Quiz 4 Models Flashcards
A thinking strategy to explain a process, framework, or phenomenon.
Model
The means for achieving an outcome, output, result, or project deliverable.
Method
Can be a template, document, output, or project deliverable.
Artifact
4 Things project teams should avoid using (D(NU)PC)
1) Duplicates
2) Not useful
3) Produces incorrect information
4) Caters to individual needs vs team
OSCAR Model (used for coaching / mentoring)
O- Outcome
S- Situation
C- Choices / Consequences
A- Actions
R- Review
4 Characteristics of Media Richness (HFEU)
1) Handle multiple cues
2) Facilitate rapid feedback
3) Establish personal focus
4) Utilize natural language
Gap between what a user INTENDS TO DO and what the system actually allows them to do
Gulf of Execution
Gap between what the system DOES and how easy it is for the user to understand or interpret it
Gulf of Evaluation
Herzberg motivational factors (create satisfaction)
Related to work content (AGARW)
1) Achievement
2) Growth
3) Advancement
4) Recognition
5) The work itself
Herzberg Hygiene Factors (prevent dissatisfaction)
Related to work conditions / environment (SCJW)
1) Salary
2) Company policies
3) Job security
4) Working conditions
3 Intrinsic Motivators (AMP)
1) Autonomy
2) Mastery
3) Purpose
McClellan’s Theory of Needs (APA)
1) Achievement
2) Power
3) Affiliation
5 elements manage change in orgs (FPIMS)
1) Formulate change
2) Plan change
3) Implement change
4) Manage transition
5) Sustain change
Hiatt’s ADKAR model 5 steps
1) Awareness
2) Desire
3) Knowledge
4) Ability
5) Reinforcement
Kotter’s process for leading change 8 steps (CFCCRCBA)
1) Create urgency
2) Form a powerful coalition
3) Create a vision for change
4) Communicate the vision
5) Remove obstacles
6) Create short term wins
7) Build on the change
8) Anchor the changes in corporate culture
Satir’s change model 6 stages (LFCTPN)
1) Late status quo
2) Foreign element
3) Chaos
4) Transforming idea
5) Practice and Integration
6) New status quo
Bridges transition model 3 stages (ENN)
1) Ending, Losing, and Letting go
2) Neutral Zone
3) New Beginning
Cynefin framework (Snowden) 5 decision contexts (OCCCD)
1) Obvious (clear)
2) Complicated
3) Complex
4) Chaotic
5) Disorder
Tuckman ladder 5 stages (FSNPA)
1) Forming
2) Storming
3) Norming
4) Performing
5) Adjourning
Drexler/Sibbet team performance model 7 steps (OTGCIHR)
1) Orientation (why)
2) Trust building (who)
3) Goal clarification (what)
4) Commitment (How)
5) Implementation
6) High performance
7) Renewal
Thomas-Kolmann Conflict Model 6 Styles (CCCSFW)
1) Confronting/ problem solving
2) Collaborating
3) Compromising
4) Smoothing/ accommodating
5) Forcing
6) Withdrawal/ avoiding
Negotiation Model - Think win win (Stephen Covey)
(WWLCTA)
1) Win win
2) Win lose / Lose win
3) Lose lose
4) Character
5) Trust
6) Approach
5 Process Groups (Not phases) (IPEMC)
1) Initiating
2) Planning
3) Executing
4) Monitoring and controlling
5) Closing
Salience Model 3 (PLU)
1) Power
2) Legitimacy
3) Urgency
