3.10.1

Question 1

the value of change

Answer 1

Change can create a number of opportunities for businesses, such as creating new markets. Change is also
an opportunity for businesses to re-evaluate what they do in order to improve productivity, efficiency, quality and perhaps profitability.

Question 2

why do stakeholders see change as a threat

Answer 2

If businesses do not foresee some changes, or manage change poorly, this can result in business failure.

Question 3

internal or external change

Answer 3

change driven by internal factors, such as management and strategic direction, or change driven by external forces, such as economic conditions

Question 4

what is rapid and unexpected change

Answer 4

in response to a disaster

Question 5

what is long-term change

Answer 5

steady, planned, and gradual

Question 6

what is incremental change

Answer 6

broken down into steps, gradual improvements over time

Question 7

what is disruptive change

Answer 7

adapting to external forces that change the nature of the industry

Question 8

what is Lewin’s force field analysis

Answer 8

determines forces driving change vs those resisting change
change is deemed necessary but won’t happen if the resisting forces are greater than the driving forces

Question 9

managers can use Lewin’s force field analysis to identify

Answer 9

resistance and develop strategies to remove them
can be internal or external

Question 10

examples of forces for change

Answer 10

high number of customer complaints
productivity falling
significant investment in new technology by a leading competitor

Question 11

examples of forces resisting change

Answer 11

lack of funding
limited understanding or appreciation that change is needed
no strategic direction to drive the change

Question 12

rigid organisations

Answer 12

find it more difficult to adapt to changing environment or the internal pressures for change

Question 13

the more agile a business is

Answer 13

the faster and easier it will be able to manage the change process

Question 14

approaches businesses can add to be more flexible

Answer 14

restructuring
Delayering - remove unnecessary levels of hierarchy.
Flexible contracts and flexible teams (matrix structures).
organic structures -
organisational structure where teams evolve depending on the needs of the task. Teams based around projects not functions.
Information and knowledge management - through technology, vast amounts of information are available to managers.

Question 15

reasons for resistance to change

Answer 15

self-interest
low tolerance for change and inertia
different assessment of situation
misinformation and misunderstanding

Question 16

self interest

Answer 16

Individuals may lose out in terms of pay, status or anticipating harder work.

Question 17

low tolerance for change and inertia

Answer 17

Some employees may be very comfortable with the current situation. Change will take them outside their comfort zone.

Question 18

different assessment of situation

Answer 18

Some employees may simply disagree and believe that change is not necessary or that a different approach would be more successful.

Question 19

misunderstanding and misinformation

Answer 19

Employees may not see the need for change or may not understand what the change process will involve
- fear of uncertainty.

Question 20

change includes what

Answer 20

• new technology
• new ways of working
• new products
• new structures
• new processes and regulations
• new members of staff (leadership).

Question 21

approaches used to overcome resistance to change

Answer 21

education and communication
facilitate and support
participation and involvement
manipulation and co-option
negotiation and bargaining
explicit/implicit coercion

Question 22

education and communication

Answer 22

Clearly share the reasons and logic behind the change and provide necessary training in new approaches.

Question 23

facilitate and support

Answer 23

Give employees what they need to accomplish the change along with encouragement and support.

Question 24

participation and involvement

Answer 24

Involve employees in the decision making so that they have ownership of the change.

Question 25

manipulation and co-option

Answer 25

Involve and influence key people. Get individuals with influence on board and use them to drive the change.

Question 26

negotiation and bargaining

Answer 26

Compromise may involve employees receiving higher wages or better working conditions.

Question 27

explicit/implicit coercion

Answer 27

Force change through using authority.
Threats may be involved - openly or applied. Long-term success may be more important than short-term agreement.

Question 28

managing information and knowledge

Answer 28

Businesses have far greater access to information than they have ever had before, through technology such as store/loyalty cards, social media and data mining. The effective use of this information can give a business an insight into likely changes ahead. If businesses use this information wisely they are better placed to foresee and manage change within the organisation. expertise, managed and shared and retained in the business, for example, the experience of managers who have successfully gone through significant