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Questions and Answers
What are the six dimensions of change?
What are the six dimensions of change?
Planned change is simply making things different.
Planned change is simply making things different.
False
Change agents can be managers, non-managers, or outside consultants.
Change agents can be managers, non-managers, or outside consultants.
True
Resistance to change only comes from the lower levels of the organization.
Resistance to change only comes from the lower levels of the organization.
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Which of these is not a tactic for overcoming resistance to change?
Which of these is not a tactic for overcoming resistance to change?
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What are the three steps in Lewin's Three-Step Model of managing organizational change?
What are the three steps in Lewin's Three-Step Model of managing organizational change?
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What is OD - Organizational Development?
What is OD - Organizational Development?
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Describe one of the six dimensions of change.
Describe one of the six dimensions of change.
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What is "Manipulation" in the context of overcoming resistance to change?
What is "Manipulation" in the context of overcoming resistance to change?
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What is the defining characteristic of a change agent?
What is the defining characteristic of a change agent?
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Study Notes
Course Information
- Course: BMGT340 - Organizational Behavior
- Chapter: 17 - Organizational Change
- Semester: Fall 2024-2025
Learning Objectives
- Objective 17.1: Change
- Objective 17.2: Resistance to change
- Objective 17.3: Approaches to managing organizational change
Objective 17.1: Change
- Forces for Change:
- Changing nature of the workforce
- Technology
- Economic shocks
- Competition
- Social trends
- Globalization
- Reactionary versus Planned Change
- Change: Simply making things different
- Planned Change: Intentional and goal-oriented change activities
- Goals of planned change:
- Improve organizational adaptability to environmental changes
- Change employee behavior
- Change Agents: People who manage change activities; can be managers, employees, or consultants
Objective 17.2: Resistance to Change
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Employees may resist change by latching onto information that supports the status quo.
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Resistance to change isn't always from lower levels; higher-level managers may resist changes proposed by subordinates if focused on immediate performance.
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Open discussion and debate can be a positive aspect of resistance.
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Individual Sources of Resistance:
- Habit
- Security needs
- Economic factors
- Fear of the unknown
- Selective information processing
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Organizational Sources of Resistance:
- Structural inertia
- Limited focus of change
- Group inertia
- Threat to expertise
- Threat to power relationships
Objective 17.2: Overcoming Resistance to Change
- Tactics to help change agents deal with resistance:
- Communication
- Participation
- Building support and commitment
- Developing positive relationships
- Implementing changes fairly
- Manipulation and cooptation
- Selecting people who accept change
- Coercion
Objective 17.3: Approaches to Managing Change
- Lewin's Three-Step Model: Unfreezing (status quo), Movement (desired state), Refreezing (new change)
- Unfreezing methods: Driving forces, Restraining forces, combining first two
- Movement stage: Maintain momentum once it begins
- Kotter's Eight-Step Plan
- Establish a sense of urgency
- Form a powerful coalition
- Create a vision
- Communicate the vision
- Empower others to act on the vision
- Plan for, create, and reward short-term wins
- Consolidate improvements and recognize them
- Reinforce changes by demonstrating their connection to success
- Action Research:
- Systematic data collection, analysis of data, based on the results to initiate action
- 5 steps: Diagnosis, Analysis, Feedback, Action, Evaluation
- Organizational Development (OD):
- Planned change interventions based on humanistic-democratic values, improves organizational effectiveness and well-being
- Techniques/interventions: Sensitivity training, survey feedback, process consultation, team building, intergroup development, appreciative inquiry
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Description
Test your understanding of Chapter 17 on Organizational Change from the BMGT340 course. This quiz covers key concepts such as forces for change, resistance to change, and approaches for managing organizational change. Enhance your knowledge about how organizations adapt in a dynamic environment.
