Unit 3.8 - Change Management Flashcards
What is the change agent role?
Change agent is an HR manager who acts as a catalyst for change within an organization.
What are the crucial factors to successful change efforts?
- Having a change sponsor - ex. someone from top leadership
- Creating a shared need for change
- Creating a shared vision - what will the change look like in the long run?
- Mobilizing commitment - all members should be on board
- Changing systems and structures - plan appropriately
- Monitoring progress
- Making change last
What are the forces of change?
Forces driving change:
Internal forces (ex. new tech, desire for alternate schedules, changing work values)
Environmental forces (ex. competition, resource availability)
Forces resisting change:
Individual resistance (ex. fear of the unknown, new learning)
Organizational resistance (ex. threat to the power structure, sunk costs and vested interests)
What are the 3 kinds of organizational change?
- Developmental change - best for minor to moderate improvement (ex. skills, methods, processes), low potential for resistance
- Transitional change - slow transition to a new state
- Transformational change - complete overhaul; mission, vision, and culture are affected, high potential for resistance; paradigm shift
What are the targets of change?
Individual personality - ex. change attitude for one employee
Dyad - between two people
Group - ex. specific team
Work teams
Entire organization
Organizational structure
Organizational strategy
What is Kurt Lewin’s Force Field Analysis?
There are two force fields that cause change
Driving forces (ex. financial incentives, pressure from supervisor, intrinsic satisfaction)
VS.
Restraining forces (ex. physical exhaustion, peer resistance, mechanical difficulties)
Change occurs when the forces pushing in one direction are greater than the forces pushing in the opposite direction
In between the two is an Equilibrium Point (balance; happy common ground)
What is Dalton’s Change Model?
Change will not occur unless there is sufficient pain and tension to motivate it.
- generalized goals–> specific objectives
- former social ties –> new relationships
- self doubt –> heightened self esteem
- external motives for change –> internal motive for change
What is J. Kotter’s 8 step process for leading organizational change?
Organizational leaders can affect change by following a sequence of steps:
Steps:
1. Create a sense of urgency and justification for the change.
2. Build a leadership team or coalition to guide the change.
3. Formulate a strategic vision and initiatives to reach it.
4. Communicate the vision and its benefits to generate support.
5. Empower action and remove barriers to change.
6. Generate short-term wins early in the process to build momentum.
7. Be patient and persistent to sustain and accelerate progress.
8. Institutionalize changes to ensure their permanence
What are the 4 factors of overcoming resistance to change?
- Education and Communication - informing employees of where the company is going and what’s in it for them
- Reinforcement - positively reinforcing behavior relating to change
- Peer group - especially effective for culture changes; one of the most used methods, but time consuming to get a group of people on board
- Inspiration of one’s personal example - using an influential change agent in the organization
What is the Action Research Model?
- Problem recognition
- Data gathering
- Feedback of data to target group
- Data discussion & diagnosis
- Action planning
- Action
- Data gathering
- Feedback of data to target group
- Data discussion & diagnosis
- Action planning
- Action
- Process continues
6 step repeating process
What are learning organizations?
Organizations need to develop and acquire new skills, technologies, and products, or they may become obsolete and lose their competitive position.
Five building blocks:
* Systematic problem solving - procedure for analyzing problems
* Experimentation - trial and error
* Learning from past experience
* Learning from others - learning vicariously and adopting strengths
* Transferring knowledge - relying on mechanisms that collect info and making sure learning is passed down to others
What is the organization life cycle?
Entrepreneurial Stage:
* Identify & develop new products
* Establish market niche
Growth Stage:
* Need for leadership
* Collective effort of team to achieve production goals
Maturity Stage:
* Establish formal procedures
* Implement control measures
Elaboration Stage:
* Weed out inefficiencies
What is transfer of training & diffusion?
Foster positive organizational and individual transfer of training via:
* Model the behavior
* Demonstrate usefulness and need
* Practice in the moment
* Evaluation, feedback, and rewards
Diffusion - allows for training or intervention and its benefits to spread throughout the organization, producing alike changes in other departments.
