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BUAD304 > Leader as a Change Agent > Flashcards

Leader as a Change Agent Flashcards

1
Q

What are the forces of change?

A 
work force
technology
economic shocks
competition
social trends
political trends
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2
Q

What is global competition doing?

A

Making it much harder to compete
different rules
fierce competition

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3
Q

What is it called when change is Incremental - Reactive

A

Adaptation

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4
Q

What is it called when change is Revolutionary - Reactive

A

Recreation

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5
Q

What is it called when change is Incremental - Anticipitory

A

Fine Tuning

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6
Q

What is it called when change is Revolutionary - Anticipatory

A

Transformation

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7
Q

What are some sources of Individual Resistance to Change?

A 
habit
security
fear of the unknown
economic factors
selective information processing
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8
Q

What are some sources of Organizational Resistance to change?

A
  • Structural Inertia
  • Limited focus of change
  • group inertia
  • threats to expertise, power, relationships, and resource allocations
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9
Q

What are the 7 ways of Overcoming Resistance to Change?

Eric
Plays
Football.
Not
Many
Can
Sing
A
  • education and communication
  • participation
  • facilitation and support
  • negotiation
  • manipulation and cooptation
  • coercion
  • selecting people who accept change
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10
Q

Lewin’s 3 Step Change Model

A

Unfreeze Status Quo

(cooperation between driving force and restraining forces)

Move to a new state
refreeze change

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11
Q

What is Organizational Development?

A

a collection of change methods that try to improve organizational effectiveness and employee well-being

goals and values

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12
Q

goals?

A

goals
improve org effectiveness
improve orgs capacity to solve own problems and change itself

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13
Q

What are the Organizational Values?

A 
respect for people
trust and support
power sharing and participation
openness to information
confrontation
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14
Q

What are the common OD tecniques or interventions?

A 
Survey Feedback
Human Process Consultation / Team Building
Intergroup Development
Appreciative Inquiry
Strategic Interventions
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15
Q

Human Process Consultation/Team Building

A

dealing with interpersonal problems and emphasizes involvement

enhance teams

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16
Q

Intergroup Development

A

increase cohesion among departments

job enrichment and self managing teams
employee empowerment
organization design

17
Q

Appreciative Inquiry

A

AI seeks to identify the unique qualities and special strengths of an organization so members can build on to improve.

focuses on success rather than problems.

discovery, dream, design, destiny

18
Q

Strategic Interventions

A

Organization transformation

Sstrategic alliances

19
Q

What are some OD Application Issues?

A
  • differences in Org culture
  • Differences in national culture
  • politics of change
  • ethics of control
20
Q

What is Action Research?

A

A change process based on systematic collection of data and then selection of a change action based on what the analyzed data indicates

21
Q

What are the 5 steps in Action Research?

A
  1. Diagnosis
  2. Analysis
  3. Feedback
  4. Action
  5. Evaluation
22
Q

What does action research benefit?

A

Problem-focused rather than solution-centered

Heavy employee involvement reduces resistance to change

23
Q

What are the Traditional Change Methods?

A 
Management initiated and controlled
Problem focused
Experts analyze and design solutions
Doers implement solutions
Rolled out as packaged change program
Change is a discrete event.
24
Q

What are the problems with Traditional Change methods?

A 
conflict between experts and doers
lack of employee buy-in
too rigid, not adaptive
limited learning
may solve specific problems but doesn't improve organization's capacity to improve itself
25
Q

How to manage strategic change?

A

Felt Need —> Vision ….> Action Learning Process

26
Q

What is the self-design strategy?

A

Taking action to implement change —> Collecting pertinent information —> diagnosing progress —-> planning to modify change and how it is implemented

27
Q

What are characteristics of high performing organizations?

A 
Organization Structure: Flat and Lean
Work Design: Self-managed teams
Information Systems: Open and distributed
Leadership: Visionary
Decision Making: Employee empowerment
Training and Development: Continuous
Selection Process: Culture Driven
Rewards: Performance and skill based
Culture: Strong and egalitarian
Workforce Accommodations: Plentiful
28
Q

Characteristics of Self-Design Strategy?

A

involves multiple stakeholders
innovation on site
learn by doing

BUAD304 (13 decks)

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