BPM Change models Flashcards
Change management definition
Refers to any approach to transitioning individuals, teams and organizations
using methods to re-direct the use of resources, business process, budget allocations, or other modes of operation
That reshape a company or organization
Strategies that can help you better understand your employees’ perspective: (3)
- profile your audience at every stage
- tell people what to expect
- involve individuals at every level
Kurt Lewin 3 stage process (3)
L
Lewin’s change model is a simple and easy-to-understand framework to humanize the change management process. These three distinct stages of change (unfreeze, change, and refreeze) allow you to plan & implement the required change.
Kubler-Ross Change curve (5)
Undersstanding Human Emotion cycles that come with change
‘The Change Curve’ to understand these stages of personal transition, as well as provide necessary guidance and support to their employees to set them up for success.
- Shock and denial
- Anger
- Bargaining
- Depression
- Acceptance
Simple structure and easier to use than other models.
McKinsey’s 7s
Undserstand organisatioanl elements to factor into change
McKinsey 7S model identifies seven elements that help organizations to achieve goals and implement change
strategy
structure
systems
style
staff
skills
shared values
Situational analysis (definition)
A process in the marketing plan that is used to define and analyze an organization’s internal and external environment
Porter’s five forces
Identify main sources of competition in your industry or sector.
Porter’s Five Forces is a simple but powerful tool that you can use to identify the main sources of competition in your industry or sector.
1. suppliers
1. buyers
1. substitutes
1. new entrants
1. competitors
Culture vs. strategy
culture, compared to strategy, is a more elusive lever, because much of it is anchored in unspoken behaviors, mindsets, and social patterns
Edgar Schein’s organizational culture triangle
Organizational Culture Triangle details three layers of organizational cultures. They are of differing levels of importance in shaping the actual culture of an organization.
- Artifacts (visible signs)
- Espoused values (what organization says about culture and way of working)
- Basic Assumptions (underlying beliefs, how organization really works)
Hofstede’s 6 cultural dimensions
Identifying cultural issues in organisations
A systematic process to compare the nations based on beliefs, values, behaviors, and attitudes. Hofstede’s cultural dimensions theory shows the effects of a society’s culture on the values of its members. It also shows how these values relate to behavior, using a structure derived from factor analysis.
- - Power Distance
- Uncertainty avoidance
- femininity vs. masculinity
- individualism vs. collectivism
- short-term vs. long-term orientation
- indulgence vs. restraint
help managers identify problems within the organization that stem from cultural issues. They can then use those insights to design performance improvement initiatives, such as communication strategies designed to minimize conflict
8 types of organisational cultures
Culture is the social order of an organization. It forms people’s attitudes and behaviors in a wide range of ways. Cultural norms determine what is encouraged or discouraged and what is accepted or rejected within a group.
1. CARING
Focuses on relationships and mutual trust
Has a warm, collaborative, and welcoming work environment
- PURPOSE
Driven by idealism and altruism
Has a tolerant and compassionate work environment - LEARNING
Focuses on exploration, expansiveness, and creativity
Has an inventive and open-minded work environment - ENJOYMENT
Presents fun and excitement
Has a light-hearted work environment - RESULTS
Focuses on achievement and winning
Has an outcome-oriented and merit-based work environment - AUTHORITY
Defined by strength, decisiveness, and boldness
Has a competitive work environment - SAFETY
Refers to planning, caution, and preparedness
Has a predictable work environment - ORDER
Focuses on respect, hierarchy, and shared norms
Has a methodical work environment
Subcultures (definition)
subcultures form when a group of people within an organization share a situation, problem, or experience that is unique to them. Areas of different that can cause subcultures to form in organziations include: geographical separation
departmental designation
functional speciality
identity
Kotter’s 8 step Change Management Model
Successfully implement organizational change.
Kotter’s 8 Step Change Management Model is a process designed to help leaders successfully implement organizational change.
1. Establish sense of urgency
2. Creating a guiding coalition
3. Developing a vision and strategy
4. Communicating the change vision
5. Empowering a broad base of people to take action
6. Generating short-term wins
7. Consolidating gains and producing even more change
8. Institutionalizing new approaches in the culture
