Commonly Used Models Flashcards
Ken Blanchard
Skill and Will measurement of competence and commitment
OSCAR Coaching Model
Outcomes
Situation
Choices
Actions
Review
Cross Cultural Communication
When we send a message, it is influenced by the sender and receiver’s. current knowledge, experience, language, thinking, and comm style
Effectiveness of Comm Channels
Handle multiple information cues simultaneously
Gulf of Execution and Evaluation
Gulf: Does it match what we use?
Evaluation: Does it support the user to discover how to interact with it? Easy to learn?
Herzberg’ Theory of Motivation
Job satisfaction
-Hygiene factors such as salary, company politices, and physical environment
Motivational factors of Herzberg
Achievement, Growth, and Advancement
Intrinsic vs Extrinsic Motivation
Intrinsic: Autonomy, mastery, purpose
Extrinsic: External such as money, bonuses and status
Motivation Model: Theory of XYZ
X: Driven by income and only income. Not ambitious
Y: Intrinsically motivated to do good work
Z: Motivated by higher calling; job for life
Change Management Models: PMI Managing Change
- Changes to the org from plan, imp, sustain, make transition
ADKAR
-Awareness of change- explain the why, create champions
-Desire of change- champions
-Knowledge of change- trained and resources for change
-Ability of change- Monitor change
-Reinforcement of change- monitor and reward for using the change
Virginiai Satir
Change model that describes what happens in XY axis
8 steps to change
- Create urgency
- Form powerful coalition
- Create vision for the change
- Comm the vision
- Remove obstacles
- Create short term wins
- Build on the change
- Anchor the changes in corporate culture
Bridges Transition Model
We go thorough a process to change
Ending–> Lose and let go–> Neutral zone–> New Beginning
Transition Readiness Process
- Comm reason for change
- Understand the impact from those affected
- Check org’s readiness for change
- Edu leaders o how change will affect people
- Monitor progress of transition
- Help ppl understand how they can contribute to change
Stacey Matrix
Complexity
XY axis of simple, complicated, complex, and chaos (low to high)
How to get a project to simple requirements to reduce uncertainty and technical uncertainty?
Cynefin Framework
- Obvious cause and effect, use best practices
- Complicated/known unknowns, then assess facts and use best practices
- Complex/known unknowns: Probe the env and iterate fwd
- Chaotic: stabilize back to complex
- Disordered: break into smaller part and assess
Tuckman’s Ladder
Forming
Storming
Norming
Performing
Adjourning
Drexler/Sibbet Performance Model
Orientation
Trust Bldg
Goal Clarification
Commitment
Imp
High Performance
Renewal /CI
Conflict Model
-Problem Solving
-Collab
-Compromising
-Smoothing/Accommodating
-Forcing
-Withdrawal/avoid
Negotiation
Win Win
Lose Lose
Win/lose
Lose/win
Planning Sweet Spot
Is btw planning upfront and time to market benefits
Process Groups
Initiation
Plan
Execute
M&C
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