CMI 514 - Learning Outcome 1.2

The values, beliefs, and practices that shape how an organization operates and how its employees interact.

The presence of different viewpoints, backgrounds, and experiences within an organization.

The level of success an organization achieves in its goals and objectives.

A strategic plan outlining the organization's direction, goals, and objectives.

The system of providing constructive feedback and suggestions for improvement.

The movement of employees into, out of, or within an organization.

The process of adjusting an organization's strategies, structures, or processes to adapt to changing market conditions or opportunities.

The number of employees leaving an organization.

A culture likely to embrace change, innovation, collaboration, and adaptability.

A culture resistant to new ways of working, prioritizing traditional methods.

The presence of diverse perspectives, experiences, and problem-solving approaches within an organization.

The act of leading and managing change in a diverse environment, considering different communication styles and comfort levels with change.

The process of assessing an organization's culture, identifying how it impacts desired changes, and potentially adapting it to support new values or flexibility.

The process of ensuring all diverse voices are heard and valued throughout a change process, fostering an inclusive environment.

When an organisation's performance falls short of expectations, it signals a need for change.

The set of rules, processes, and structures that guide how an organisation operates.

Feedback from employees, new ideas, and innovative approaches can spark change within an organisation.

Outdated processes, ineffective management practices, or a lack of employee engagement can all contribute to subpar performance.

Changes in market conditions, customer preferences, or industry trends can force organisations to adapt.

Changes in leadership, regulatory updates, or shifts in priorities can trigger a review of governance practices.

Managers need to understand how changes in governance can impact their organisation's operations.

Disorganized processes, poor communication, and unclear roles within an organization. Limits the organization's ability to function smoothly and may require immediate action.

Analyzing informal and formal conversations happening within the company, revealing concerns and highlighting any internal issues.

Strategies for managing change developed by analyzing internal factors such as chaos, communication issues, and unclear roles.

Identifying areas within an organization that need immediate attention and creating a plan to address them. This could involve restructuring departments or introducing new technologies.

Involving all stakeholders in the change process and ensuring clear, consistent communication throughout.

Identifying the key internal factors that can influence the need for change in your organization. This includes factors like organizational culture, leadership, employee feedback, and performance.

Gathering information and data to assess internal factors. This could involve reviewing performance reports, conducting employee surveys, and interviewing stakeholders.

Analyzing the current organizational culture and how it might impact change efforts. This involves examining employee interactions, openness to innovation, and adaptability.

Assessing how diversity within the organization affects its ability to embrace change. This involves considering different perspectives, inclusive initiatives, and addressing any barriers to inclusion.

The strengths and weaknesses within an organization that may be driving change, such as changes in leadership, employee satisfaction, or the need to innovate.

The measurement of how satisfied employees are with their work and the organization. This can include factors like job satisfaction, morale, and engagement.

Implementing necessary changes to improve the organizational culture to make it more adaptive and supportive of change initiatives.

Programs that aim to help employees adapt to change and develop new skills and mindsets.

Looking at how well an organization is doing in key areas, like how productive it is, how satisfied its customers are, and how profitable it is. Weak performance could mean it's time for changes, like improving processes, reorganizing teams, or adopting new strategies.

Analyzing the emerging strategies, if any, within the organization. This could include a shift in priorities, long-term goals, or how the organization responds to changes in the market or new technologies.

Assessing whether the organization's current structure and resources match up with its new plans, identifying any necessary operational changes.

Reviewing how decisions are made, and how well leaders are guiding changes.

Examining how ideas and changes are encouraged and implemented

Evaluating whether feedback is collected and utilized effectively to improve operations.

Addressing high employee turnover as a signal of dissatisfaction within the workforce, potentially needing changes in leadership, engagement, or practices.

Examining the reasons for employee departures through exit interviews or surveys to improve retention.