Chapter 3.6 - Change Management Flashcards
What steps are associated with Lewins three stage model of change?
Forming a powerful collation and creating a vision for change.
Denial, anger, and bargaining.
Unfreezing changing and refreezing.
Depression and acceptance.
Unfreezing, changing, and refreezing. Lewins three stage motive change is a three-step model that includes unfreezing, changing, and freezing.
Denial, anger, bargaining, depression, and acceptance our steps of the Kubler Ross stages of grief.
Forming a powerful collation and creating a vision for change our steps of Kiotters change model.
A TD professional is training managers and an organization on change management models. According to the TD professional, one change model and falls of force Field analysis tool. As per this tool, some forces are positive and desirable, while others are negative and undesirable. Which model of change is the TD professional referring to?
Lewins three stage model of change.
Kubler Ross’s stages of grief.
Kotters change model.
Appreciative inquiry
Lewins three stage model of change.
As per Lewins three stage model of change, situations are affected by forces, some of which are positive and desirable, while others are negative and undesirable. His force Field analysis tool demonstrates that these forces push against each other to maintain the status quo. The other models of change listed do not have this feature.
Which statement is part of Kotters change model?
The steps including forming a powerful collation, creating a vision for change, communicating the vision, removing obstacles, creating short term lens, building on the change, and anchoring the changes.
The change response cycle phases are denial, anger, bargaining, depression, and acceptance.
Situations are affected by some forces that Are positive and desirable and some that are negative and undesirable.
The steps include dealing with tangible and intangible losses, repatterning, and developing a new identity and experiencing new energy.
The steps include forming a powerful Coalition, creating a vision for change, communicating the vision, removing obstacles, creating short term winds, building on the change, and anchoring the changes.
Kotters change model is initiated with an a admonishment to create a sense of urgency. From there, the steps include forming a powerful coalition….
The manager of organization is training team members on various change management models. One model considers the ending, the neutral zone, and new beginnings as the three main steps. Which model of change supports the steps?
Kotters change model.
Kubler Ross is stages of grief.
Lewins three stage model of change.
Bridges transition model.
Bridges transition model.
The bridge is transition model states that people need to start with the ending of the former situation prior to addressing the change. The steps include ending, when people need to deal with their tangible and intangible losses; the neutral zone, when we pattering takes place; and new beginnings, when people need to develop a new identity and experience new energy.
A manager has transition to a new team where in the employees have a working style that is different from the managers previous team. Initially, the manager resist change, which has a negative impact on the teams performance. The manager has discontinued the previous working style, evaluate a new approach is based on the current team, and is implementing a fresh approach to team engagement. According to the bridge is transition model, which tab does the manager fall under?
The neutral zone.
New beginnings.
The ending.
Unfreezing.
New beginnings.
As per the bridges transition model, the manager is in the new beginning stage, in which a fresh approach to team engagement is implemented. The manager has discontinued the previous working style, which indicates the ending stage. The manager has also evaluate a new approach is based on the current team, which indicates the neutral zone stage.
A TD professional is conducting a project review for an organization. The project is being executed and has yet to be completed. The TD professional observed that the manager of the project was going through the phases, namely denial, anger, and bargaining. Which change management model is the TD professional utilizing?
Kotters change model.
Kubler Ross stages of grief.
Bridges transition model.
Appreciative inquiry.
Kubler Ross stages of grief. People perceive change as a loss.
A TD professional is conducting a training session on the change management models for an organization. As part of the learning activity, the TD professional has asked participants to use appreciative inquiry. What steps should the participants take?
Determine how do I establish smaller targets that can be achieved along the way to the final change goal.
Identify the forces that are positive and desirable and those that are negative and undesirable.
Identify the best of what is, what might be, what should be, and what will be all from a positive point of view.
End the former situation to deal with tangible and intangible losses allow re-pattering, and develop a new identity.
Identify the best of what it is, what might be, what should be, and what will be all from a positive point of you.
The appreciative inquiry approach collect peoples stories of best practices and a 4D model to identify the best of what is (discovery), envisions what might be (dream), discusses what should be (design), and implement the what will be (destiny) all from a positive point of you.
What is the difference between Lewins three stage model of change and appreciative inquiry?
Lewins three stage model of change involves informing employees of their role in the company success, whereas appreciative inquiry deals with the stages of grief.
Lewins three stage model of change identifies the forces opposing change, whereas appreciative inquiry requires asking employees what should change.
Lewins three stage model of change deals with the stages of grief, whereas appreciative inquiry involves breaking down large goals into smaller goals.
Lewins three stage model of change requires asking employees what should change, whereas appreciative inquiry involves building employee commitment to change.
Lewins three stage model of change identifies the forces opposing change, whereas appreciative inquiry requires asking employees what should change.
Lewins force field analysis tool demonstrates that a positive force and a negative force push against each other to maintain status quo. Appreciative inquiry requires employees to focus on questions that can bring about change, such as what is working best, why is it working best, and then implementing the change.
A TD professional meets the employees of an organization and ask them for stories of their best practices. After that the TD professional works with them to identify the features of an ideal organization and discuss the ways in which that I deal can be achieved. The TD professional then assign responsibilities among the employees to help the organization to reach that sat ideal. Which change management model has the TD professional used in this scenario?
Kotters change model .
Appreciative inquiry.
Kubler Ross’s stages of grief.
Lewins three stage model of change.
Appreciative inquiry.
The appreciative inquiry model involves cutting people stories of best practices in a 4D model to identify the best of “what is” (discovery), envisioning “what might be” (dream), discussing “what should be” (design), and implementing “what will be” (destiny) all from a positive point of you.
A TD professional is involved in an organization change management. The TD professional uses the ATD change model to ensure that the organization is able to effectively handle change and, hence, maintain competitive advantage. As part of this model, the TD professional first recognizes that there is a need for some change in the organizations processes. What should the TD professionals next step be?
Harmonize and align leadership.
Activate commitment.
Nurture and formalize a design.
Evaluate and institutionalize.
Harmonize and align leadership.
Harmonizing and aligning leadership is the second step in the ATD change model. It addresses the need to ensure that leaders are clear about the vision, may need to, and required actions for leading a change effort.
And employee working in an organization was terminated before the annual appraisal. The employee was not ready to except the change and believe that the employers were mistaken and would ask you employee to re-join the organization. Which change management model can help to explain the employees behavior?
Kotters change model.
Appreciative inquiry.
Lewins three-step model of change.
Kubler Ross’s stages of grief.
Kubler Ross is stages of grief.
Elizabeth Kubler Ross became one of the first to recognize that humans go through five phases following a loss or change. Kubler Ross is change response cycle faces are denial, anger, bargaining, depression, and acceptance. People perceive change it as a loss.
A TD professional works with the team to bring about a productive change in the organization. As per the TD professional, the change can happen by establishing small, achievable targets that lead up to a final target. Which model of change does the talent development professional most likely Support?
Kotters change model.
Appreciative inquiry.
Bridges transition model.
Lewins three step change bottle.
Kotters change model.
Kotters change bottle involves creating short term goals to achieve a final target
An employee worked in an organization for six years. The organization shut down due to the crisis. The employee is unable to except this change and has not been able to join any new organization. However, within a few months, the employee overcomes this issue and starts applying for other jobs. According to the bridges transition model, which step of the changes employee most likely going through?
Unfreezing.
Ending.
The neutral zone.
The new beginning.
Ending.
According to bridges transition model, the employees in the first step of the change model, ending. And the step, people deal with their tangible and intangible losses.
An organization is using the ATD change bottle to evaluate the performance of its recent projects. In order to challenge the current state, what should the organization focus on?
The recognition that something can be different, a preferred future that dares the status to innovate.
The use of tools to formalize the design, create a communication plan, and conduct a risk assessment.
The need to ensure that leaders are clear about the vision, magnitude, and required actions for leading a change offered.
The need to build commitment, not just compliance to the change effort from everyone
The recognition that something can be different, a preferred future that dares the status quo to innovate.
The second step address is the need to ensure that leaders are clear about the vision, magnitude, and required action for leading a change effort. The third step address a need to bill commitment, not just compliance to the effort from everyone. The fourth step encourages change facilitators to use tools to formalize the design, create a communication plan, conduct a risk assessment, select appropriate metrics, and deploy other implementation plans.
A TD professional is working with an organization to review employee performance using the ATD change model. In order to activate commitment to the change efforts one question master TV professional address?
Where?
What?
Why?
How?
How?
The activate commitment step in the ATD change model address is how facilitators can build commitment, not just compliance to the change effort from everyone. The “challenge the current state” step addresses the recognition that something can be different, a preferred future that dares the status quo to innovate. This step address is the question “why”?
The “harmonize and align leadership” step addresses the need to ensure that leaders are clear about the vision, magnitude, and required actions for leading a change effort. This step answers of “What”?
