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Transcript of Leading Culture Change- A Case Study of Organizational …/media/D097554C98C740F5A... · ·...
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Leading Culture Change- A Case Study of Organizational Change Presented by:
Brian R. Brauer, Ed.D.Associate Director
University of Illinois Fire Service Institute
2017 NFPA Conference & Expo
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“We understand the science of fighting fires,
but we do not understand the science of people
fighting fires.” (TriData, 1996)
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What are you expecting to learn from this presentation?
Two primary ways to learn:1. Informational2. Transformational
— Please ask questions— Please apply & share
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Gavin Horn, PhDDirector of Research
Mechanical Engineering
Denise Smith, PhD, FACSMProfessor, Skidmore College
Kinesiology – Exercise Physiology
Terry Von Thaden, PhDHuman Factors Research
AssociateGSLIS– Human Factors
Richard Kesler, MSResearch Scientist
BioEngineering
Brian R. Brauer, EdDIFSI Associate Director
Organizational Culture and Change
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• Eagle Scout• Illini Emergency Medical Services (1990- present)• Edge-Scott FPD (1992-2015); RN/TNS (1997-present)• University of Illinois Fire Service Institute (2000-present)
— Fire Fighting Program Director (2000), Assistant Director (2006)— Associate Director for Infrastructure and Special Projects (2011)
• Pro Board Fire Service Professional Qualifications System (2013-present)
• Education:— BSN, UIC, Nursing— Ed. M., UIUC, Global Human Resource Development— Ed. D., UIUC, Educational Policy and Organizational Leadership
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• Vrije University, NL• Integrated Command Post Communications• National Safety Culture Change Initiative (NSCCI)• Firefighter Safety Through Advanced Research
(FSTAR)• Fire Department Organizational Culture: A Burning
Need for Change?
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1. Introduction2. Literature Review3. Research Methods4. Research Setting5. Findings6. Conclusions
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• 48% reduction in civilian deaths from fire since America Burning (Comparing Bland, 1973 to NFPA, 2014)
• 54% reduction in the number of fires overall (Comparing Bland, 1973 to NFPA, 2014)
• Firefighter fatalities unchanged (Bland, 1973; Daniels, 2005; Peterson et al, 2010)
• Firefighter fatalities increased (Pessemier, 2008)• Firefighter injuries increased (Brennan, 2011;
Peterson et al, 2010; Houdous et al, 2004)
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• An instrumental case study• A fire department that
underwent significant positive change at the same time as they experienced a fireground LODD in 2011
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• I stumbled across the concept on a ridealong.• What is the first Life Safety Initiative?• What is the empirical evidence that we have a
cultural problem?• What is the empirical evidence that our current
solutions are working?
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The peculiarities of organizations such as the fire service “justify the special attention of researchers to the culture and identity of these … organizations.” (Soeters, 2000, p. 466)
“Firefighter fatalities are closely linked to unsafe practices and a fire service culture that is not fully committed to safety.” Cross, 2010, p. 266.
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Cultural Change, LEO, Military Culture
Culture, O
rganizational Culture, values
This Study
Fire Service Org Culture, FF LODD reports and analyses, Fire Service calls for cultural
change
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All behaviors, ideas, attitudes, and values shared by a group that are being transmitted to new and future members of
the group. It is influenced by history, uniforming, facilities, vocabulary, leadership, and management within the
organization. Compton, 2003
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System of assumptions and basic values which distinguish one group from
another, and orients the group’s choices.
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• 250 mile radius• Fireground, non-medical LODD • NIOSH investigation• 2003-2012• USFA• IFLODD• Screening for change
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• History of the Impacted Fire Department• Family Ties• Three Episodes/Mini-cases
— “Smoke Divers”— Very Similar nearby Illinois Downtown Fire, 1997— Leadership Change
• LODD 6/2011
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RQ 1: What were the Modes of Implementation of the organizational culture of the fire department in 2010?RQ 2: What were the Modes of Implementation of the organizational culture of the fire department in 2015?RQ 3: Did the Modes of Implementation of the department change from 2010 to 2015?
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• Observation forms• Document review forms• Digital recorder• Interview question guide• Member checking• Triangulation• Quote verification
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• Coding: Compared Modes of Implementation at two slices in time— RQ1- 2010— RQ2- 2015
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• 28 Modes of Implementation grouped into 6 categories— Typical Day— Member Requirements/Onboarding (6 MOI)— External (6 MOI)— Emergency Responses (4 MOI)— Officer Empowerment (7 MOI)— Training (4 MOI)
29
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• Typical Day at the Department • General Comments• Used to frame the times that the study was
looking at.• Intentional avoidance of the specific day of the
death and events immediately prior and subsequent to.
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• Career O Qualifications• Career FF Qualifications• POC O Qualifications • POC FF Qualifications• POC Participation • Initial Training (Career & Paid on Call)
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• Accountability System • Fire Responses• Volunteer Responses• Medical Responses
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• Compartment Standardization• Interagency Partnerships• Automatic Aid• Mutual Aid• ISO
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• Preplanning• Inspections• Investigations• Fire Prevention/ Public Education• Equipment• NFIRS Reporting• Apparatus
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• Driver Training/Familiarization• Company/Shift Training• Departmental Training• Interagency Training
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• Change DID occur, but I wouldn’t have understood the HOW of the change without an ethnographic approach— First Order— Second Order— LODD v. Leadership Change
• Using MOI was a valid method of analysis• The Model performed better than expected• Validated Chief Compton’s definition of fire
department organizational culture
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So What?
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For HRD:• Role of leadership in cultural change• Validation of MOI as a unit of measure for change• Value of case study research in HRD• Applicability of Gagliardi’s model for entrenched cultures
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• Organizational cultural change is possible in fire departments via cultural incrementalism
• This model can be utilized for FD Organizational Culture Change studies
• Definition can help create consistency for future studies
• Shows the impact of strong leadership on fire department organizational culture
• MOIs are a valid point of comparison for culture• Some MOIs have a deeper impact than others
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• Case studies are inherently limited in generalizability.
• Did not discuss the day/events of LODD• Credibility• Transferability• Dependability• Confirmability/objectivity
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• Use model for a prospective study of change• How much of the change “stuck”?• Validate Secondary Strategy level of model for
FD Org Change• Repeat in a department that experienced
change but didn’t have an LODD• Repeat in a department that had an LODD but
didn’t experience positive organizational change
• Connect back to a change towards a “safety” or HRO culture
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2017 NFPA Conference & Expo