New Memorisation

Question 1

Bridges Transitions.

Four elements of New Beginnings

Answer 1

Purpose
Picture
Plan
Part to play

Question 2

Four Concerns can arise b/w Change Agents and Line Managers

Answer 2

Mixed motivation. Line manager could be invested in past ways.

Concerns about exposure. Risking web of complex relationships.

Concerns about loss of control. Line manager reputation built into system.

Clarity about who is involved. Reluctance from Line Managers. Power issues around work.

Question 3

3 Layers of Organisational Culture. Trompenaars and Hampden-Turner

Answer 3

Surface: visible
Deeper: norms-values
Deepest: basic assumptions

Question 4

How culture is shaped, Turner.

Answer 4

Behaviours
Symbols. Rituals, storytelling.
Systems. Control, plan, measure, reward.

Question 5

Taylor’s 5 Cultural Focuses:

Answer 5

Achievement
Customer-centric
One-team
Innovative
People-first

Question 6

Trompenaars and Hampden-Turner: 4 archetypes

Answer 6

Task v. person, egalitarian v. hierarchical

Eiffel tower, guided missile, family, incubator

Question 7

How to Encourage Engagement through Heart & Mind

Answer 7

Symbolic actions and symbolism
Use of metaphors
Use of narratives/storytelling

Question 8

Rich vs. Lean

Answer 8

Interactivity
Multiple cues
Variety and format of information

Question 9

Change Impact Categorisation

Answer 9

The intended change - most important to understand and plan for
The unintended/unplanned outcome
Change management activities

Question 10

Key inputs for identifying impacts

Answer 10

Detailed proposal and plans
Gap analysis
Stakeholder assessment

Question 11

5 factors that influence an individual’s response to change. Cameron + Green.

Answer 11

Nature of the change
Consequences of the change
Organisational history
Type of individual
Individual history

Question 12

Supporting individuals in large changes

Answer 12

Set up change agent network

Established network of line managers