3.10 MANAGING STRATEGIC CHANGE Flashcards

(72 cards)

1
Q

When does change occur in a business?

A

When a business changes its structure, size or strategy to respond to internal or external influences – May be necessary to help a business meet aims/objectives – Can either cause opportunities or threats – Must be managed carefully to ensure an increase in competitiveness

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What is ‘critical path analysis’ and what does it show?

A

Technique to be efficient – Sets out all individual activities that make up a larger project – Shows order in which activities should be done – Shows which activities can only take place once others are done – Shows which activities can be done simultaneously to reduce time – Shows when resources will be needed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What is ‘critical path’?

A

Route through the CPA which has no ‘float’ (spare time)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Layout of every node (‘critical path analysis’)

A

Circle in 3 sections – Left: Node No. – Top right: EST – Bottom right: LFT

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

What does the ‘Earliest Start Time’ show and what is its aim?

A

Shows earliest time an activity can start, based on previous task completion – Aims to identify resource timing for orders and scheduling

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

How to work out the ‘Earliest Start Time’ (EST)

A

Take EST for previous task and add task duration – Always pick highest number if between 2 tasks

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What happens when a task depends on two simultaneous tasks?

A

EST will be the time of the longest task – Project cannot proceed until all dependencies are completed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What does the ‘Latest Finish Time’ show and what is its aim?

A

Latest time a task can finish without delaying the project – Delays will impact the overall schedule

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

How to work out the ‘Latest Finish Time’ (LFT)

A

Worked out backwards from end of the network – Always choose longest duration if tasks are simultaneous

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What do the arrows mean in CPA?

A

Show which task you are undertaking and duration before it

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Advantages of CPA

A

Keeps business organised – Shortens overall project time – Improves focus – Increases efficiency – Enables just-in-time planning

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Disadvantages of CPA

A

Only a starting point – Relies on estimations – Ignores external influences – Can be too complex – Time-consuming

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What is a ‘FLOAT’?

A

Delay in CPA

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

FLOAT Calculation and preference

A

LFT (after task) - Duration - EST (before task) – Less float = better

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

How to identify the critical path

A

0 float = critical path – No delay possible

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What does a line with a cross through it mean in CPA?

A

Critical route through the project

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Method to remember ‘path crossers’

A

Lowest on way back – Highest on way there

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

What is CPA dependent on?

A

Labour and resource availability – Lead times – Seasonal factors (e.g. dry weather)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

What can a business do if a project is delayed?

A

CPA helps assess impact – May shift staff to delayed activity – Extra labour/overtime/outsourcing can help but costs more

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Define ‘culture’

A

The way we do things around here – Affects business operations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Contextual example of business culture

A

Google – Unique HQ in Zurich with slides and pets – Unique culture

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

What aspects of a business does culture affect?

A

Decision making – Organisational structure – Communication – Leadership – Attitudes toward work

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Aspects of Handy’s Cultural Model

A

Task – Role – Power – Person

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Explain ‘Task’ in Handy’s Cultural Model

A

Emphasis on achieving outcomes through teamwork and cooperation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Explain 'Role' in Handy’s Cultural Model
Clear rules/procedures define roles – Hierarchical structure – “Not my job” mindset
26
Explain 'Power' in Handy’s Cultural Model
Control held by a few key individuals
27
Explain 'Person' in Handy’s Cultural Model
High autonomy – Innovation and risk-taking encouraged – Failure not punished
28
Features of Hofstede's Culture Model
Individualism/collectivism – Masculinity/femininity – Power distance – Uncertainty avoidance
29
How is Hofstede's Culture Model used?
Countries scored out of 100 for each feature – Averages calculated
30
Define Individualism and Collectivism
Individualism: personal self-interest – Collectivism: teamwork for mutual benefit
31
Define Masculinity and Femininity
Masculine: assertive, power/money-focused – Feminine: relationships and care-focused
32
Define Power Distance Index
Attitude toward equality and formality in organisation
33
Define Uncertainty Avoidance
Extent to which rules/regulations ensure smooth business and employee confidence
34
Influences on organisational structure
Mission/objectives – Leader priorities – Societal norms – Ownership/size – Geographical scope – Competitive environment
35
Reasons for changing organisational culture
New owners/leaders – New corporate objectives – Growth (e.g. mergers) – Market response
36
Types of change
Internal – External (PESTLE) – Incremental (small improvements) – Disruptive (rapid/unexpected)
37
Define Incremental Change
Small improvements over time
38
Define Disruptive Change
Rapid and unexpected change – All at once
39
Internal techniques of managing change
Identifying project champion – Establishing project groups
40
Describe layout of Lewin’s Force Field Model
Driving forces vs. resisting forces – Task in the middle
41
What does Lewin’s Model help identify?
Source of most resistance
42
Value of change
Engage customers – Seize opportunities – Compete better – Meet changing customer needs
43
Define a flexible organisation
Can quickly respond to change
44
Actions to improve flexibility
Restructuring workforce – Delayering hierarchy – Flexible employment contracts
45
Define Delayering
Removing levels within hierarchy
46
Define Restructuring
Changing workforce organisation
47
Model by Kotter and Schlesinger
Reasons for Resistance to Change
48
4 reasons for resistance (Kotter and Schlesinger)
Prefer status quo – Parochial self-interest – Different assessment – Misunderstanding/fear
49
Define 'Prefers the status quo'
Stakeholders happy as is – Resist change
50
Define 'Parochial self-interest'
Stakeholders fear personal loss from change
51
Define 'Different assessment'
Stakeholders believe there's a better approach
52
6 methods to overcome resistance (Kotter & Schlesinger)
Education/communication – Negotiation – Facilitation/support – Participation – Manipulation – Coercion
53
Define 'Education and communication'
Explain reason, process, and expected outcome of change
54
Define 'Negotiation and agreement'
Bargain and compromise with stakeholders
55
Define 'Facilitation and support'
Provide resources/skills to boost confidence
56
Define 'Participation and involvement'
Give stakeholders ownership in process
57
Define 'Manipulation and co-option'
Use project champions with incentives to influence others
58
Define 'Explicit and implied coercion'
Force change through – Last resort
59
Define Brand Dilution
Core brand loses strength due to lack of focus after too many acquisitions
60
Contextual example of failed strategy
MySpace – Lost to Facebook – No monetisation – Tech stagnation – Downfall
61
Advantages of planned strategy
Forward-looking – Clear direction – Communicable – Reliable via managers
62
Disadvantages of planned strategy
May lack flexibility
63
Define Emergent Strategy
Develops over time – Responds to internal/external change
64
Advantage of Emergent Strategy
Greater flexibility
65
Disadvantage of Emergent Strategy
Frequent change may reduce stakeholder confidence
66
Define Strategic Drift
Strategy fails to adapt to changes – Becomes unfit
67
Reasons for Strategic Drift
Ignoring internal/external change
68
Define Divorce of Ownership and Control
Owners differ from decision-makers
69
Impact of Divorce of Ownership and Control
Conflicting interests between owners and managers
70
Define Corporate Governance
Policies/procedures for business control – e.g. transparency/reporting
71
Advantage of Contingency Plan
Reduces chance of crisis
72
Disadvantage of Contingency Plan
Hard to plan for unknowns