chapter 14 - change

Question 1

how is competition changing

Answer 1

• Successful organizations are fast on their feet, capable of developing new products rapidly and getting them to the market fast
• they are flexible and require equally flexible and responsive workforce
• Government regulations

Question 2

how can employees cope with negative feelings toward change

Answer 2

not thinking about it
actively resisting
passively resisting
increase use of sick time
quitting

Question 3

change agents

Answer 3

individuals fully committed to change
help motivate others
model the change and provide feedback

Question 4

overt and immediate resistance

Answer 4

complaints, work slowdown, strike threat

Question 5

implicit and deferred resistance

Answer 5

loss of loyalty and motivation, increased errors

Question 6

tactic to overcome resistance to change: education and communication

Answer 6

communicating logic of change can reduce resistance
fights effects of misinformation

Question 7

tactic to overcome resistance to change: participation

Answer 7

it is difficult to resist a change we have participated in
obtain commitment

Question 8

tactic to overcome resistance to change: building support and commitment

Answer 8

counselling and therapy
more accepting of change when they are committed to organization

Question 9

tactic to overcome resistance to change: develop positive relationships

Answer 9

more willing to accept change if they trust the leaders

Question 10

tactic to overcome resistance to change: implementing changes fairly

Answer 10

crucial that employees see the reason for change and perceive its implementation as fair

Question 11

tactic to overcome resistance to change: manipulation and cooptation

Answer 11

manipulation: covert influence attempts (twisting facts)
cooptation: buying off leaders of resistance group by giving them a key role

Question 12

tactic to overcome resistance to change: selecting people who accept change

Answer 12

ability to accept change is related to personality
people higher in general mental ability are better able to adapt

Question 13

tactic to overcome resistance to change: coercion

Answer 13

application of direct threats or force
loss of promotion
negative performance evaluations
poor letters of reccomendation

Question 14

LEWINS three step model to change

Answer 14

unfreezing: changing to overcome the pressures of both individual resistance and group conformity

movement: change process that transforms the organization from status-quo to desired end-state

refreezing: stabilizing the change intervention by balancing and restraining forces to make it permanent

Question 15

LEWINS 3 step model to change: driving forces

Answer 15

direct behaviours away from status quo

Question 16

LEWINS 3 step model to change: Restraining forces

Answer 16

hinder movements away from equilibrium

Question 17

LEWINS 3 step model to change: 3 ways the move can happen

Answer 17

• driving forces increased
• restraining forces decrease
• combine both

Question 18

KOTTERS eight step plan for implementing change

Answer 18

1. establish sense of urgency
2. form a coalition
3. create new vision
4. communicate vision
5. empower others to act on vision
6. plan for, create, and reward short term wins
7. consolidate improvements, reassess, adjust
8. reinforce changes

Question 19

common mistakes managers make when initiating change

Answer 19

fail to
- create urgency
- create coalition
- have a vision
- remove obstacles
- provide achievable goals
- anchor changes

may declare victory too soon

Question 20

organizational development

Answer 20

a collection of change methods that try to improve organizational effectiveness and employee well-being
value human and organizational growth

Question 21

underlying values in OD efforts

Answer 21

respect for people
trust and support
power equalization
confrontation
participation

Question 22

OD techniques for bringing about change: survey feedback

Answer 22

use of questionnaires to identify discrepancies among member perceptions

Question 23

OD techniques for bringing about change: process consultation

Answer 23

an outside consultant to assist a client to perceive, understand, and act upon process events that the manager must deal with
sensitivity training

Question 24

OD techniques for bringing about change: team building

Answer 24

high interaction group activities to increase trust and openness

Question 25

OD techniques for bringing about change: intergroup development

Answer 25

seeks to change groups’ attitudes, stereotypes, and perceptions about each other

Question 26

OD techniques for bringing about change: appreciative inquiry

Answer 26

seeks to identify the unique qualities and special strengths of an organization
discovery
dreaming
design
destiny

Question 27

what is discovery, dreaming, design and destiny

Answer 27

appreciative inquiry
discovery - identify what people think are the organization’s strength
dreaming - employees use info from discovery to speculate on possible futures
design - find a common vision of how organization will look in future
destiny - seek how to fulfill dream

Question 28

software development cycle

Answer 28

Requirements analysis, design and development, testing, implementation, and evaluation and maintenance

Question 29

balances scorecards

Answer 29

An employee performance management tool that is frequently used to support organizational change initiatives

Question 30

study how individuals contribute to change