Mgt 3310-Chapter 10-Organizational Change

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Benchmarking

Back 1

A process by which a company compares its performance with that of high-performing organizations.

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Proactive change

Back 2

Planned changes involves making carefully thought-out changes in anticipation of possible or expected problems or opportunities

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Reactive change

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Making changes in response to problems or opportunities as they arise

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Technology

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Any machine or process that enables an organization to gain a competitive advantage in changing materials used to produce a finished product.

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Adaptive change

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reintroduction of a familiar practice – the implementation of a kind of change that has already been experienced within the same organization.

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Adaptive change

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This form of change is lowest in complexity, cost and uncertainty

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Innovative change

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The introduction of a practice that is new to the organization.

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Innovative change

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This form of change involves moderate complexity, cost, and uncertainty, and is likely to trigger some fear and resistance among employees

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Radically innovative change

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This type of change is the most complex, costly and uncertain, and is felt as extremely threatening to managers’ confidence and employees’ job security.

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Kurt Lewin

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This researcher developed a model of three stages of organizational change

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3

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How many stages are in Kurt Lewins’s change model?

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Unfreezing stage

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In this stage of change managers try to instill in employees the motivation to change, encouraging them to let go of attitudes and behaviors that are resistant to innovation.

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Unfreezing stage

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In this stage of change employees need to become dissatisfied with the old way of doing things and managers also need to reduce the barriers to change.

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Changing stage

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In this stage of change employees need to be given the tools for change

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Refreezing stage

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In this stage of change employees need to be helped to integrate the changed attitudes and behavior into their normal ways of doing things.

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John Kotter

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As an expert in leadership and change management, this person believes that to be successful organizational change needs to follow eight steps to avoid the eight common errors senior management usually commits

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Establish a sense of urgency

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What is Kotter’s first step for leading organizational change?

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Anchor new approaches in the culture

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What is Kotter’s last step for leading organizational change?

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Kurt Lewin’s change model

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John Kotter’s eight steps for leading organizational change closely correspond with what other stage-model of change?

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OD Organization Development

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A set of techniques for implementing planned change to make people and organizations more effective

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Change agent

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A consultant with a background in behavioral sciences who can be a catalyst in helping organizations deal with old problems in new ways.

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Managing conflict, revitalizing organizations and adapting to mergers

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Name the three things that OD can be used for?

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Fundamental Change (not temporary improvements)

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Managers and consultants using OD are looking for what type of change?

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Processes

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With OD the important thing is to focus on _____, not the static boxes and diagrams of an organization chart.

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Diagnosis, intervention and evaluation

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What are the three stages of the OD process?

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Diagnosis

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This stage of the OD process answers the question “what is the problem?”

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Intervention

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This stage of the OD process answers the question ”what shall we do about it?”

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Evaluation

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This stage of the OD process answers the question “how well has the intervention worked?”

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Intervention

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The attempt to correct the diagnosed problems

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Survey feedback, process consultation, team building, inter-group development and techno-structural activities

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Name 3 of the 5 OD activities for implementing change

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Survey feedback

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In this OD method for implementing change a questionnaire is distributed to employees to ascertain their perceptions and attitudes. One done meaningful results from the survey are communicated back to employees.

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Team building

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In this OD method for implementing change work groups are made to become more effective by helping members learn to function as a team.

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Intergroup development

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In this OD method for implementing change attempts are made to achieve better cohesiveness among several work groups, not just one.

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Technostructural activities

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In this OD method for implementing change the concern is with improving the work technology or organizational design with people on the job.

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Process consultation

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In this OD method for implementing change is concerned with the consultant working with and not for the client to help an organization to jointly address organizational problems

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Factors to determine the success of an OD intervention

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Readiness for change, management support, realistic expectations, access to organization’s resources and multiple interventions are all factors for what?

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Product innovation

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A change in the appearance or the performance of a product or a service, or the creation of a new one.

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Process innovation

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A change in the way a product or service is conceived, manufactured or disseminated

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Incremental innovations

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The creation of products, services or technologies that modify existing ones.

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Radical innovation

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The creation of products, services or technologies that replace existing ones.

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Four

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According to Harvard management scholar Rosabeth Moss kanter, innovation has how many characteristics?

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Innovation

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Innovating is an uncertain business, people closes to the innovation know the most about it, at least initially

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“Innovating is an uncertain business”

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When you’re innovating, progress is difficult to predict, and the ultimate success of your endeavor is always somewhat in doubt

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Provide right organizational culture, provide appropriate resources and provide the correct reward system

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What are the three ways to encourage innovation to make it happen over and over

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3

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How many steps are there for fostering innovation?

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Second

Back 46

Gaining allies by communicating your visions comes from what stage in fostering innovation?

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Third OR Last

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Overcoming employee resistance & empowering and rewarding them to achieve progress comes from what stage in fostering innovation?