Module 4&5 Flashcards
(35 cards)
Explain Kurt Lewinsky phases of change
A three stage process allowing for organizational change. Unfreezing, change, freezing.
Unfreezing
Involves overcoming inertia and dismantling the existing mind set. This involves getting over initial defense mechanism that people exhibit to avoid making a change.
Change
Typically a period of confusion and transition in which People are unsure about the change and what happens in the future
Freezing
The new mindset of the change begins to become the standard, and people’s comfort levels return to normal
Proactive change
Shifting or transitioning of individuals, teams, and organizations from a current state to be desired future state before being incited by an event
Reactive change
Shifting or transitioning of individuals, teams and organizations from a current state to a desired future state in response to an event.
4 elements of Change management
Recognizing the changes in the broader business environment
Develop the necessary adjustments for the company’s needs
Train employees on the appropriate changes
Win the support of employees
Key enablers to change
- Transparency and effective communication
- Effective education and training
- Personal counseling
- Monitoring the implementation
- Generic strategy
Human capital management
Staffing, training and professional development, compensation, safety and health, employee and labor relations
Human resource forecasting an organization’s human resource needs
Demand factors (how many workers do you need? How many qualified workers do you have?) supply factors (seasonal employees, interest rates/expansion plans, exchange rates/global, competitor forecast, industry growth, economic forecast)
Management bridges the gap between operational strategy and HR
True
HR management
Process of hiring, developing, motivating, and evaluating employees to achieve organizational goals. The goals and strategy of the firm’s business model form the basis for making HR management decisions.
Organizational change
Company’s structure, strategy, policies, procedures, technology or culture. The change can be planned or swiftly unexpected
Structural change
Has to do with changes in overall formal relationships within an organization.
Technological change
Adjustment to existing or implementation of new technologies
Culture change
Refers to adjustments to the typical patterns of thinking abs behaving within an organization
Leadership strategies for change in organizations
Cost strategy that aligns with vision. Communicate effectively, empower employees, counter resistance, support employees, track progress
Connors leadership styles
Anti-change leader, rational leader, panacea leader, bolt on, integrated leader, continuous leader
Rational leader
Control change with logical planning
Panacea leader
Communicate and motivate
Bolt on
Add change to another project
Integrate leader
Integrate human and cultural concerns with the strategy itself.
Continuous leader
Consistent engagement of employees
Creating a sense of urgency to facilitate change
Before creating the change, creating this urgency will make employees engage in implementing the change. This is done by communicating with employees on the importance of this change
