change

Question 1

unfreeze characteristics (4)

Answer 1

Reduce barriers to change to increase success

Find multiple solutions to problems to figure out what the best solution is

Involve those affected to reduce resistance to change and consult ideas

Communicate the vision to increase employee acceptance of change

Question 2

change/transforming characteristic’s (5)

Answer 2

Gradually implementing the change = employees don’t feel overwhelmed = likely accept the change

Develop new norms and cultures to prevent returning to previous state

Reward employees for change, create achievement

Monitor regularly to ensure change is on track and objectives are met

Desired outcome is achieved, solving the problem = improving the organisation

Question 3

freeze characteristics (3)

Answer 3

New becomes the norm amongst employees stabilising the organisation

Prevents returning back ensuring the firm benefits from the change

Evaluating the change to see level of success. Corrective action may be taken

Question 4

description of top down (2)

Answer 4

management decides what to do and imposes it (autocratic management).

Communication is downwards and little attention is paid to the ideas of employees

Question 5

benefits of top down approach (3)

Answer 5

Strategic level management has an overview so can make changes online with firms aims

Useful in crisis situation where survival may be at stake

If change is inevitable this is an efficient method e.g. change in legislation

Question 6

Drawbacks of the top down approach (3)

Answer 6

High levels of staff resistance as they feel overlooked and undervalued

Employees skills and knowledge aren’t taken into account

High levels of staff turnover if motivation is low therefore it creates a culture of low morale

Question 7

description of participative

Answer 7

Change results in discussion concerns among all involved so Employees can freely discuss their jobs and ideas so lots of communication and cooperation

Question 8

benefits of participative approach (3)

Answer 8

Reduces staff resistance and improves morale

Ensures everyone is comfortable to implementing the change as all area involved

Allows staff skills, knowledge and experience to contribute to the strategy in the hope for more effective change

Question 9

Drawbacks of the participative approach (2)

Answer 9

Time consuming as it involves lengthy discussions and consultations e.g. focus groups

Trust can be easily damaged if management retract, or employees are abused

Question 10

description of piece meal initiative

Answer 10

Small incremental changes made over time

Question 11

benefits of a piecemeal approach (2)

Answer 11

Employees become accustomed to the change therefore builds confidence

Smaller changes are less likely to result in staff resistance, making overall changing protects quicker and less problematic

Question 12

drawbacks of a piecemeal approach (2)

Answer 12

Changes can clash

time consuming and competitors may beat them to it

Question 13

description of action centred

Answer 13

Organisations starts with a general idea of the problem and tries various solutions.

Question 14

benefits of a action centred approach (3)

Answer 14

Multiple solutions can be trialled on a small area before making permanent change therefore reduced waste

Employees can have input and pilot aspects of change therefore reducing resistance to change

Explore many different options therefore contingency strategies are formed

Question 15

drawbacks of a action centred approach (3)

Answer 15

If there is a clear solution this method is redundant e.g. legislation requirements

Piloting ideas is lengthy and costly

Taking recourses and focusing away from day-to-day activities

Question 16

factors affecting the success of change management (resistors) (8)

Answer 16

Workplace relationships

Job losses

Finance available

Time available

Culture

Lack of experience

Skills and knowledge

Lack of resources

Question 17

individuals resistors to change (10)

Answer 17

Loss of control

Loss of status

Self-interest and personal agendas

Lack of trust and confusion

Different viewpoints of benefits to change

Fear of redundancy

Change in jobs = retraining and new skills

Disruption to work practices/social relationships

Inability to cope with new situations due to stress and fear

Organisation culture

Question 18

How to support individuals throughout the change process (10)

Answer 18

Negotiate and come to an agreement

Invest in training and development

Communicate during every stage

Support employees by appraisal and teamwork

Ensure staff welfare is maintained e.g. keeping in touch

Use a gradual introduction

Participation and involvement so feel valued

Define clear boundaries

Reward staff throughout the process

Use incentives to motivate employees

Question 19

what is a change agent

Answer 19

when change has to be implemented by individuals or groups

Question 20

internal v external change agents (2)

Answer 20

• internal has experience within the firm whereas external has experience across many firm
• internal has in-depth knowledge and understanding of firms culture process whereas external has specialist knowledge on change management techniques

Question 21

what is the role of a change agent (7)

Answer 21

• to act intermediary between management and staff to communicate and coordinate to facilitate change
• diagnosing what potential issues are e.g. resistors
• setting targets and strategies for change
• educating and inspiring employees in the benefit for change
• define roles and responsibility of key members
• setting expectations so members are not afraid
• monitor process

Question 22

barriers to change agents

Answer 22

• lack of experience in managing change
• skill of the change agent
• degree of respect of the change agent
• organisation culture
  hard to break
• lack of recourse e.g. funding

Question 23

benefits of a change management programme (8)

Answer 23

• smooth transition to the new environment = drivers increases
• individual know how the change will affect them = increased support
• everyone will be motivated and committed to change
• good communication ensures people know whats happening increasing speed of change
• goals will be achieved = competitive
• change = gradual so staff has time to adjust
• success will be monitored so errors can be resolved quickly
• employees less likely to resist if involved in change