Change Management Flashcards
(24 cards)
What is change management?
The management of change and development within a business or similar organization.
Why is change management important?
Change management
advantage, allowing organizations to quickly and effectively implement change to meet market needs
Examples of changes in business environment :
- New government policies
- Demographic changes
- Development in technology
- Changes in trend
- Increased competition
- New product and service
- Sacking people to cut cost
- Outsourcing
- Franchising
- Significant change in law and regulations
- Form a strategic alliance
- Starting business online
- International expansion
Type of change :
-Change structure
Change in authority relationships, coordination mechanisms, centralization vs decentralization, job design, etc.
-Change in technology
The way work is done or methods and equipment used.
-Change in people
Changes in employee attitudes, expectations, perceptions or behaviors
What are the examples of external driving forces?
- Law and regulation
- Society’s Expectations
- Technological advance
- Economic changes
- Performance of competitor
What are the examples of internal driving forces?
- Changes in organization
- Changes in the staff
- introduction of new equipment
Reasons for resistance to change
- Financial costs
- Managerial inertia
- Cultural incompatibility in merges
- Staff attitude
What are the 2 ways of approaches to manage changes ?
- Lewin’s forcefield analysis
2. John kotter’s 8 steps model
What is the first step in Lewin’s Forcefield analysis?
Step 1: Unfreezing
Reduce the forces that are maintaining the status quo (unchanged), dismantling the current mind set.
Arouse dissatisfaction with current state
Activate & strengthen top management support Use participation in decision making
Build in rewards
What is the second step in Lewin’s Forcefield analysis?
Step 2: Transition
Develop new behaviors, values & attitudes, sometimes through organizational structure & process changes & development techniques.
Establish goals
Institute smaller, acceptable changes that
reinforce & support change
Develop management structures for change Maintain open, two-way communication
What is the third step in Lewin’s Forcefield analysis?
Step 3: Freeze
Crystallizing & adaptation of ownership of the new ‘as is’
Build success experiences
Reward desired behavior
Develop structures to institutionalize the change Make change work
Explain Lewin’s Forcefield analysis:
Force Field Analysis is a method to analyse & compare the forces of change. It is a tool that can be used as part of the unfreezing stage to help employees understand the need for change.
What is the first step of John Kotter’s model?
Steps 1 : Establishing a sense of urgency
Sense of urgency may help to spark the initial motivation to get things moving
Identify potential threats, develop scenarios showing what could happen in the future
Examine opportunities that should be, or could be exploited
Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking
Request support from customers, outside stakeholders and industry people to strengthen your argument
What is the second step of John Kotter’s model?
Step 2: Create a guiding coalition
Find effective leaders throughout the organization, don’t necessarily follow the hierarchy
Identify the true leaders and key stakeholders in the organization
Ask for an emotional commitment from these key people
Work on team building within the change coalition
Check the team for weak areas, ensure that the team has a mixed of different departments and levels of the company
What is the third step of John Kotter’s model?
Step 3: Develop a vision and strategy
Clear vision help everyone to understand what ones’ role, and what the change agent is trying to do
Determine the values that are central to the change
Develop a short summary that captures what is the result of change
Create a strategy to execute that vision
Ensure that change coalition can describe the
vision in five minutes or less
Practice the “vision speech” often
What is the forth step of John Kotter’s model?
Step 4: Communicate the change vision
Communicate vision frequently and powerfully and embed it within everything that you do
Talk often about the change vision
Address peoples’ concerns and anxieties, openly
and honestly
Apply the vision to all aspect of operations – from training to performance reviews. Tie everything back to the vision
What is the fifth step of John Kotter’s model?
Step 5: Empower broad
Removing obstacles can empower the people who will be executing the vision, and help change to move forward
Identify, or hire, change leaders whose main roles are to deliver the change
Look at the organizational structure, job descriptions and performance and compensation system to ensure they are in line with the vision
Recognize and reward people for making change happen
Identify people who are resisting the change, and help them see what is needed
What is the sixth step of John Kotter’s model?
Step 6: Generate short-term wins
Give the company a taste of victory early in the change process
Look for sure-fire projects that can be implemented without strong resistance
Do not choose early targets that are expensive
Thoroughly analyze the potential pros and cons of the targets. If it is not being achieved, it will have negative effect on change process
Reward the people who help in meeting the targets
What is the seventh step of John Kotter’s model?
Step 7: Consolidate gains and produce more change
Do not declare victory too early, keep looking for improvements
After every win, analyze what went right, and what needs improving
Set goals to continue building on the momentum you have achieved
Learn about kaizen, the Japanese idea of continuous improvement
Keep idea fresh by bringing in new change agents and leaders for change coalition
What is the eighth step of John Kotter’s model?
John Kotter’s 8 Steps Model
Step 8: Anchor new approaches in the culture
Get company’s leaders to continue their support for change
Talk about progress, success stories of change frequently.
Include the change ideals and values when hiring and training new staff
Publicly recognize key members of the original change coalition and their contribution
Create plans to replace key leaders of change as they move on. This will help to ensure that their legacy is not lost or forgotten.
What is diversity in business?
Diversity is any characteristic, perspective, or approach to work, that different individuals bring to the workplace. It includes visible and non-visible characteristics.
What are the strategies to value diversity ?
Strategies to Value Diversity Ensure everyone is heard Make it safe to propose ideas Give employees authority to make decisions Share credit for success Give constructive feedback Implement feedback from staff
What are the benefits of diveristy?
Benefits of Diversity
Improve marketing and customer service through better understanding & accommodation of diverse customer groups & their needs
Improve employee morale, performance & productivity through equitable workplace practices that select, develop & treat people based on merit & fairness
Improved retention & cost reductions due to lower absenteeism & turnover
Improved ability to attract & recruit top talents
Reduced risk of discrimination lawsuits as a result of more just & non-discriminatory environment
Eligibility for government contracts for which minority or gender-balanced businesses are given preferences
Improved corporate image, which generates public goodwill
What are the reasons Diversity is Important?
Global Demographic Trends – life expectancy of individuals are growing rapidly with technologies advancement in health. Population of working adults are higher
Gender Shifts – no discrimination. Women and men are equally given task in the areas they were restricted before
