Management 201 exam II
Terms
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- change resulting fro a deliberate decision to alter the organization
- planned change (internal)
- change that is imposed on the organization and is often unforeseen
- unplanned change (external)
- change of a relatively small scope, such as making small improvements
- incremental change
- change of a larger scale, such as organizational restructuring
- strategic change
- change in which the organization moves to a radically different, and sometimes unknown, future state
- transformational change
- the individual or group that undertakes the task of introducing and managing a change in an organization
- change agent
- 7 major reasons people resist change
-
fear of the unknown
fear of loss
fear of failure
disruption of interpersonal relationships
personality conflicts
politics
cultural assumptions and values - the final step in Lewins change model, in which new attitudes, values, and behaviors are established as the new status quo
- refreezing
- the first step in Lewins change model, in which individuals are encouraged to discard old behaviors by shaking up the equilibrium state that maintains the status quo
- unfreezing
- the second step in Lewins change model, in which new attitudes, values, and behaviors are substituted for old ones
- moving
- how can leaders deal with resistance to change?
-
-communicate
-train
-involve - is a planned systematic approach to move the organization through the change transition curve
- organization development (OD)
- Diagnosis and needs analysis -----intervention-----follow up
- Organization Development Cycle
- stage of Organization Development Cycle that determine employee attitudes, solicited by questionnaire, interview, focus groups
- Diagnose
- part of the Organization Development Cycle that is designed to relax and improve communication and effectiveness of the organization
- Intervention
- techniques for enhancing employee’s skill & value to the organization
- job coaching
- employee’s job and performance outcome clarified
- Role negotiation
-
job duties & tasks are
changed to improve
to fit individuals
skill and job demand
- job redesign
- techniques designed to enhance leadership skills
- Management/Leadership Training and Development
- increasing the job knowledge, skills, and abilities that are necessary to improve job performance & personal value
- skills training
- 5 Internal Forces of Change
-
Downsizing
Merger Acquisition
Re Organizing
Globalization
Outsourcing
- 4 Ethical Forces of Change
-
Workforce Diversity
Economy
Changing Technology
Ethical Behavior