innovation 5th week Flashcards
Change management
responding to changes and being proactive to adopt into customer preferences by renewing the firms
**DIRECTION structure and capabilities customers
Lewins change management model
3 stages of implementing change
First stage of implementing change according to Lewin
Unreeze-Breaking the existing mindset and creating awaraness of change being needed
The second process of Lewin’s model
The change part- Introducing the change to the firm
The third process of Lewins change management model
Refreeze- making the change a part of the company, integrating into the culture to be permanent
Problems with the Lewins change management model
It is too sybmolic, and assumes static environment which normally too many things happen.There is no detail on how to make changes and do not take into account into employees resistant to change.
Explain the Lewin change management model
Its a change model that takes companies from current to their desired state.
Mckinsey 7s model
There are shared values which are requal imprtance. There are hard and soft s in this model.The strategy structure and systems can be influenced by the management and can eailsy make changes.The soft ones like skills staff and stlye are hard to make changes, hard to identify which are related more to the culture of the company.
What are the 7s of kinsey
Skill staff syle strategy structure system and shared values
What are the differences between Lewis and kinsey model
Kinsey is more suitable for radical changes whereas Lewis for incremental.
Lewis is more static as it suggests freezing after implmenting the change but the mckinsey can make continuous improvements.Mckinsey one takes a more whole look to change and lewis does not provide direction for change.
Kotter’s 8 step change management model
Mainly on how to make people excited about change
The first step of Kotter
Establish a sense of urgency- communicating the need for change as people resist generally
The second step of kotters
Finding influential people- change agent to explain why change is important
Third one for kotter
Developing a clear shared vision in order to create trust within employees
4th one of kotter
Communicating the vision to reach a mutual understanding of what we want to reach at
5th step of kotter
Empowering people to act on the vision as to understand who are resisting and why are they resisting and eliminating the obstacles that hinder the change application
6th kotter
Create short term wins- providing insentives, showing change is succesful and clear suspected people
7th kotter
Consolidate and build on gains- to relfect what went well and how to improve further
8th kotter
Institutionalise the change- making the change formal by policies and procedures.
Maurer 3 levels of resistance and change mdel
Give information about the different levels of resistance staff might have towards change.
The first level of maurer
I dont get it- Lack of understanding the prupose of change or how to change and creating a resistance response
The second level of maurer
I dont like it- Emotional response to the change which could be fear of losing job, fear of unknown or discomfort.
Third level of maurer
I dont like you-Lack of trust and confidence towards the people implementing change. Adressing concerns and creating trust is crucial.
What is environmental scanning
See whats happening in the market customer preferences and technologies. Process of gathering, analysing and dispensing information for strategic purposes.
Three types of environmental scanning
Adhoc-infrequent or as needed after a crisis.
Regular- on regular schedule
Continuous- continously collecting data and evaluating environmental factors.
