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Principles of Management > Chapter 9: Organizational Cultures, Innovations, and Change > Flashcards

Chapter 9: Organizational Cultures, Innovations, and Change Flashcards

1
Q

Define tolerance for ambiguity

A

tolerance for ambiguity is an ability to deal with uncertainty even when events are beyond personal control

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2
Q

Define organizational culture

A

organizational culture is a system of shared beliefs and values guiding behavior (aka corporate culture)

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3
Q

What are strong cultures?

A

strong cultures are clear, well-defined, and widely shared among members

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4
Q

Define socialization

A

socialization is the process through which new members learn the culture of an organization

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5
Q

Define observable culture

A

observable culture is what you see and hear when walking around an organization

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6
Q

What are the main components of organizational culture?

A

o Stories
 Tales about events conveying core values
o Heroes
 People (past and present) who display core values
o Symbols
 Language and other symbols conveying core values
o Rites and Rituals
 Celebration of heroes and events displaying core values

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7
Q

Where is core culture found?

A

core culture is found in the underlying values of the organization

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8
Q

Define core values

A

core values are beliefs and values shared by organization members

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9
Q

Define value-based management

A

value-based management actively develops, communicates, and enacts shared values

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10
Q

Define symbolic leader

A

a symbolic leader uses language and symbols and actions to establish and maintain a desired organizational culture

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11
Q

Define workplace spirituality

A

workplace spirituality involves practices that create meaning and shared community among organizational members

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12
Q

What is an ability to deal with uncertainty even when events are beyond personal control?

A

tolerance for ambiguity

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13
Q

What is a system of shared beliefs and values guiding behavior (aka corporate culture)?

A

organizational culture

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14
Q

What type of culture is clear, well-defined, and widely shared among members?

A

strong cultures

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15
Q

What is the process through which new members learn the culture of an organization?

A

socialization

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16
Q

What is what you see and hear when walking around an organization?

A

observable culture

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17
Q

What is found in the underlying values of the organization?

A

core culture

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18
Q

What are beliefs and values shared by organization members?

A

core values

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19
Q

What type of management actively develops, communicates, and enacts shared values?

A

value-based management

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20
Q

What type of leader uses language and symbols and actions to establish and maintain a desired organizational culture?

A

symbolic leader

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21
Q

What involves practices that create meaning and shared community among organizational members?

A

workplace spirituality

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22
Q

Define innovation

A

innovation is the process of taking a new idea and putting it into practice

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23
Q

What do process innovations result in?

A

process innovations result in better ways of doing things

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24
Q

What do product innovations result in?

A

product innovations result in new or improved goods or services

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25
Q

What do business model innovations result in?

A

business model innovations result in ways for firms to make money

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26
Q

What do green innovation or sustainable innovation do?

A

green innovation reduces the carbon footprint of an organization or its products

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27
Q

Define social innovation

A

social innovation is business innovation driven by a social conscience

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28
Q

Define social entrepreneurship

A

social entrepreneurship pursues innovative ways to solve pressing social problems

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29
Q

Define commercializing innovation

A

commercializing innovation the process of turning new ideas into salable products

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30
Q

What is the first step of commercializing innovation?

A

o Step 1: Idea Creation

 Discovering a potential product or way to modify and existing one

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31
Q

What is the second step of commercializing innovation?(after idea creation)

A

Initial Experimentation

 Sharing the idea with others and testing it in prototype form

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32
Q

What is the third step of commercializing innovation?(after initial experimentation)

A

o Step 3: Feasibility Determination

 Testing the practicality and financial viability of the new product

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33
Q

What is the fourth step of commercializing innovation?(after feasibility experimentation)

A

o Step 4: Final Application

 Commercializing the product for sale to customers or clients

34
Q

Define reverse innovation or trickle-up innovation

A

reverse innovation recognizes the potential for valuable innovations to be launched from lower organizational levels and diverse locations, including emerging markets

35
Q

Define skunkworks

A

skunkworks are special creative units set free from the normal structure for the purpose of innovation

36
Q

What is the process of taking a new idea and putting it into practice?

A

innovation

37
Q

What type of innovation result in better ways of doing things?

A

process innovation

38
Q

What type of innovation result in new or improved goods or services?

A

product innovation

39
Q

What type of innovation result in ways for firms to make money?

A

business model innovation

40
Q

What reduces the carbon footprint of an organization or its products?

A

green innovation or sustainable innovation

41
Q

What type of innovation is a business innovation driven by a social conscience?

A

social innovation

42
Q

What pursues innovative ways to solve pressing social problems?

A

social entrepreneurship

43
Q

What is the process of turning new ideas into salable products?

A

commercializing innovation

44
Q

What type of innovation recognizes the potential for valuable innovations to be launched from lower organizational levels and diverse locations, including emerging markets?

A

reverse innovation or trickle-up innovation

45
Q

What are special creative units set free from the normal structure for the purpose of innovation?

A

skunkworks

46
Q

What does a change leader do?

A

A change leader tries to change the behavior of another person or social system

47
Q

What does transformational change result in?

A

transformational change results in a major and comprehensive redirection of the organization

48
Q

What does incremental change do?

A

incremental change bends and adjusts existing ways to improve performance

49
Q

Define unfreezing

A

unfreezing is the phase during which a situation is prepared for change

50
Q

Define changing

A

changing is the phase where a planned change actually takes place

51
Q

Define refreezing

A

refreezing is the phase at which change is stabilized

52
Q

 What Are the Change Leader’s Responsibilities in unfreezing? (3)

A

o Establishing a good relationship with the people involved
o Helping others realize that present behaviors are not effective
o Minimizing expressed resistance to change

53
Q

 What Are the Change Leader’s Responsibilities in changing? (3)

A

o Identifying new, more effective ways of behaving
o Choosing changes in tasks, people, culture, technology, and structures
o Taking action to put these changes into place

54
Q

 What Are the Change Leader’s Responsibilities in refreezing? (3)

A

o Creating acceptance and continuity for the new behaviors
o Providing any necessary resource support
o Using performance-contingent rewards and positive reinforcement

55
Q

 What Happens When a Change Leader Uses force-coercion strategies?

A

• The results of force-coercion strategies are faster, but low commitment and only temporary compliance

56
Q

 What Happens When a Change Leader Uses rational persuasion strategies?

A

• The results of rational persuasion strategies are compliance with reasonable commitment

57
Q

 What Happens When a Change Leader Uses shared power strategies?

A

• The results of shared power strategies are slower, but high commitment and longer term internalization

58
Q

Define force-coercion strategy

A

force-coercion strategy pursues change through formal authority and/or the use of rewards or punishments

59
Q

What is the difference between direct forcing strategy and political maneuvering?

A

• In a direct forcing strategy, the change agent takes direct and unilateral action to command that change take place while • In political maneuvering, the change agent works indirectly to gain special advantage over other persons to force the change

60
Q

What does direct forcing strategy involve?

A

direct forcing strategy o Involves formal authority or legitimate power, offering special rewards and/or threatening punishment

61
Q

What does political maneuvering involve?

A

political maneuvering involves bargaining, obtaining control or important resources, forming alliances or granting favors

62
Q

Define rational persuasion strategy

A

rational persuasion strategy pursues change through empirical data and rational argument

63
Q

Define shared power strategy (normative re-educative strategy)

A

shared power strategy pursues change by participation in assessing change needs, values, and goals

64
Q

Who tries to change the behavior of another person or social system?

A

change leader

65
Q

What results in a major and comprehensive redirection of the organization?

A

transformational change

66
Q

What bends and adjusts existing ways to improve performance?

A

incremental change

67
Q

What is the phase during which a situation is prepared for change?

A

unfreezing

68
Q

What is the phase where a planned change actually takes place?

A

changing

69
Q

What is the phase at which change is stabilized?

A

refreezing

70
Q

In what phase of planned change does the change leader o Establishing a good relationship with the people involved
o Helping others realize that present behaviors are not effective
o Minimizing expressed resistance to change
?

A

unfreezing

71
Q

In what phase of planned change does the change leader o Identifying new, more effective ways of behaving
o Choosing changes in tasks, people, culture, technology, and structures
o Taking action to put these changes into place
?

A

changing

72
Q

In what phase of planned change does the change leader o Creating acceptance and continuity for the new behaviors
o Providing any necessary resource support
o Using performance-contingent rewards and positive reinforcement
?

A

refreezing

73
Q

Which strategy’s results are faster, but low commitment and only temporary compliance?

A

force-coercion strategy

74
Q

Which strategy’s results are compliance with reasonable commitment?

A

rational persuasion strategy

75
Q

Which strategy’s results are slower, but high commitment and longer term internalization?

A

shared power strategy

76
Q

What pursues change through formal authority and/or the use of rewards or punishments?

A

force-coercion strategy

77
Q

In what form of force-coercion strategy does the change agent takes direct and unilateral action to command that change take place?

A

direct forcing strategy

78
Q

In what form of force-coercion strategy does the change agent works indirectly to gain special advantage over other persons to force the change?

A

political maneuvering

79
Q

What form of force-coercion strategy involves formal authority or legitimate power, offering special rewards and/or threatening punishment?

A

direct forcing strategy

80
Q

What form of force-coercion strategy involves bargaining, obtaining control or important resources, forming alliances or granting favors?

A

political maneuvering

81
Q

What type of change strategy pursues change through empirical data and rational argument?

A

rational persuasion strategy

82
Q

What types of change strategy pursues change by participation in assessing change needs, values, and goals?

A

shared power strategy

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