Innovation and Change Pt.2 (EXAM 2) Flashcards
What are the stages of organizational decline?
- Blinded
- Inaction
- Faulty action
- Crisis
- Dissolution
Blinded (Organizational Decline)
managers failing to recognize internal and external change
Inaction (Organizational Decline)
managers recognize the problem but fail to take action in resolving it
Faulty action (Organizational Decline)
management uses belt-tightening plans that cut costs, increase efficiency and restore profit for a spell.
Crisis (Organizational Decline)
organization has enter bankruptcy, dissolution, or restructuring
Dissolution (Organizational Decline)
company is now dissolved due to failure to change
Change forces
force that produces differences of an organization
Resistance forces
force that support the existing conditions of an organization
Resistance to change
opposition to change
Why can a organization be resistant to change?
due to:
- self-interest
- misunderstanding
- distrust
- general intolerance
What are the 3 management ideas to help resistance to change?
- Unfreezing
- Change intervention
- Refreezing
Unfreezing (Resistance to Change)
getting those affected to believe change is needed
Change intervention (Resistance to Change)
process used to change workers and managers behavior and work practices
Refreezing (Resistance to Change)
supporting and reinforcing new changes
What are the methods to manage resistance to change?
- Educate employees
- Communicated change to employees
- Encourage employees to participated in planning and implementing change
- Allow employees to discuss and agree who will do what after the change
- Offer managerial support
- Coercion use of power and authority to force change
What do you not do when leading change?
- Unfreezing phase
- Change intervention phase
- Refreezing phase
Unfreezing (what not to do)
- Not establish urgency
- Not creating powerful coalition
Change Intervention (what not to do)
- Lack of vision
- Under communicating the vision
- Not removing obstacles
- Not creating and planning short-term wins
Refreezing (what not to do)
- Declaring victory too soon
- Not anchoring changes
Results-driven change
change created quickly by focusing on the measurement and improvement of results
What is agile change
using meetings to review progress and break problems into small clearly defined parts.
General electric fastworks
experimenting with new ideas and learn from repeated tests and improvements
Organizational development
planned change interventions designed to improve an organization’s long-term performance and health
Change agent
person formally in change
What creates results-driven change program?
- Set measurable, short-term goals
- Make sure actions steps improve performance
- Stress importance of improvement
- Solicit help from consultants and staffers
- Test action steps to see if they yield improvements
- Use resources that can be easily acquired
what are the 8 steps for organizing development intervention?
- Entry - problem is discovered search begins for someone to deal with problem
- Startup - change agent works to clarify the problem and gain commitment to change
- Feedback - gathers information about the problem and provide feedback
- Action planning - develop action plan
- Intervention - action plan is carried out
- Evaluation - assess the effectiveness of the intervention
- Adoption - accept ownership and responsibility for the change, implant it in the entire organization
- Separation - change agent leaves the organization
