3.6.2 key factors in change

Question 1

change

Answer 1

a constant feature of business activity

Question 2

key factors for successful change

Answer 2

organisational culture
size of the organisation
timing and speed of change
managing resistance to change

Question 3

organisational culture

Answer 3

the prevailing attitudes and values in an organisation or business.
business has to ensure it is embedded in the culture

Question 4

size of organisation

Answer 4

public limited companies offer the benefit of raising more finance by selling shares to members of the public

Question 5

time / speed of change

Answer 5

businesses operate in dynamic markets and have to deal with change.
too much change in a short period of change can mean crisis for a business.

Question 6

managing resistance to change

Answer 6

employees resist change
customers resist change
culture resists change

Question 7

kotter and Schlesinger model of resistance to change - reasons for resistance

Answer 7

self interest.
low tolerance for change.
different assessment of the situation.
misinformation and misunderstanding.

Question 8

kotter and schlesinger model of resistance to change - how to overcome

Answer 8

education & communication.
participation & involvement.
facilitation & support.
manipulation & co-option.
negation & bargaining.
explicit & implicit coercion

Question 9

self interest

Answer 9

a powerful motivator.
arises from a perceived threat to job security, status and financial position.

Question 10

misinformation & misunderstanding

Answer 10

people dont understand why change is needed - they can be misinformed about the real strategic position of the business

Question 11

different assessment of the situation

Answer 11

disagreement about the need for change or what change needs to be.
some people may disagree with change proposed.

Question 12

low tolerance

Answer 12

many people need security, predictability and stability in their work.
low tolerance of change can cause resistance to change to grow

Question 13

education & communication

Answer 13

honest communication about issues and proposed action helps people see the logic of change.
effective education helps address misconceptions about the change

Question 14

participation & involvement

Answer 14

involvement in a change programme can be an effective way of bringing on board people who would otherwise resist.
participation often leads to commitment not just compliance.

Question 15

facilitation & support

Answer 15

most people will need support to help them cope with change.
additional training, counselling and mentoring should be available.

Question 16

manipulation & co-option

Answer 16

involves bringing specific individuals into roles that are part of change management.
manipulation involves the selective use of information to encourage people to behave in a particular way

Question 17

negotiation & bargaining

Answer 17

give people who resist an incentive to change or leave.
negotiation and bargaining might involve offering better financial rewards

Question 18

explicit & implicit coercion

Answer 18

the last resort if other methods of overcoming resistance to change fail.
explicit coercion involves people being told exactly what the implications of resisting change will be.
implicit coercion involves suggesting the likely negative consequences for the business of failing to change