Term
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Definition
- It is generally considered to be an organization-wide change, as opposed to smaller changes such as adding a new person.
- It includes the management of changes to the organizational culture, business processes, physical environment, job design / responsibilities, staff skills / knowledge and policies / procedures.
- When the change is fundamental and radical, one might call it organizational transformation |
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Term
| What provokes Organizational Change? Examples: |
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Definition
- Management adopts a strategy to accomplish some overall goal
- May be provoked by some major outside driving force, e.g., substantial cuts in funding
- An Organization may wish to evolve to a different level in their life cycle, e.g. from traditional government to e-government
- Transition to a new chief executive can provoke organization-wide change when his or her new and unique personality pervades the entire organization |
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Term
| Burke-Litwin Model of Why Organizations Change |
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Definition
(said would be on Exam) Gives you example of 9 or 10 things in an organization of that you can address and say how is the leadership supportive of change? What is the leadership’s role, in organizational change? Really does a good job of asking why or what for change in organization
- External Factors
+ Markets, legislation, competition, economy
- Mission and strategy
+ Alignment with mission statement, strategy
- Leadership
+ Major influence on how change happens
- Organizational culture
+ “the way we do things around here”
- Structure
+ Organizational structure, relationships,
- Mission and strategy
+ Alignment with mission statement, strategy
- Work Unit Climate
+ Employee perceptions of their environment
- Individual skills and abilities
+ Required skills for work changes
- Management Practices
+ What is management “philosophy” of organization
- Policies and procedures
+ Do existing policies conflict with goals of change
- Individual needs and values
+ Team membership, layoffs, work realignment
- Employee motivation
+ Is there gap between individual and organizational goals, motivational structure within the organization |
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Term
| Organizations go through four stages on the way to achieving their strategic objective: |
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Definition
1. Denial
2. Resistance
3. Exploration
4. Renewal |
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Term
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Definition
| As the Organization works its way through the four stages on the way to achieving their strategic objective (Denial, Resistance, Exploration and Renewal), there can be a negative impact on Productivity. |
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Term
| The Three Phases of Transition |
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Definition
-Change is going live – When you go live technically you’ve made the change and you are using the derive or whatever is doing the changing – some attitudes have to end(this is the ending part) and when we get to the beginning the new things (aptitudes etc.) are beginning) - may help to look at slides
William Bridges says 3 stages...
1. Ending, Losing, Letting Go
2. The Neutral Zone
3. The New Beginning |
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Term
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Definition
Transition starts with this 1/3 stage
- What do people lose? Perceived vs Actual loss?
Job
Security
Power
Control
Stability |
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Term
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Definition
The in-between time. The new isn’t fully operational
- High anxiety, low motivation
- Low productivity
- Old weaknesses
- Chaos and confusion
- Desire for the old ways
- Vulnerability |
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Term
| To get through the Neutral Zone: |
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Definition
- SWOT
- Encourage creativity
- Review policies and procedures
- Review what worked in the past
- Where do you have control or influence? |
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Term
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Definition
Realization
- Reinforce the logic behind the desired outcome
- Clear vision of plan, process and outcome
- Address stakeholder safety, security, necessary for success
- What are the benefits.
I- mprint “culture of change” attitudes |
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Term
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Definition
- Change, by definition, is destructive
- Change is situational, external and event based
+ Something ceases and something else is launched
+ It often occurs quickly |
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Term
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Definition
- Transition is a process
- Transition is psychological and internal
+ A process that may start before the change occurs
- Unless meaningful transition occurs, change will not work |
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Term
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Definition
1. Unfreeze – Ensures that employees are ready for change
2. Change – Execute the intended change
3. Refreeze – Ensures that the change becomes permanent |
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Term
| Kotter’s 8 Stages of Change |
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Definition
Bob said this the big one that everyone talks about...
1. Increase Urgency
2. Build the Guiding Team
3. Get the Right Vision
4. Communicate for Buy-in
5. Empower Action
6. Create Short-term Wins
7. Don’t Let up
8. Make it stick |
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Term
| Kotter’s Eight Step Process Do this... |
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Definition
- Articulate and reinforce the changes by highlighting the connections between new behaviors and processes and organizational success
- Develop methods to ensure leadership development and succession |
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Term
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Definition
- Efforts by employees to block the intended change is referred to as Resistance to Change.
Why people resist change
- Defense mechanism
resisting a potential loss
- Fear of the unkwown
-resentment
Violation of “personal compacts”
“competing commitment” that is incompatible with the desired change
- Desire to protect what a person feels is best interests of organization |
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Term
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Definition
a comprehensive ongoing approach to care delivery excellence that offers value while measurably improving quality, enhancing service, and reducing costs through the effective alignment of people, process and technology.
It consists of
1. People
2. Processes
3. Technology |
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