Final Flashcards
Explain age and size of org, evolutionary period and period of revolution
Age and size of an organization
As time passes organization’s features changes
Volume of the organization influence the problems or solutions the organization needs to take
Evolutionary period
Quiet periods - where things are working/ small adjustments are made
Period of revolution
Serious upheaval / crisis/ turbulent times
What are the 4 stages of greniers model of org growth
Creativity Direction Delegation Coordination and collaboration
Explain the creativity phase of org growth
New entrepreneurship
Focus on product and service
Not on efficiencies/ management
Explain the direction stage of org growth
More direction is brought through professional managers/ CEOs
Bring structure/design/culture
Explain delegation stage of org growth
More decentralization as organization grows
Shift to a more decentralized structure such as divisional structures
Explain coordination stage of org growth
Try to balance centralization and decentralization
More complex organization structures
Explain the collaboration phase of org growth
Move to more organic structures
Social control (through culture rather than structure)
What is organizational change
The process by which organizations move from their present state to some desired future state to increase their effectiveness
Why change in an org
Comp forces, Economic forced, political forces, demographic forces and ethical forces
What are the resistances to org change
Organizational Level resistance
Power and conflict between groups or functions – may not work together
Differences in functional orientation – cause of problem
Mechanistic structure – causes inertia
Organizational Culture – not open and ready to change
Group Level resistance
Informal norms are hard to change
Cohesive groups may be resistance to new structures
Groupthink – difficulty in looking at benefits of change
Individual Level resistance
Uncertainty and insecurity about their jobs and futures
Narrow perspective, selfish view of impact
Habits, routines are difficult to change
Explain evolutionary and revolutionary change
Evolutionary
Gradual
Incremental
Specifically focused
Revolutionary
Sudden
Drastic
Organization wide
Explain socio technical systems theory
Changing roles, tasks or technology
Jointly optimize technical and social systems
Gradual approach
Example: Coal Miners’ long wall method
Explain total quality management
Continuous and ongoing improvement by all functions
Quality circles – floor worker groups discuss improvements
Changing cross-functional relationships
Remove redundancies in steps of performing a task
Example: Toyota’s lean production system and Kaizen approach
Explain flexible work teams
Workers assume responsibilities for all operations
Teams become responsible for end products
Self managed teams – jointly assigned tasks and transfer members from one task to another
Explain re-engineering
Redesign how tasks are bundled – how to integrate
Changes in business process rather than functions
Changes in “what work people do”
Rethink how they do business
Business process – activities that cut across functions
Example: Ford reengineering accounts payable in response to Mazda*
Explain E-engineering
Use of IT to improve performance, information sharing, communications, monitoring
Example: Oracle’s PeopleSoft for HRMS
Explain restructuring
Managers change tasks or authority structures
Downsizing – one type of restructuring streamline structures
Layoffs to reduce bureaucratic costs
Downsizing has its downsides ()
Need surplus managers, anorexic organizations
Result of not making incremental changes
Example: Facebook, Twitter, so many companies!
Explain innovation
Successful use of skills to create new products, technologies or services
Help organizations meet customer needs
Most difficult
Develop creativity and entrepreneurship
Example: 3M developing Scotch Tape
What id difference between creativity and innovation
Creativity: Combine ideas in unique ways or to make unusual associations between ideas
Innovation: The process of taking creative ideas and turning them into useful products, services or work methods!
What should u do to implement change
What should be changed? What problems are key and need immediate attention?
Impediments to change/ how can you overcome these?
Potential resistance? Strategies to overcome resistance?
Choosing a change approach. Why?
How will the approach be implemented?
Evaluation plan
Develop a strategy for measuring progress and performance
What is culture
Culture is the set of values, norms, guiding beliefs, and understandings that is shared by members of an organization and taught to new members as the correct way to think, feel, and behave
What is org culture
Organizational culture has been described as a system of shared meaning and beliefs held by organizational members that determines, in large degree, how they act towards each other and outsiders.
What are culture types Dominant cultures vs sub-cultures
Sub-cultures – mini-cultures typically found in smaller organizational groups who face similar problems, situations and experiences
Strong vs Weak Cultures
How intensely or widely held?
Explain creation and transmission of cultures
Founders of org then org practices and then socialization practices
What is the socialization process
A process that helps new employees learn the organization’s way of doing things.
How is culture strengthened and maintained
Cultural artifacts – provide meaning and establish stronger in employees’ minds
Stories and Myths
Rites and Ceremonies
Symbols
Org Structures
Power relationships
Control Systems
What are stories and myths
Cultural narratives of significant events
Heroes and Legends of the organization
What are rites and ceremonies
Ceremonies, rites of passage
Reinforce values and norms
Types of Rites:
Passage (Graduation Ceremony)
Enhancement (Award Ceremonies)
Integration (Christmas Parties)
Renewal (Training and Development)
what are symbols
Environment of the organization
Physical Artifacts – focus attention of employees
What are power relationships
Who has power in an organization?
How is power distributed?
What are control systems
How are information and people managed and controlled?
How are decisions made?
What are the 4 main org cultures
Adaptability: entrepreneurial values, creativity and flexibility
Mission culture: Goal achievement and profitability focus on performance
Clan: Supporting employees, responsibility and ownership
Bureaucratic: Consistency efficiency and methodical and integrated
What are org ethics
Code of moral principles and values that govern the behaviours of a person or group with respect to what is right or wrong.
Ethical Dilemma: The Quandary people experience when they must decide whether they should act in a way that benefits someone else, even if it harms others and isn’t in their own interest.
What are the models of ethics
Utilitarian model
Decision that leads to greatest good for greatest number of people
E.g.: Locate a plant in a place that benefits the most number of people
Moral rights model
Decision that best maintain and protect fundamental rights of people affected by it.
E.g.: Covertly monitoring employee activity (right to privacy)
Justice Model
Decision that distributes benefits and harms among stakeholder in a fair and equitable way
E.g.: Giving people they like bigger raises
How do you build an ethical org
Value-based leadership
A relationship between follower that is based on strong values advocated by the leaders
Formal Structures and Systems
Ethical Structures
Disclosure
Codes of Ethics
Training
What is org power
The ability of one person or groups of persons to overcome resistance by others to achieve a desired object/goals.
The ability of A to make B do something that B would otherwise not have done!
Power is used to
Obtain more power
Maintain existing power
Eliminate other’s power
What are the sources of power
Expert: Knowledge
Refernt: high level of identification
Legitimate: hierarchy
Coercive: exert harm
Reward: reward people
Sources of org power
Authority
Control over resources
Control over info
Non sustainability
Centrality
Control over uncertainty
Unobstructive
What is politics in org
Political skills: The ability to effectively understand others at work and to use such knowledge to influence others to act in ways that enhance one’s personal and/or organizational objectives.
What are the elements of political skill
Social astuteness
Interpersonal influence
Networking ability
Apparent sincerity
What are the conflict models
Bargaining model:
Conflict of competition
Bureaucratic model:
Conflict of control and autonomy
Systems/Lateral conflict model:
Conflict of coordination
How do you manage conflict
Managing “good” conflict without letting it escalate to “bad” conflict
Level of structures:
Altering levels if differentiation and integrations
Increasing buffer and integration roles
Top management to solve conflicts
Rethinking supervision and chain of command
Level of individuals:
Procedures to share grievances
Third-party negotiators
Selection/recruitment/rotation/exchange individuals
