Exam #3 (Governance-101) Flashcards
What is
Developmental Change?
A type of organizational change that is a simple evolutionary step for an organization.
Examples: an improvement to a technology or an operating process that does not fundamentally change the structure of the organization, such as, an incremental improvement or upgrade to a manufacturing process.
What is a
Transitional Change?
A type of organizational change that is a shift in organizational focus.
Example: a farm transitioning from traditional to regenerative agricultural methods in response to a changing market.
What is a
Transformational Change?
A type of organizational change that is the transformation of mission focus or a new service model for an established industry.
Examples: Kodak’s mission switch from photography to pharmaceutical products or Airbnb’s transformation of the hospitality industry.
What is
Kotter’s 8-Step Model?
An organizational change model comprising an eight-step process grouped into three phases: creating a climate for change, engaging and enabling, and implementing and sustaining.
What is the ADKAR Model?
A goal-oriented model for individual and organizational change management. ADKAR is the acronym of the five components that people need to institute lasting change: Awareness, Desire, Knowledge, Ability, and Reinforcement.
What is a Stakeholder?
A a person, group, or organization that has interest or concern in an organization and its activities. Stakeholders can affect or be affected by the organization’s actions, objectives, and policies.
Examples: Internal stakeholders may include representatives from throughout the organization, including all domestic and international function areas and administrative departments. External stakeholders may include representatives from customers, suppliers, partners, investors, communities in which the organization operates, nongovernmental organizations, policymakers, regulators, and the media.
What is Critical Mass?
The minimum size or amount of something required to start or maintain a venture.
The term draws on analogy with a nuclear reaction, which becomes self-sustaining if amount of material exceeds the critical mass.
What is a Tipping Point?
The point at which a series of small changes or incidents becomes significant enough to cause a larger, more important change.
In an organizational setting, it may take as few as approximately 15% of people to embrace an idea to hit the tipping point, after which its adoption is inevitable
What is the
AMOEBA Metaphor for Cultural Change?
A metaphor and an acronym of an organizational change model used to understand the adoption of innovations, such as climate action integration, by large government agencies or corporations. The acronym guides the change process: Adapting the innovation; Mobilizing the change agents; Organizing the transformers; Easy does it with the mainstreamers; Building momentum at the margins; and Avoiding the naysayers.
Organizations resemble amoebas: they move in fits and starts, pulled in many directions simultaneously, and are not controlled by a central leader.
What are the Phases of Cultural Change in the AMOEBA metaphor?
Early Adoption, Critical Mass, and Final.
Who are the Early Adopters (first phase of cultural change)?
In the context of the Amoeba Metaphor for Cultural Change, those innovators, change agents, and transformers who are out in front in bringing innovations to their organization.
Innovators can be brilliant at conceiving of new ideas but not as proficient in advancing them effectively. Change agents can distill the key elements of innovation and translate them to a wider audience. Transformers are well-connected, influential people who can champion an idea in a way that lends it wider legitimacy, moving it toward acceptance by the mainstream.
What is the Critical Mass phase of Cultural Change?
The second phase in the Amoeba Metaphor for Cultural Change, where the key actors are mainstreamers, laggards, controllers, and spiritual recluses.
Mainstreamers are willing to go along with a new idea, but will not lead the way. Laggards are reluctant to go along with a new idea, but will not actively fight it. Controllers, usually people of high authority in organizations, tend to stick to their own circles. They are influential, but are not usually engaged with those actively advancing innovations. Spiritual recluses speak in idealistic language and do not generally engage with organizational challenges.
What is the final phase of Cultural Change?
The third phase in the Amoeba Metaphor for Cultural Change, where the key actors are reactionaries, iconoclasts, and curmudgeons.
The reactionaries tend to react strongly to change, especially if they see it as reducing their privilege or sense of security. Iconoclasts are critics of the status quo and can offer sound arguments for change, but they can also be blunt and confrontational. Curmudgeons are pessimistic about the projects for change and innovation, perhaps having already experienced failure and not wishing to risk future failure.
What is
Organizational Adaptive Capacity?
The potential or capability of a system to adapt to change, in this case climate impacts and their direct and indirect effects.
It comprises adjustments in behavior, resources, and technologies to address challenges that the organization has not faced before.
*Climate 201 defines the generic term, adapative capacity.
What is
Adaptive Leadership?
A leadership style that employs a set of strategies and practices that can accomplish meaningful change and cultivate adaptability to thrive in complex, competitive, and challenging environments.
Examples: Franklin Roosevelt, Mahatma Ghandi, Martin Luther King, Jr.
