Week 2 Flashcards
Do ppl resist change?
No, they generally resist the potential consequences of the change
What is the system view of resistance?
Lewin: “Resistence could emerge anywhere in the system” -> engage in targeted actions to overcome resistance and also investigate where resistance originated
What is the psych. concept of RtC?
Resistance is embedded in the individual (obstacle -irrational- to overcome, rooted in system)
What are examples of forces that would lead to resisting change? (Lewin)
Lack of training, Market pressures, Responsibility overlaps, Inadequate leadership from TMT, etc.
What are examples of forces that would lead to facilitating change? (Lewin)
Joy and pride in work, tech. know-how, High quality, motivated staff, Opportunities to benchmark, etc.
What do Ford et al. essentially argue?
Resistance is not only in the recipients, but also as a result of change agent’s sense making
What could go wrong in C.A. sense making (2)? (Ford et al.)
1: Expectation effect (resistance can become- self-fulfilling prophecy). E.g. withhold info or “I knew there would be…” -> If you expect resistance you will find it. 2: Self-serving explanations (attributing change failure to others, e.g. blame recipients for resistance rather than take responsibility)
How could C.A. contribute to resistance (3)? (Ford et al.)
1: Trust violations (past experiences) & broken agreements -> RESTORE, 2: Comm. breakdown (A: no legitimization-reasons, B: no call to action, C: misrepresentation of aspects) -> BE HONEST, 3: Resisting change (‘allergic’)
How could C.A. see resistance (“negative reactions”) as a resource (3)? (Ford et al.)
1: Existence value (ppl taling > not talking), 2: Engagement value (they care), 3: Strengthening value (quality). THUS; engage in conversation, investigate source of reaction.
What are some good things to do for C.A.? (Ford et al.)
Be open, honest, full disclosure, etc. (if culture doesn’t allow-problem of org.)
Why is employee readiness important?
‘positively inclined’ impacts change support/acceptance
What three factors need to be present for employee readiness?
1: Need for change (believe change is necessary & appropriate), 2: Sense of Efficacy (“Yes I Can”, believe that you are able to handle and deal w/survive the change), 3: Valence/perceived favorableness (believed personal benefits-for yourself)
What does the quality of [management] communication influence? (image)
Negatively influences Strategic uncertainty (where is org. going as a whole)
What does [employee] participation in decision making influence? (image)
Negatively influences Structural (org. internal structure-who is going where) and Job Related (change affecting personally) uncertainty, as well as Strain (stress), Positively influences Control.
What makes good quality of [management] communication? According to Wk. 2 article…
Comm. should be timely, credible, trustworthy and provide the necessary info.
What are two very common responses to change?
Uncertainty and Stress
What three types of uncertainty are identified?
Strategic (where is org. going as a whole), Structural (org. internal structure-who is going where) and Job Related (change affecting personally) uncertainty
What is on the checklist of things a C.A. can do to be seen as fair?
VOICE, consistency, accuracy, lack of bias, correctability, advance notice, transparency, justification/legitimization, interpersonal treatment
Other than the checklist, what could C.A. do to be seen as fair?
High quality communication, legitimate explanation (see ‘need for change’ believe change is necessary/appropriate), consistency, ongoing, accurate, timely, honest, transparent, victim support
Name some more aspects of perceiving C.A. practices as fair?
Consistently applied to all employees, no stereotypes, use accurate info to base decision on, get out opportunities provided, represent all interests, take ethical standards into account
Why would you ask employees to participate?
Increase participation to reduce (stress +) uncertainty, increase control
Under which conditions will employee participation be effective (5)?
1: Enough time available, 2: Culture supports it, 3: Relevant to employee, 4: Have the ability/knowledge, 5: Tactical>strategic change
What does fairness beliefs impact?
Perceived legitimacy, but not efficacy (“yes I can”)
