Change Management Flashcards

Question

Incremental Change - Risk of organizational inertia

Answer 1

- Consolidation of processes and strategies despite changing market conditions - Increasingly like-minded employees and managers Inertia: structural, cultural --> success in stable markets, failures when market shift voir page 30

Answer 2

- Fundamental reorganization of a company - Reconceptualization of organizational goals, strategies and identity - Redefinition of mission and core values - Reorganization, restructuring of relationships

Answer 3

- Loss of identity - Professional and emotional strain - High „social costs“ (people getting fired) - Organizational burnout - Lack of understanding of new markets and business segments

Answer 4

1. Inkcemental change 2. Fundamental change page 35 voir graph

Answer 5

voir graph 36

Answer 6

- Set clear priorities for substantial change processes - Successful manage change processes by dealing with „soft“ factors

Answer 7

1. Unfreeze: Preparing for change by challenging the status quo. Driving forces push for change, while restraining forces resist it, creating instability. 2. Change: New behaviors and processes are introduced. Progress is non-linear due to resistance but gradually stabilizes 3. Refreeze: The change is reinforced and solidified. Leadership plays a key role in sustaining the new state

Answer 8

1. No sense of urgency 2. No guiding coalition 3. No change vision 4. Very low level of vision communication 5. No removal of resistance to change 6. No planning and rewarding of short-term wins 7. Too early declaration of success 8. No reinforcement of changes in the organizational culture

Answer 9

1. Establish a sense of urgency 2. Create a guiding coalition 3. Create a new vision to direct the change 4. Communicate the vision 5. Empower others to act on the vision 6. Plan for, create, and reward short-term wins 7. Consolidate the improvements and adjust new programs 8. Reinforce the changes in the organization

Answer 10

Resistance is any kind of behavior in reaction to the pressure of changing the status quo which tries to maintain the status quo Management experiences resistance as all employee activities which aim at stopping, delaying or modifying the change

Answer 11

1. Individual sources 2. Organizational sources

Answer 12

- Habits - Safety needs - Economic factors - Fear of the unknown - Selective information processing

Answer 13

- Structural inertia - Threat to experience - Threat to established power relationships - Threat to established resource allocations

Answer 14

The emotional stages employees go through during change. Initially, they feel optimistic but become insecure and doubtful as challenges arise. Without support, this can lead to frustration and resignation. However, if managed well, employees regain hope, recognize opportunities, and ultimately accept and commit to the change. The "Check" phase emphasizes the need for addressing concerns to facilitate a positive transition. voir graph page 47

Answer 15

- Education and communication (e.g., one-on-one and group discussions, presentations, memos and reports) - Participation and involvement (regarding design and implementation) - Facilitation and Support (e.g., training, additional free time, listening and emotional support) - Negotiation and agreement (e.g., offer incentives) - Manipulation and co-optation (e.g., giving a desirable role in the change process to a resistance-driving employee) - Explicit and implicit coersion (e.g., job losses and promotions)

Change Management Flashcards

(39 cards)