Mgt304 Org Change

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Anonymous
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146618
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Mgt304 Org Change
Updated:
2012-04-09 17:51:58
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Mgt 304 Org Change
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Mgt 304 Org Change
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  1. Change in the Business World today
    • Change or disappear- things are changing quickly
    • Univ. Embraces dean change
  2. Forces for Change (External)
    • Nature of Workforce
    • Technology
    • Economic Shocks- Retail, Newspapers (Elec)
    • Competition- Changes because they others make strides
    • Social and Political Trends
    • World Politics- currencies
    • Environmental Concerns
    • Corp Social Responsibility (ethics)
  3. Forces of change (Internal)
    • Numerous
    • HR Problems- Employees leaving- New CEO
    • Managerial Behavior/Decisions
    • Financial
    • Quality
    • Productivity
    • Customer Satisfaction
  4. Primary Changes in the Nature of the Workforce
    • Increasing Diversity
    • Dual Career Families
    • Increase in Contingency Workforce (Consultants, Part time, outsourced)
    • Less Unionization (<7% in FL)
    • Values and Expectation Changing (Work-Life Balance)
    • Increased Interorganizational and International Mobility
  5. Organizational Change
    Planned or uplanned transformations in a structure....
  6. Prevalence
    • International Phenomenon
    • International Expansion
    • Reduction in Employment
    • Mergers, divestitures, acquisitions
    • Major restructuring
  7. First order Change
    Change which is more continuous in nature and doesn't involves no major shift in how the organization operates
  8. Second-Order Change
    Radical change; major shifts involving many different levels of the organization and aspects of business.
  9. Objectives
    • -Improved Organizational Adaptability
    • -Increased Customer Satisfaction
    • -Profitability
    • -Technology
    • -Adapt to high pace, high tech environment

    • -Change Patterns of Employee Behavior
    • -Increase
    • Employee Motivation
    • -Increase
    • Productivity
  10. Individual Barriers to Change
    • Economic insecurity
    • Fear of the unknown
    • Threats to Social Change (Relationships you like)
    • Habit- "We do things this way"
    • Failure to Recognize Change
    • Demographic Background (from a changing Co.- they arent afraid of change)
    • "Me" Issues- how will it affect me (Pay, manager)
    • Individual Inertia- Laziness torwards change
    • Climate of Mistrust
    • Personality conflicts
  11. Organizational Barriers to Change
    • Bureaucracy
    • Structual Inertia (Report to too many levels)
    • Work Group Inertia
    • Threats to Existing Balance of Power
    • Preciously Unsuccesful Change Efforts
    • Composition of Board of Directors (Open-minded?)
    • Technical knowledge (Stuck w Technology)
  12. Organizationsl Barriers to Change Cont'd
    • Fear of Failure
    • Peer Pressure
    • Poor Timing
    • Non-reinforcing Reward System
    • Overdetermination
    • Narrow Focus of Change
    • Resource Allocation (Want to but don't have the dough)
  13. Pointers to Improve Chance of Success
    Shape Political Dynamic (Get people on your side- collaboration- get them to think its their idea)

    20-50-30 Rule- Generally 20% embrace change 50% sit on fence and 30% are against it.. Focus on 50

    Rationale- Explain rational-e what and why

    Opening Moves- Bold Especially if big change

    Aiming Point-

    Expect Problems- If you expect to have them you'll be better off facing them

    Participation- from the top down

    Communication* Well and often using different types of comm techniques to get the point accross

    Tracking Behavior- of individuals for quality change

    Timing- Time it really well

    Stress- reduced by change

    Support and Commitment- Upper managers gung-ho

    Rewards- with change

    Trainining and Education

    • NOT BEST:
    • Negotiation
    • Manipulation and Cooperation
    • Coercion
  14. Competitive Intelligence
    Learn about competition before planning and implementing change
  15. Strategic Planning
    • -Long-term plan outlining actions needed
    • to achieve planned results.

    • -The process of formulating, implementing
    • and evaluating decisions that enable an organization to obtain its objectives.
  16. Learning Organization
    Org that has continuous capacity to adapt and change through learing

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