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Questions and Answers
Which type of change is characterized by a deliberate decision to alter the organization?
Which type of change is characterized by a deliberate decision to alter the organization?
Unplanned change is always beneficial for organizations.
Unplanned change is always beneficial for organizations.
False
What is the key difference between driving forces and restraining forces in Kurt Lewin's Force Field Analysis Model?
What is the key difference between driving forces and restraining forces in Kurt Lewin's Force Field Analysis Model?
Driving forces push organizations toward change, while restraining forces act as resistance against change.
People are generally opposed to change they didn’t think of, not change that they believe is necessary. This suggests that _____ can help in facilitating change.
People are generally opposed to change they didn’t think of, not change that they believe is necessary. This suggests that _____ can help in facilitating change.
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Match the types of changes with their effects:
Match the types of changes with their effects:
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What is the first step in Lewin's Force Field Analysis Model?
What is the first step in Lewin's Force Field Analysis Model?
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Driving forces are those that hinder the change process.
Driving forces are those that hinder the change process.
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Name one restraining force that could prevent someone from trying to lose weight.
Name one restraining force that could prevent someone from trying to lose weight.
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In Lewin’s model, the process is completed in three main steps: unfreezing, moving, and ________.
In Lewin’s model, the process is completed in three main steps: unfreezing, moving, and ________.
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Match the following terms with their definitions:
Match the following terms with their definitions:
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Which of the following is an example of a driving force?
Which of the following is an example of a driving force?
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What is the desired outcome of using Lewin's Force Field Analysis Model?
What is the desired outcome of using Lewin's Force Field Analysis Model?
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According to Lewin, once the change is implemented, it is important to simply leave the situation as it is.
According to Lewin, once the change is implemented, it is important to simply leave the situation as it is.
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What is the first step in Lewin's Three-Step Change Model?
What is the first step in Lewin's Three-Step Change Model?
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Resistance to change is a rare behavior in employees.
Resistance to change is a rare behavior in employees.
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Name one reason why employees might resist change.
Name one reason why employees might resist change.
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One reason for resistance to change is the fear of __________.
One reason for resistance to change is the fear of __________.
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Match the types of resistance to change with their descriptions:
Match the types of resistance to change with their descriptions:
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What can help minimize resistance to change?
What can help minimize resistance to change?
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Change requires individuals to break free from their comfort zones.
Change requires individuals to break free from their comfort zones.
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What was the main purpose of the pen exercise described?
What was the main purpose of the pen exercise described?
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What is the main purpose of refreezing in the change process?
What is the main purpose of refreezing in the change process?
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Altering rewards can help reinforce new behaviors during the change process.
Altering rewards can help reinforce new behaviors during the change process.
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What should be done to celebrate success in the change process?
What should be done to celebrate success in the change process?
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To facilitate change, it is crucial to create a sense of __________ among team members.
To facilitate change, it is crucial to create a sense of __________ among team members.
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Match the following strategies with their purpose in the change process:
Match the following strategies with their purpose in the change process:
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What is the highest priority strategy for minimizing resistance to change?
What is the highest priority strategy for minimizing resistance to change?
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Stress management practices are necessary even when communication and learning are effective.
Stress management practices are necessary even when communication and learning are effective.
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What does involvement in the change process entail?
What does involvement in the change process entail?
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Negotiation may involve giving up something for something else in return, which helps to reduce _____ during change.
Negotiation may involve giving up something for something else in return, which helps to reduce _____ during change.
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Match the strategies for minimizing resistance to their descriptions:
Match the strategies for minimizing resistance to their descriptions:
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Which of the following is a potential problem of using coercion as a strategy?
Which of the following is a potential problem of using coercion as a strategy?
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Turning resistance into constructive conversations can increase commitment to change.
Turning resistance into constructive conversations can increase commitment to change.
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What is a driving force for creating a sense of urgency for change?
What is a driving force for creating a sense of urgency for change?
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When change happens, it is essential to minimize _____ to help ensure long-term success.
When change happens, it is essential to minimize _____ to help ensure long-term success.
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Which of the following methods fosters employee readiness for change?
Which of the following methods fosters employee readiness for change?
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Study Notes
MGMT2010 Organizational Change
- Course Learning Objectives (CLO4): Diagnose the impact of leadership style on decision-making and managing organizational change.
- OB Facts and Trivia: People aren't opposed to change, they're opposed to changes they haven't thought of.
- Forces of Change in an Organization: External forces include general environment (social, cultural, demographic, political, economic, technological), and business environment (industry, competition, consumer demands). Internal forces include low performance, low satisfaction, new mission, new leadership, and conflict.
Planned vs. Unplanned Change
- Planned Change: Deliberate decision to alter the organization. Example: Automating manufacturing.
- Unplanned Change: Imposed on the organization, often unforeseen. Example: Economic recession.
Change Can Affect...
- Technology
- Products or Services
- Administration and Management
- People/Human Resources
Change Models
- Purpose: Guide to making changes, navigating the transformation process, and ensuring changes are accepted and practiced.
- Kurt Lewin's Force Field Analysis Model: Popular change model with two forces.
- Driving Forces: Push organizations toward change, external or internal forces (e.g., leader's vision).
- Restraining Forces: Resistance to change from employee behaviors that block the change process (e.g., maintaining the status quo).
Example of Change:
- Driving Forces: information available quickly, accuracy of information, employees more productive
- Restraining Forces: cost of technology, staff unsure/afraid of automation, complicated to implement.
Lewin's Force Field Analysis Model: Example/Application
- Some people may find it difficult to start an exercise program for weight loss.
- Driving Forces: dislike weight gain, passing a treadmill test, feel lethargic, family history, new job
- Restraining Forces: lack of time or facility at work, spouse/partner, no interest in physical activity, grade in physical education
Applying Lewin's Model
- Unfreezing: Unfreezing the current situation.
- Change: Move to a desired condition.
- Refreezing: Refreezing the situation so it stays there.
Lewin's Three-Step Change Model
- Unfreeze: Ensures employees are ready for change
- Change: Execute the intended change
- Refreeze: Ensure that the change becomes permanent
How to Remember the Steps
- Unfreeze: Determine what needs to change, ensure strong management support, manage and understand doubts and concerns
- Change: Communicate often, dispel rumors, and empower action; involve people in the process
- Refreeze: Anchor the changes, develop ways to sustain the change and provide support, celebrate successes
Lewin's Three-Step Change Model (Detailed)
- Unfreezing: Educate employees, Inform (what, why, when, how), consult with views and ideas, plan (objectives, resources, time-scale, measurements, budgets), organize work plans, and provide praise and encouragement
- Change: Recognition and empathy, coach and train, lead and manage, help and guidance, provide feedback regularly, provide adequate resources
- Refreezing: Set performance indicators, monitor and evaluate performance, establish a system to implement change, establish controls, reward new behaviors, sanction old behaviors, and provide a period of stability
Why Employees Resist Change
- Negative valence: Losing something valuable (status, position, power).
- Not-invented here: Opposing change from elsewhere.
- Fear of the unknown: Risk of personal loss (knowledge/skills), concern about adjustment.
- Breaking routines: Cost of moving away from comfort zones, requiring time and effort.
- Incongruent team dynamics: Changes against team norms.
- Incongruent organizational systems: Workplace practices not aligned.
What Makes Someone Resist Change?
- (No specific details given)
Strategies - Minimizing Resistance to Change
- General Strategies:*
- Communication
- Learning
- Involvement
- Stress Management
- Negotiation
- Coercion
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Description
Test your knowledge on the dynamics of organizational change with this quiz. Explore the forces and models that influence change within organizations, as well as the impact of leadership styles on decision-making. Understand the difference between planned and unplanned changes and their implications for various aspects of an organization.
