Organizational Change Flashcards
Change agents
People who act as catalysts and assume the responsibility for managing change activities
Managers or non
Employees
Outside consultants
Forces for change
Nature of workforce Technology Economic shocks Competition Social trends World politics
Lewins three step model
Unfreezing: change efforts to overcome the pressures of both individual resistance and group conformity
moving: efforts to get employees involved in change
refreezing: stabilizing change by balancing driving and restraining forces
Kotter: 8 common failures in initiating change
The inability to create sense of urgency Failure to create coalition Absence of a vision Not removing obstacles Failure to provide short term and achievable goals The tendency to declare victory too soon Not anchoring changes in the org culture
Action research
A change process based on the systematic collection of data and then selection of a change action based on that data
Process:
Diagnosis, analysis, feedback, action, evaluation
Appreciative inquiry
An approach to change that seeks to identify the unique qualities and special strengths of an org, which then can be built on to improve performance
Steps ( 4 ds )
Discovery, dreaming, design, destiny
Creating a culture for change
Organizations embrace change by transforming their cultures through two approaches
Stimulating innovation and creating a learning organization
Learning organization can have single loop learning (errors are corrected using past routines and present policies) and double loop learning ( errors are corrected by modifying the org objectives, policies, and standard routines)
