The development and validation of a change agent identification framework

The main aim of the research project was to develop a change agent identification framework, to be used by organisational change management specialists to identify change agents more effectively in large organisations moving forward. To date, little research has been conducted regarding the role and identification of change agents in large organisations. In the context of the research project, the sample of change agents used, referred to employees affected by the change, spread across the organisation, assisting in communicating key messages and ensuring that their peers become change ready. A thorough 12-step empirical research process was followed, which included both a qualitative and quantitative approach. The qualitative process consisted of the development of a change agent identification framework, comprising of four dimensions, each with supportive information and/or items. The aim of the quantitative process was to empirically test the personality trait dimension of the framework with a sample group of 27 change agents and 135 employees influenced by a transformation process. This was to determine which change agent personality traits has a positive impact/effect on employee change readiness levels during transformation. Through a rigorous analysis process, only the phlegmatic, persuasive and optimistic personality traits resulted in having some positive effect on employees during a transformation process. In support of these findings, the literature study findings as well as the qualitative empirical research findings indicated that the persuasive and optimistic personality traits need to form part of a change agents’ personality profile. The phlegmatic personality trait was not evident throughout all literature findings. The literature and empirical results contributed towards a comprehensive understanding of the way in which individuals should be identified as change agents in large organisations. The developed framework should assist industrial and organisational psychologists in the future to identify individuals as change agents, more efficiently. Recommendations were made on the future expansion of a knowledge base for organisational change agents.Industrial and Organisational PsychologyD. Com. (Industrial and Organisational Psychology

Vermeerdering tulp in weefselkweek: een werkbaar protocol

De veredeling van tulp gaat traag door de lange generatietijd en door langzame vermeerdering op het veld. Een veredelingsprogramma van tulp duurt al snel 25 jaar. Dit kan aanzienlijk verkort worden door vermeerdering in weefselkweek. Er is nu een werkbaar protoco

The factorial validity and reliability of a change agent identification assessment tool

The main aim of the research project reported on here was to validate and test the reliability of the developed change agent identification assessment tool to be used by organisations to identify change agents more effectively in large organisations undergoing change, with a view to providing improved support to employees and ensuring more effective change management in such organisations. An initial change agent identification framework was developed by Van der Linde-de Klerk (2011) and this served as the foundation for the development of an assessment tool. Because minimal research has been conducted on identifying change agents in large organisations, it was deemed important to provide organisations with a tool to help them identify these individuals correctly. A sample group comprising 239 change agents participated in the quantitative research and completed the newly developed change agent identification questionnaire. The proposed questionnaire consists of three dimensions, namely willingness, commitment and personality traits. Participants indicated the ideal attributes in each dimension that they require to operate as change agents. The dimensions are based on the theoretical change agent identification framework that was developed. The results of the validity and reliability analysis indicated that the questionnaire can be used with confidence to select change agents. Change agents can typically be employees, managers, personnel practitioners, organisational development consultants or employee or union representatives. The developed scale showed positive reliability and validity results

The development of a change agent identification framework for South African change agents

The main aim of this research project was to develop a theoretical change agent identification framework that could enable organisational change management specialists to identify change agents more effectively in large organisations that are undergoing change. To date, little research has been conducted into the best way to identify change agents. Change agents can play a significant role in effectively assisting co-employees to adapt to change and in eliminating resistance. The sample of change agents utilised in this research project comprised employees at a large South African utility organisation who were affected by change themselves but nevertheless helped to communicate key messages to other affected employees and supported them throughout the change process. These change agents played a significant role in helping to develop a comprehensive change agent identification framework that focuses on those elements to be taken into account when selecting individuals in an organisation to serve as change agents. A thorough 12-step empirical research process which included both a qualitative and a quantitative approach was followed. The qualitative process and results constitute the focus of this article. The literature findings contributed towards a comprehensive understanding of the role of change agents, as well as of the elements that should form part of a change agent identification framework to be used as a basis for selecting change agent

Vermeerdering tulp in weefselkweek: een werkbaar protocol

De veredeling van tulp gaat traag door de lange generatietijd en door langzame vermeerdering op het veld. Een veredelingsprogramma van tulp duurt al snel 25 jaar. Dit kan aanzienlijk verkort worden door vermeerdering in weefselkweek. Er is nu een werkbaar protoco

A Painful Finger as First Sign of a Malignancy

Introduction: Bone metastases are frequently seen in patients with malignancies, but only 0.007% to 0.3% of these metastases are located in the hand or foot. In 16%, the metastasis is the first manifestation of a malignancy. These acrometastases have a poor prognoses with a median survival of 6 months. Treatment is usually palliative and consists of radiation or amputation. Case Description: An 83-year-old woman was seen with pain and swelling of the right middle finger since 3 months. A radiograph of this finger showed a lytic lesion of the proximal phalanx. A metastasis, primary bone tumor, or osteomyelitis was considered. Because of a radically resected colon carcinoma in patient’s medical history, the carcinoembryonic antigen level was analyzed and proved to be elevated. Computed tomography scan of thorax and abdomen showed 2 (primary) pulmonary tumors with mesenteric metastases. Patient refrained from further analysis and treatment of these lung tumors. However, because of persistent pain the right middle finger was amputated. Pathological examination of the finger confirmed the diagnosis of an adenocarcinoma most likely to be a metastasis of lung cancer. Lung cancer is in most cases responsible for metastases in the hand. Conclusion: Acrometastasis may be the first manifestation of malignancy. Given the poor prognosis, early diagnosis is important to offer adequate treatment. Delay of appropriate treatment can adversely affect the quality of life in these often preterminal patients. This case report could contribute to a (more) rapid recognition of acrometastases as patients with acrometastases are often presented to specialists who do not frequently deal with cancer