Lesson 14

Question 1

What are 6 common drivers of organizational change?

Answer 1

• workforce demographics
• technology
• globalization
• market conditions
• organizational growth
• poor performance

Question 2

Explain how workforce demographics is a driver in organizational change (2)

Answer 2

• change is usually a response to changes in the environment

- as a workforce gets older, the types of benefits they prefer may change

Question 3

Explain how globalization is a driver in organizational change (2)

Answer 3

• it is a threat and an opportunity, depending on the ability to adapt
• it is often cheaper to produce in some countries compared to others

Question 4

Explain how poor performance is a driver in organizational change

Answer 4

• change is more likely to happen if the company is performing poorly and if there is a threat from the environment

Question 5

What are the four common ways we react to change?

Answer 5

• active resistance
• passive resistance
• compliance
• enthusiastic supporters

Question 6

What is active resistance? (2)

Answer 6

• most negative reaction to a proposed change

- sabotage the change effort and be outspoken objectors to new procedures

Question 7

What is passive resistance? (3)

Answer 7

• being disturbed by changes without necessarily voicing these opinions
• dislike the change (feel stressed and unhappy)
• reduce the output or quality of work or stop engaging in organizational citizenship behaviours

Question 8

What does compliance involve?

Answer 8

going along with proposed changes with little enthusiasm

Question 9

Who are the enthusiastic supporters?

Answer 9

defenders of the new way and actually encourage others around them to give support to change effort as well

Question 10

What is a general rule for any change attempt?

Answer 10

you have to over come the resistance on the part of people to be successful

Question 11

When are there negative consequences to change?

Answer 11

for the people in question, when people negatively react to change, they have neg emotions, use sick time and will leave

Question 12

What are 7 reasons why we might resist change?

Answer 12

• disrupted habits and routines
• personality
• feelings of uncertainty
• fear of failure
• personal impact of change
• prevalence of change
• perceived loss of power

Question 13

What types of personality do better with organizational change? (5)

Answer 13

• positive self concept
• positive self efficacy
• optimistic people
• internal locus of control
• high risk tolerance

Question 14

What are 2 key concepts that might be applied to understanding dear of failure with change?

Answer 14

• self efficacy

- locus of control

Question 15

What is a transformational change within an organization?

Answer 15

at least 25% of existing structures, procedures, business lines are being changed

Question 16

What is one of the most useful frameworks in the ability to plan, organize, and execute change?

Answer 16

Kurt Lewin’s 3 stage model of planned change

Question 17

What is the assumption that change will encounter?

Answer 17

resistance

Question 18

According to Kurt Lewin, how should you plan and execute change effectively?

Answer 18

FREEZE (or making sure members are ready for and receptive to change), then CHANGE (executing the changes), then REFREEZE (ensure change is permanent, and new rules become the norm)

Question 19

What are the forces called that push us towards change?

Answer 19

driving forces

Question 20

What are the forces pushing against us to keep the status quo?

Answer 20

restraining forces

Question 21

As long as the driving and restraining forces are equal…

Answer 21

we will maintain status quo

Question 22

If the driving forces are more powerful than the restraining forces…

Answer 22

we will move towards change

Question 23

What is Kotter’s Eight-stage Process for Change?

Answer 23

1. Create a sense of urgency when introducing the change effort.
2. Build a coalition.
3. Create a vision for change and make change a part of the vision.
4. Communicate a plan for change
5. Eliminate obstacles to change
6. Create small wins
7. Build on change
8. Make change a part of culture.

Question 24

What happens when you are trying to build a coalition?

Answer 24

• in order to convince people change is needed, instead of trying to get everyone on board at the same time, it may be more useful to convince and prepare the opinion leaders

Question 25

What happens when employees are able to participate in planning change efforts?

Answer 25

they tend to have more positive opinions about the change as they can voice their concerns, a sense of ownership

Question 26

Why is it important to have small wins?

Answer 26

to make the point that their idea is on the right track, and early success gives change planners more creditability