Organizational Change and Leadership

False (B)

Leaders play a crucial role in guiding organizations through change by providing direction, motivation, and support.

<p>Classical</p> Signup and view all the answers

<p>Classical Approach = Emphasizes top-down decision-making and control. Human Relations Approach = Focuses on employee satisfaction and morale during change. Human Resources Approach = Sees employees as assets whose potential should be maximized. Systems Approach = Considers change as an interconnected process affecting various organizational subsystems. Cultural Approach = Examines how shared values and beliefs shape organizational responses to change. Critical Approach = Analyzes how power dynamics influence change processes.</p> Signup and view all the answers

<p>Symbolic Communication (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Organizations can overcome resistance to change through clear and transparent communication, employee involvement, training and support, and strong leadership support.</p> Signup and view all the answers

<p>Radical Change (D)</p> Signup and view all the answers

<p>False (B)</p> Signup and view all the answers

<p>Lewin’s Three-Stage Model or Kotter’s Eight-Step Model</p> Signup and view all the answers

<p>control</p> Signup and view all the answers

<p>Employee training programs (D)</p> Signup and view all the answers

<p>Establish a sense of urgency = Create awareness about the need for change Communicate the vision effectively = Ensure all members understand and support the change Empower employees to take action = Encourage participation in the change process Anchor new approaches in the organizational culture = Make change a normal part of the organizational practices</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>Unfreezing</p> Signup and view all the answers

The constant process of adapting to internal and external factors affecting an organization.

Deliberate efforts aimed at improving organizational effectiveness through structured strategies.

Change occurring unexpectedly due to crises or external pressures.

Small, continuous adjustments made over time to improve processes.

Significant transformations that alter organizational identity and operations fundamentally.

A model for change management including Unfreezing, Changing, and Refreezing stages.

A structured approach for organizational change including urgency, coalition, vision, and culture anchoring.

Opposition from employees due to uncertainty, fear, or past experiences related to change.

Openly opposing change through criticism or refusal to comply.

Silent skepticism, lack of engagement, or decreased productivity.

Addressing concerns and providing rationale for change.

Inspires change through vision, charisma, and empowerment.

Views change as an interconnected process affecting various subsystems.

Sees employees as assets whose potential should be maximized.

Encouraging feedback and addressing concerns.

Analyzes how power dynamics influence change processes, viewing resistance as empowerment.