Change Management

Question 1

What is change management?

Answer 1

The management of change and development within a business or similar organization.

Question 2

Why is change management important?

Answer 2

Change management

advantage, allowing organizations to quickly and effectively implement change to meet market needs

Question 3

Examples of changes in business environment :

Answer 3

• New government policies
• Demographic changes
• Development in technology
• Changes in trend
• Increased competition
• New product and service
• Sacking people to cut cost
• Outsourcing
• Franchising
• Significant change in law and regulations
• Form a strategic alliance
• Starting business online
• International expansion

Question 4

Type of change :

Answer 4

-Change structure
Change in authority relationships, coordination mechanisms, centralization vs decentralization, job design, etc.
-Change in technology
The way work is done or methods and equipment used.
-Change in people
Changes in employee attitudes, expectations, perceptions or behaviors

Question 5

What are the examples of external driving forces?

Answer 5

• Law and regulation
• Society’s Expectations
• Technological advance
• Economic changes
• Performance of competitor

Question 6

What are the examples of internal driving forces?

Answer 6

• Changes in organization
• Changes in the staff
• introduction of new equipment

Question 7

Reasons for resistance to change

Answer 7

1. Financial costs
2. Managerial inertia
3. Cultural incompatibility in merges
4. Staff attitude

Question 8

What are the 2 ways of approaches to manage changes ?

Answer 8

1. Lewin’s forcefield analysis

2. John kotter’s 8 steps model

Question 9

What is the first step in Lewin’s Forcefield analysis?

Answer 9

Step 1: Unfreezing
Reduce the forces that are maintaining the status quo (unchanged), dismantling the current mind set.
 Arouse dissatisfaction with current state
 Activate & strengthen top management support  Use participation in decision making
 Build in rewards

Question 10

What is the second step in Lewin’s Forcefield analysis?

Answer 10

Step 2: Transition
Develop new behaviors, values & attitudes, sometimes through organizational structure & process changes & development techniques.
 Establish goals
 Institute smaller, acceptable changes that
reinforce & support change
 Develop management structures for change  Maintain open, two-way communication

Question 11

What is the third step in Lewin’s Forcefield analysis?

Answer 11

Step 3: Freeze
Crystallizing & adaptation of ownership of the new ‘as is’
 Build success experiences
 Reward desired behavior
 Develop structures to institutionalize the change  Make change work

Question 12

Explain Lewin’s Forcefield analysis:

Answer 12

Force Field Analysis is a method to analyse & compare the forces of change. It is a tool that can be used as part of the unfreezing stage to help employees understand the need for change.

Question 13

What is the first step of John Kotter’s model?

Answer 13

Steps 1 : Establishing a sense of urgency
Sense of urgency may help to spark the initial motivation to get things moving
 Identify potential threats, develop scenarios showing what could happen in the future
 Examine opportunities that should be, or could be exploited
 Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking
 Request support from customers, outside stakeholders and industry people to strengthen your argument

Question 14

What is the second step of John Kotter’s model?

Answer 14

Step 2: Create a guiding coalition
Find effective leaders throughout the organization, don’t necessarily follow the hierarchy
 Identify the true leaders and key stakeholders in the organization
 Ask for an emotional commitment from these key people
 Work on team building within the change coalition
 Check the team for weak areas, ensure that the team has a mixed of different departments and levels of the company

Question 15

What is the third step of John Kotter’s model?

Answer 15

Step 3: Develop a vision and strategy
Clear vision help everyone to understand what ones’ role, and what the change agent is trying to do
 Determine the values that are central to the change
 Develop a short summary that captures what is the result of change
 Create a strategy to execute that vision
 Ensure that change coalition can describe the
vision in five minutes or less
 Practice the “vision speech” often

Question 16

What is the forth step of John Kotter’s model?

Answer 16

Step 4: Communicate the change vision
Communicate vision frequently and powerfully and embed it within everything that you do
 Talk often about the change vision
 Address peoples’ concerns and anxieties, openly
and honestly
 Apply the vision to all aspect of operations – from training to performance reviews. Tie everything back to the vision

Question 17

What is the fifth step of John Kotter’s model?

Answer 17

Step 5: Empower broad
Removing obstacles can empower the people who will be executing the vision, and help change to move forward
 Identify, or hire, change leaders whose main roles are to deliver the change
 Look at the organizational structure, job descriptions and performance and compensation system to ensure they are in line with the vision
 Recognize and reward people for making change happen
 Identify people who are resisting the change, and help them see what is needed

Question 18

What is the sixth step of John Kotter’s model?

Answer 18

Step 6: Generate short-term wins
Give the company a taste of victory early in the change process
 Look for sure-fire projects that can be implemented without strong resistance
 Do not choose early targets that are expensive
 Thoroughly analyze the potential pros and cons of the targets. If it is not being achieved, it will have negative effect on change process
 Reward the people who help in meeting the targets

Question 19

What is the seventh step of John Kotter’s model?

Answer 19

Step 7: Consolidate gains and produce more change
Do not declare victory too early, keep looking for improvements
 After every win, analyze what went right, and what needs improving
 Set goals to continue building on the momentum you have achieved
 Learn about kaizen, the Japanese idea of continuous improvement
 Keep idea fresh by bringing in new change agents and leaders for change coalition

Question 20

What is the eighth step of John Kotter’s model?

Answer 20

John Kotter’s 8 Steps Model
Step 8: Anchor new approaches in the culture
Get company’s leaders to continue their support for change
 Talk about progress, success stories of change frequently.
 Include the change ideals and values when hiring and training new staff
 Publicly recognize key members of the original change coalition and their contribution
 Create plans to replace key leaders of change as they move on. This will help to ensure that their legacy is not lost or forgotten.

Question 21

What is diversity in business?

Answer 21

Diversity is any characteristic, perspective, or approach to work, that different individuals bring to the workplace. It includes visible and non-visible characteristics.

Question 22

What are the strategies to value diversity ?

Answer 22

Strategies to Value Diversity
 Ensure everyone is heard
 Make it safe to propose ideas
 Give employees authority to make decisions
 Share credit for success
 Give constructive feedback
 Implement feedback from staff

Question 23

What are the benefits of diveristy?

Answer 23

Benefits of Diversity
 Improve marketing and customer service through better understanding & accommodation of diverse customer groups & their needs
 Improve employee morale, performance & productivity through equitable workplace practices that select, develop & treat people based on merit & fairness
 Improved retention & cost reductions due to lower absenteeism & turnover
 Improved ability to attract & recruit top talents
 Reduced risk of discrimination lawsuits as a result of more just & non-discriminatory environment
 Eligibility for government contracts for which minority or gender-balanced businesses are given preferences
 Improved corporate image, which generates public goodwill

Question 24

What are the reasons Diversity is Important?

Answer 24

 Global Demographic Trends – life expectancy of individuals are growing rapidly with technologies advancement in health. Population of working adults are higher
 Gender Shifts – no discrimination. Women and men are equally given task in the areas they were restricted before