Q3- Managing Change

Question 1

Why can there be a need for change?

Answer 1

-> external (pressures within the industry or business environment)
-> internal (new management, operating conditions)
-> anticipation of future problems
-> natural process of ageing

Question 2

Objectives of planned change:

Answer 2

1. improve operational effectiveness
2. Improve the ability of the organisation to cope with changes in its environment
3. Modify the behavioural patterns of members

Question 3

Lewin’s three stage model- the ice cube model diagram

Answer 3

look at diagram in notes

Question 4

Unfreezing:

Answer 4

-> understand and recognise the need for change to stop existing behaviour

1. Communication
2. Participation
3. Create urgency

Question 5

Change:

Answer 5

-> change behaviour/attitude and implement and support throughout

1. Education & training
2. Incremental milestones
3. Create a new ‘norm’

Question 6

Refreeze:

Answer 6

-> new behaviour (reinforce new ways and embed change)

1. Monitoring & feedback
2. Rewards
3. Share success

Question 7

Reactions to change:

Answer 7

1. Acceptance -> enthusiastic support -> co operation
2. Indifference -> resignation -> apathy -> follow orders
3. Passive resistance -> regressive behaviour -> work to rule
4. Active resistance -> do as little as possible -> deliberate sabotage

Question 8

Why do people resist change?
-state relevant model

Answer 8

1. Emotional reasons
2. Rational reasons
3. Parochial self-interest
4. Low tolerance
5. Different assessment of the need for change
   -> Kotter & Schlesinger

Question 9

Emotional reasons…

Answer 9

-> feel less valued, loss of status
-> implied criticism
-> changing relationships
-> question own capacity
-> dislike/mistrust of those implementing change

Question 10

Rational reasons

Answer 10

-> job security
-> change of job content
-> reduced pay
-> need retraining

Question 11

Parochial self interest

Answer 11

-> things will be worse off for me

-> inadequate information
-> mistrust or dislike of those initating change

Question 12

Low tolerance

Answer 12

-> value habits and stability
-> risk averse

Question 13

Different assessments of the need for change

Answer 13

-> disagree on reasons for change and the perceived advantages
-> believe management do not have all the facts

Question 14

Methods to overcoming resistance to change:
-name relevant model

Answer 14

1. Education and communication
2. Participation and involvement
3. Facilitation and support
4. Negotiation and agreement
5. Manipulation and co-operation
6. Power/coercion
   -> Kotter & Schlesinger

Question 15

Education and communication

Answer 15

-> where there is a lack of info or inaccurate info and analysis
ADV= once persuaded, people will often help with the implementation of the change
DIS= can be very time consuming if lots of people are involved

Question 16

Participation and involvement

Answer 16

-> where initiators do not have all the info they need to design the change, and where others have considerable power to resist
ADV= people who participate will be committed to implementing change, and any relevant info they have will be integrated into the plan
DIS= can be very time consuming if participants design an inappropriate change

Question 17

Facilitation and support

Answer 17

-> where people are resisting because of adjustment problems
ADV= no other approach works as well with adjustment problems
DIS= can be very time consuming, expensive, and still fail

Question 18

Negotiation and agreement

Answer 18

-> where someone or some group will clearly lose out in a change, and where that group has considerable power to resist
ADV= sometimes it is a relatively easy way to avoid major resistance
DIS= can be too expensive in many cases if it alerts others to negotiate for compliance

Question 19

Manipulation and co operation

Answer 19

-> where other tactics will not work or are too expensive
ADV= it can be a relatively quick and inexpensive solution to resistance problems
DIS= can lead to future problems if people feel manipulated

Question 20

Explicit and implicit coercion

Answer 20

-> where speed is essential, and the change initiators posses considerable powers
ADV= it is speedy and can overcome any kind of resistance
DIS= can be risky if it leaves people mad at the initators