage point decline in women’s participation rate between 2000 and 2005. While changes in the observed behavior of educated women and in characteristics such as the number of young children have contributed to the decline, the results suggest that the largest contributors have been unobserved changes. From a policy perspective, the presence of unobservables is not very satisfying or informative. Nonetheless, the large role of unobservables in determining labor force participation rates suggests that a rebound to participation rates seen in 2000 is not obviously forthcoming or likely to be easily predictable. The next step in studying these trends, the author believes, is further investigation of how labor force participation decisions are made in a family context and how these decisions have changed over time. ; From a policy perspective, the presence of unobservables is not very satisfying or informative. Nonetheless, the large role of unobservables in determining labor force participation rates suggests that a rebound to participation rates seen in 2000 is not obviously forthcoming or likely to be easily predictable. The next step in studying these trends, the author believes, is further investigation of how labor force participation decisions are made in a family context and how these decisions have changed over time.Women - Employment

Changes in the aggregate labor force participation rate

This paper presents a simple methodology for decomposing changes in the aggregate labor force participation rate (LFPR) into demographic group changes in both participation behavior and population shares. Changes in population shares dominated behavioral changes in the historical evolution of the aggregate LFPR