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56 Cards in this Set
- Front
- Back
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What are internal causes for change in a business? |
- change in leadership leads to further changes with in the business like organisational structure of the business - better than expected performance could lead to changes like expanding - loss of staff could mean changes to staff may be needed - business growth and type of business may lead to changes like like innovative business will need to keep on coming up with new ideas. |
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What are external causes for change in businesses? |
-availability of new technology like changing the method of production - consumers taste may change - state of economy may change the way business sell their goods and services - changes in law will mean that business have to alter their plan to be able to continue their business. |
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What does incremental change mean? |
Using a strategic plan and attempt to minimise distruption. -usually managers decide a time scale for the change and also timetable strategies to achieve these changes |
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What does distruptive change mean? |
-When sudden changes happen within hte business and businesses may have to sell of sub comapniers and spend heavy on promotion |
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What is force field(Kurt Lewin)? |
Its an analysis of forces for and forces against change. |
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What does the force field tell you? |
Its scored in the basis of 1 to 5 where 1 is least and 5 most important total point of each force is added and help manager to see what to do to strengthen the force or decide if its the right plan to proceed with. |
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What does restructuring mean? |
When changes are made to the organisational structure of a business |
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What are the reason for restructuring? |
- maximise the efficiency of communication and division of tasks. - restructuring can lead to reduce in cost so business can become more competitive - business may decentralise so it can give power to flexible department - also flexible structure help at times of hardship |
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What does delayering? |
When you remove parts of an organisations hierachy. |
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What the benefits of delayering? |
- reduce their cost and improve communication - give more responsibility to employees at lower level of hierarchy - to get flatter structure with wider control so make communication quicker |
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What are the drawbacks of delayering? |
It could lead to loss of jobs -loss of jobs means loss of vital skills with in the business that other business can take advantages of through employing the staff. |
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What is mechanistic structure? |
Uses centralised structure and all decision is made by the manager |
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What are the drawbacks of mechanistic structure? |
- use of tall structure means that it takes longer for message to get across -can be slow to make changes in the business |
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What are the benefits of mechanistic structure? |
-Manager makes the decision so its more effective as they would have more experience - employees are specialised in certain task so work separately |
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When is mechanistic structure used? |
When the business is in a stable enviroment |
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When is organic structure used? |
- When flexibility is important to a business |
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What is organic structure? |
When business use decentralised structure and get employees saying in decision making |
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What are the benefit of organic structure? |
-Use flat structure to allow fast communication throughout the business. - good for uncertain environment as business can react to changes very well to get competitive advantage over its rivals |
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What are the drawbacks of organic structure? |
-since the whole task rely on the team works mean id there is any conflict then it affect the outcome - harder to make decisions as so many input are done - can affect the manager and subordinates relation as if their view is not accepted. |
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How does flexible employment contract help businesses manage change? |
-allow the business to be more flexible - flexible workforce can be achieve though employing workers that have multiple skills. - flexible business could outsource some work to be done else where - employing on flexible contract allows businesses to attain valuable employees that may help them with future changes. |
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What are some barriers that businesses face and what they mean? |
Organisational structure: some structures may be hard to manage like tall structure are hard to communicate in Resources: having the correct resources when making a change Poor management: when manage can communicate with the workers leads to financial loss. Passive resistance: When people carry on with the old way and not try to innovate their approach Active resistance: When people argue against each other. |
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What are Kotter and Schlesinger four reason for resistance to change? |
Self interest Misunderstanding Low tolerance of change Different assessments of the situation |
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What does self-interest mean from Kotter and Schesinger reason for resistance to change? |
Self-interest: -people concern about their own situation that the success of the business - cant see that successful businesses have individual benefits - like delayering may mean the manger fear of loss in income. |
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What does misunderstanding mean from Kotter and Schesinger reason for resistance to change? |
- resistance could be due to not understanding so means that they think there is more loss than gain - poor communication could lead to wrong information passed on so creates confusion and uncertainty. |
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What does Low tolerance of change mean from Kotter and Schesinger reason for resistance to change? |
- people get used to complete task in the way they know so changes create fear that they can develop new skills - there may be loyalty to the method that they know like the recipe of the family for a chef |
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What does different assessment of situation mean from Kotter and Schesinger reason for resistance to change? |
- stakeholders may have disagreement over the changes and may not accept the change - the stake holder may only see negatives from the change - there could be conflict in what stakeholders and the business think that needs to change. |
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What are Kotter and Schlesingers six ways to overcome resistance to change? |
- Education and communication - Participation and involvement - Facilitation and support - Negotiation and agreement - Manipulation and Co-option - Explicit and implicit coercion |
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What does Education and communication mean from Kotter and Schlesinger six ways to overcome resistance to change? |
Education and communication: - Manager need to raise awareness for reason to change and how it will be carried out Education process is usually discussions and reports to back their point |
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What does Participation and involvementmean from Kotter and Schlesinger six ways to overcome resistance to change? |
Participation and involvement: - Stake holders should be involved in the designa nd implementation of change so this help with change the stakeholders view. |
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What does Facilitation and supportmean from Kotter and Schlesinger six ways to overcome resistance to change? |
Facilitation and support: -Listening to concern of work focre hellps make them feel supported - Support groups could be sued to help workers with the change |
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What does Negotiation and agreementmean from Kotter and Schlesinger six ways to overcome resistance to change? |
Negotiation and agreement: - Allowing stakeholders to negotiate about pint allow the business to reach an agreement to gain full acceptance from the stakeholder about the change. |
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What does Manipulation and Co-optionmean from Kotter and Schlesinger six ways to overcome resistance to change? |
Manipulation and Co-option: -employee who are resistance may get a desired role to convince them into making the change - risky strategy as the workers may gain power that could be used against the business. |
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What does Explicit and implicit coercionmean from Kotter and Schlesinger six ways to overcome resistance to change? |
Explicit and implicit coercion: - last resort worker may be threatened to comply with the plan or they face consequences. like redundancies or losing promotion opportunities. |
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What is organisational culture? |
Its a way that people do things in a company and its impotrant way to shape up the employees expectation and attitude. |
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When is organisational culture strong? |
When employees agree with the company values and having corporate/company values has advantages: - employees need less supervision - staff more loyal to the business - so turnover is lower and increase in employees motivation. |
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What is weak organisational culture? |
Where the employees of company dont share the companies value and kind of forced to comply with it. |
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What are the four type of organisational culture? |
Power culture Role culture Person culture Task culture |
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What does power culture mean? |
Is where structure is centralised so decision making is authority to small number of people like one person |
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What are the draw backs of power culture? |
- business may struggle with power culture if business grows and can not be run by the centre. - employees likely to be resistant to change as they don't get opportunity to have their say - also may be resistant to change as they may not have faith in the manager. |
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What is role culture? |
Is common for bureaucratic firm where authority defined by job title lie decision come from the senior manager. - |
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What are the drawbacks of role culture? |
- have poor communication between department so respond is slow - cause losing out to compete with competitors in new or expanding market - change doesn't occur all the time as the culture of role is to avoid risks. |
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What is Person culture? |
Where organisation is based on individual workers and decision are made jointly so all employees are heard. |
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What is task culture? |
Is where business try to emphasis on getting the task done. |
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What are the draw backs of task culture? |
There may be conflict between the workers so it might take longer to get the task done - can be confusing if business has lots of products |
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What are the benefits of task culture? |
- culture support the objectives based around the object - respond well to management objectives which help with picking the specific targets - employees will be less resistant to change as change is something normal to them and they are used to it. |
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What is entrepreneurial culture? |
- employees encourage to look for new ideas and bring extra revenue to the business. - if employees able to be creative then they are more open to change and especially when changes are based on their suggestions. |
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How does the organisational culture affect stake holders? |
Staff: affect the motivation of the employees like power culture demotivate staff as they don't have the power to improve things Customers: Affect on customer loyalty like business with customer focused culture more likely to have loyal customers. Shareholders: Level of risk depend on the organisational culture and shareholders get a small return on investment if they invest on a low risk culture. |
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Why would managers want to change the organisational culture? |
- change the the culture so like for new mangers so its same as what they used to work in - might change to be more competitive like becoming a entrepreneurial culture allows all staff to try to improve the business. |
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What are the six dimensions of national culture? |
Power distance Uncertainty avoidance Individualism vs Collectivism Masculinity vs Femininity Indulgence vs Restraint |
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What does Power distance mean from the six dimensions of national culture? |
The concept that power and wealth is distributed unequally so if a country has high power distance mean its expected to follow boss orders with out any questions like Saudi Arabia. |
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What does Uncertainty avoidancemean from the six dimensions of national culture? |
People attempt to minimise uncertainty through rules and regulation - low uncertainty avoidance tend to mean that people in the society are open to change |
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What does Individualism vs Collectivismmean from the six dimensions of national culture? |
Concept that people should look after them selves rather than support each other. High individualism society is where everyone have to look after themselves Collectivist society is where people look after each other like large groups of families in Pakistan |
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What does Masculinity vs Femininitymean from the six dimensions of national culture? |
Masculine culture are highly competitive and powerful with contrasting gender roles. Feminine culture focus on caring and quality life. Higher masculinity mean more power and money |
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What does short term orientation mean? |
Short-term orientation is when you are focused on the present or past and consider them more important than the future.
If you have a short-term orientation, you value tradition, the current social hierarchy and fulfilling your social obligations |
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What does long term orientationmean from the six dimensions of national culture? |
that you care more about the future than the present ad that society looks to the future and accept new ideas |
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What does Indulgence vs Restraint mean from the six dimensions of national culture? |
Indulgence societies allow people to satisfy their desire and impulses within reasons. Restrained societies attempt to regulate the desire of their people. |
