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Change Management > Individual > Flashcards

Individual Flashcards

1
Q

Maslow’s Hierarchy of Needs

A 
Physiological
Safety
Love
Esteem
Self-Actualisation
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2
Q

Herzberg Satisfaction: Satisfiers/Motivators

A 
Achievement
Recognition
The work itself (job content)
Responsibility
Advancement (promotion)
Growth (personal/professional development)
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3
Q

Herzberg Satisfaction: Dissatisfiers/Hygiene Factors

A 
Company policy and administration
Supervision (technical quality of oversight) 
Supervision (relationship with supervisor)
Working conditions
Salary
Relationship with peers
Personal life
Relationship with subordinates
Status
Recognising efforts
Security
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4
Q

Dan Pink, 3 key motivators for ‘knowledge work’

A

Autonomy
Mastery
Purpose

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5
Q

Schein, Survival and learning anxieties

What is needed for unfreezing?

A

Disconfirmation
Creation of guilt or anxiety
Creation of psychological safety

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6
Q

Rogers. 3 core conditions for personal growth and change

A

Congruence
Unconditional positive regard
Empathy

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7
Q

MBTI Types

A

Extravert - Introvert (E/I)
Sensing - Intuiting (S/N)
Thinking - Feeling (T/F)
Judging - Perceiving (J/P)

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8
Q

Kolb, Learning Cycle

A

Concrete experience
Reflective observation
Abstract conceptualisation
Practical experimentation

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9
Q

Stages of Conscious Competence Model

Learning Dip

A

Unconscious incompetence
Conscious incompetence (Dip)
Conscious competence (Dip)
Unconscious competence

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10
Q

Learning Styles

A

Activist
Reflector
Theorist
Pragmatist

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11
Q

Stages of Change Curve

A 
Shock
Denial
Angel/Blame
Bargaining & Self-Blame
Depression & Confusion
Acceptance
Problem Solving
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12
Q

Bridges Stages of Transition

A

Endings
Neutral Zone
New Beginnings

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13
Q

MBTI - energized by the external world

A

E

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14
Q

MBTI - energized by their own inner world

A

I

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15
Q

MBTI - Focus on sensory data

A

S

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16
Q

MBTI - focus on interpretations & intuitions

A

N

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17
Q

MBTI - make decisions through rational thought

A

T

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18
Q

MBTI - make decisions through sensitive feelings

A

F

19
Q

MBTI - prefer situations to be ‘cut and dried’ and clear

A

J

20
Q

MBTI - prefer more ‘open-ended’ ambiguous situations

A

P

21
Q

Learning Cycle Preference - Concrete experience

A

Activist

22
Q

Learning Cycle Preference - Reflective observation

A

Reflector

23
Q

Learning Cycle Preference - Abstract conceptualisation

A

Theorist

24
Q

Learning Cycle Preference - Practical experimentation

A

Pragmatist

25
Q

Learning Styles:
Typically learn best from experience (prefer new experiences with people)
Constantly busy
Enjoying the challenge of anything new
Always ready to ‘have a go’
Tendency to move on rapidly from one experience to another (fail to learn effectively)

A

Activist

26
Q

Learning Styles:
Learn from watching others and thinking back over their experiences
Thorough and careful in character
Absorb and consider all possible angles before drawing conclusions
Lose opportunities to learn because they take too few risks to gain many practical experiences and do not engage sufficiently with others

A

Reflector

27
Q

Learning Styles:
Prefer learning that proceeds logically from ‘first principles’
Appreciate clear theoretical models
Happy to absorb their ideas through reading
Appreciate lectures that offer credible explanation of sound theory, or which systematise and integrate data from experience
Miss learning opportunities due to their aversion to intuitions and creativity, and their intolerance of ambiguity

A

Theorist

28
Q

Learning Styles:
Like to test and apply ideas and theories, especially where they have practical relevance to a current problem
Open to new techniques and to anyone who can help or coach them
Lose learning opportunities by rejecting or ignoring ideas with no obvious/immediate application

A

Pragmatist

29
Q 
Learning Styles Preferences:
On-job learning by trial and error
Coaching from a respected practitioner
Activity-based learning in groups
Well-simulated work environments
A

Activist

30
Q 
Learning Styles Preferences:
Observing others ‘live’ or on video
Action learning sets (see note below)
Making notes and keeping learning diary
Well-simulated work environments
A

Reflector

31
Q 
Learning Styles Preferences:
Courses and seminars
Lectures and presentations
Reading and personal research
Well-simulated work environments
A

Theorist

32
Q 
Learning Styles Preferences:
Practical workshops
On-job learning by trial and error
Applying tools and models to practice situations
Well-simulated work environments
A

Pragmatist

33
Q

Competence Model Stage:

The learning is unaware of his/her lack of a particular skill

A

Unconscious Incompetence

34
Q

Competence Model Stage:

The learner now realises the importance of a skill but fails in trying to do it

A

Conscious Incompetence

35
Q

Competence Model Stage:

The learner now realises the importance of a skill but fails in trying to do it

A

Conscious Incompetence

36
Q

Competence Model Stage:

The learner can do this skill effortlessly without much conscious thought

A

Unconscious Competence

37
Q

Competence Model Stage:

The learner can do this skill effortlessly without much conscious thought

A

Unconscious Competence

38
Q

Competence Model Stages w/ Learning Dip

A

Conscious Incompetence + Conscious Competence

39
Q

Lowest phase of change curve

A

Depression & Confusion

40
Q

the human, psychological process of letting go of one pattern and engaging with a new one

A

Transition

41
Q

the actual events, activities, and steps that can be put into a diary of project plan

A

Change

42
Q

Bridges Transition Phase:

letting go of the old ways and old identity.

A

Endings

43
Q

Bridges Transition Phase:
an in-between time when the old is gone but the new isn’t fully operational. It is when the critical psychological realignments and repatternings take place

A

Neutral Zone

44
Q

Bridges Transition Phase:
coming out of the transition. This is when people develop a new identity, experience new energy, and discover a new sense of purpose that makes the change begin to work

A

New Beginnings

Change Management (6 decks)

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