Mgt 6681 Ch. 1

Front 1

Independent variable (IV)

Back 1

Cause of change in the dependent variable

Front 2

Dependent variable (DV)

Back 2

Something to explain or predict- ex. satisfaction or performance

Front 3

Theory

Back 3

How and why variables are related and conditions which they should or should not be related

Front 4

Hypothesis

Back 4

Prediction about variables. Positive, negative, and linear (none)

Front 5

Mediator variable

Back 5

Explains why

Front 6

Forces

Back 6

Who is this for?

Front 7

Stakholder

Back 7

Someone with an interest

Front 8

Lead

Back 8

What to say to change views to implement policies

Front 9

Organizational change

Back 9

Planned/intentional alterations of org components to improve the effectiveness of the org. These changes can be big or small. (Increasing something thats already done is not org change)

Front 10

T/F: The target of org change should be considered carefully

Back 10

True

Front 11

What type of people are committed and capable?

Back 11

Those with a broad perspective on the value of their work and those who are adaptive to change

Front 12

Change management

Back 12

How one handles change and follows the flowing-doing path

Front 13

5 environmental factors to drive change today:

Back 13

PESTE

Politcal

Economic

Social

Technological

Ecological/environmental

Front 14

Why does age matter?

Back 14

It alters medical care and pension needed which affects GDP

Front 15

Why does diversity matter?

Back 15

It challenges cultural norms. Diversity is inclusiveness, equity, gay rights, etc

Front 16

3 macro changes that lead to globalization:

Back 16

1. Digitalization of info

2. Integration of nation states and opening of initial markets

3. Geographic dispersion of value chain

Front 17

Change today is more MID LEVEL...explain

Back 17

It is more incremental but it is not revolutionary

Front 18

Organizational change can be (5):

Back 18

1. Episodic/discontinuous- sudden

2. Continuous- ongoing

3. Proactive

4. Planned

5. Programmatic

Front 19

4 types of org change:

Back 19

Turning- small changes made on an ongoing basis to improve efficiency. MIDDLE MGT. Implementation-Quality imp

Adapting- small changes made in response to environmental changes. MIDDLE MGT. Implementation-customer complaints

Redirecting/reorienting- major change, planned programs, reposition of the whole org. SENIOR MGT- product change

Overhauling/re-creating- reaction to minor external events from crisis, recreate core values. SENIOR MGT- closures

Front 20

What 2 types of org change have more impact and are more time consuming than the rest?

Back 20

Redirecting/reorientation and overhauling/re-creating

Front 21

Continuous------> ________________

Discontinuous----->____________________

Back 21

Incremental

Radical

Front 22

Adaptor is skilled in __________ change

Innovator is skilled in ______________ change

Back 22

Incremental

Radical

Front 23

T/F: One who goes through change more often is more prepared to deal with extreme changes

Back 23

True

Front 24

Do planned changes always produce the intended results?

Back 24

Nope

Front 25

Change implementers

Back 25

The ones who make it happen

Front 26

Change initiators

Back 26

Those who push or encourage change, frame the vision, and provide the support

Front 27

Change recipients

Back 27

Those who are affected by change

Front 28

Change facilitators

Back 28

Those who assist with change

Front 29

Change leader/agent

Back 29

Can take on all roles, be affected, take to others, take action, etc.

Front 30

8 challenges for mgt in dealing with org change:

Back 30

1. Action oriented-employees

2. Power to influence

3. Look at transition period as a cost

4. Unable to accurately estimate resources and commitment needed

5. Unaware of their behavior

6. Find managing human processes unsettling

7. Lack of capacity to manage complex changes

8.Ctitical judgement impaired to overconfidence

Front 31

5 characteristics of successful change leaders:

Back 31

1. Involved in driving and enabling change-persist but get out of the way when necessary

2. Resistance to change is a problem and an opportunity- resistance can be a good thing in some situations

3. Good change leadership focuses on outcomes but is careful about processes- managing balance

4. Tension between continuing and changing directions-balance

5. Balance patience and impatience

Front 32

Moderator variable

Back 32

Focuses on the strength and direction of the change

Front 33

What are the 3 stage mentioned in Lewins model?

Back 33

Unfreeze---->Moving----> Freezing (change must be preceded by something an then followed)

Front 34

5 approaches to gather research:

Back 34

1. Lab/T groups- interactions and research

2. Actions research/survey

3. Normative approach- human relations and employee involvement

4. Quality of work life- self mgt, discretion

5. Strategic change- planned

Front 35

Research

Back 35

Systematic, controlled, empirical, critical study

Front 36

EBM

Back 36

Based on science, the facts will always win

Front 37

4 ways data is gathered:

Back 37

1. Intuition

2. Authority

3. Experience

4. Science

1-3 are the most flawed and science is the most imp and can be biased so it is important to get a 3rd parties opinion

Front 38

Explain the knowing-doing gap

Back 38

You must apply what is known

Front 39

3 requirements for successful change leaders:

Back 39

Analytical and communication skills and interpersonal involvement