C721 CHANGE MANAGEMENT | STUDY GUIDE
Five elements that support management's effective attainment of organizational goals -
Answers - planning, organizing, directing, controlling resources, and staffing
Define Management - Answers - the process of working with and through people to
achieve organizational goals
2 essential pieces in organizations that must be integrated effectively to lead to high
performance. - Answers - Management and Leadership
What are the traits of an effective change leader? - Answers - They define themselves
as a change leader, embrace risk instead of being adverse to risk as part of the change
process
Organizational Development - Answers - the practice of changing people and
organizations for positive growth
Change Management - Answers - encompasses approaches used by business content
and behavioral process specialists that assist leaders in moving organizations from a
present to future state
Systems Theory - Answers - organizations are viewed as a total system of
interdependent subsystems with individual components that include people, technology,
work, and culture all of which work together to respond to external environmental
changes such as competitors, customers, or government regulations
Contingency theory - Answers - viewing organizational dimensions (strategy, structure,
people, work, rewards) as parts of a whole that fit together. When one of these
dimensions is out of sync with the others, issues emerge
Long-Term Approach - Answers - focuses on lasting effects through changes in cultural
norms including interventions and alter attitudes, behaviors, processes, knowledge, and
structures
Top-down approach - Answers - seeks to gain top management commitment and
involvement in order to significantly affect intended changes. Implemented throughout
the organization.
Collaborative approach (pg 12) - Answers - involving professionals who are affected by
changes and who support the changes to the organization
Analytical Approach - Answers - examines data, diagnoses present problems, and
motivates change to resolve issues. Accurate diagnostic skills are a core competency of
OD change agents
,Facilitation approach - Answers - uses skilled dialogue and discussion, listening,
feedback when assisting professionals to identify weaknesses and strengths of the
organization: planning for change; managing the change process; and implementing,
coaching, and problem solving during the change
Design approach - Answers - helps leaders and managers to develop meaningful work
climates where organizational members can accomplish their goals in a healthy way
What constitutes an internal change? - Answers - Changes to an organizations
operating system
A formal subsystem consists of: (8 terms) - Answers - leadership, strategy,
management, goals, marketing, operations, technology, and structure
Type 1 error - Answers - happens when the environment is actually stable, but the
leaders and mangers perceive it as turbulent and proceed to take unneeded actions to
respond
Type 2 error - Answers - happens when leaders and managers perceive the
environment as stable when in actuality it is turbulent and they fail to take the necessary
actions thus threatening the survival of the organization
Developmental change - Answers - involves an improvement of what already exists
Transitional change - Answers - consists of an implementation to achieve a known
desired state that is different from the existing one. Ex. Installing a new technology
system
Transformational change - Answers - involves the emergence of a new, unknown state
for the organization. Ex. Changing the entire structure and culture of an organization
Dunphy and Stace's Model four levels of change: Level 1 - Answers - Fine-Tuning- This
type of change involves an ongoing process of matching and fitting an organization's
strategy, structure, and processes with the environment. Ex. Commitment to the
organization's mission and departments
Dunphy and Stace's Model four levels of change: Level 2 - Answers - Incremental
Adjustment: Incremental adjustments are predictable changes that evolve slowly and
systematically at a constant rate over time within the organization to fit the external
environment. Ex. Modifying a mission statement
Dunphy and Stace's Model four levels of change: Level 3 - Answers - Modular
transformation: Organizational change is radical in this type of change but is focused on
subparts rather than on the entire organization. For example: restructuring departments,
, changes in key executives responsibilities, introducing new processes. Related to
transitional change
Dunphy and Stace's Model four levels of change: Level 4 - Answers - Corporate
transformation: This type of change, like transformational change in previous model,
involves an radical shift in the business strategy and changes in the vision, mission,
culture, and systems. There is outside recruitment of new executives. Most, if not all, of
the internal systems and dimensions of an organization are affected
Balogun and Hope-Hailey's Model
Horizontal Axis - Answers - End Result:
Transformation and Realignment
Balogun and Hope-Hailey's Model
Vertical Axis - Answers - Nature of Change:
Incremental and Big Bang
Balogun and Hope-Hailey's Model's Four Strategies:
Evolution - Answers - when the change is incremental but transformation is the result.
This strategy suggests proceeding in a progressive way by also analyzing both the
internal and external environments while implementing the change
Balogun and Hope-Hailey's Model's Four Strategies:
Adaption - Answers - When the change is also incremental and the end result is
realignment. This is the least intrusive impact on the organization and the most
commonly used
Balogun and Hope-Hailey's Model's Four Strategies:
Revolution - Answers - When the change is big bang and transformational. An example
might be a company that is bought by another parent firm and the new owner requests
the present leaders and managers to change the vision and mission and the replace a
majority of the workforce
Balogun and Hope-Hailey's Model's Four Strategies:
Reconstruction - Answers - When the change is big bang combined with realignment.
The organization may experience turmoil as in a turnaround or large expansion, and the
basic business model may remain intact
Proactive response - Answers - Proactive change involves actively attempting to make
alterations to the workplace and its practices. Companies that take a proactive
approach to change are often trying to avoid a potential future threat or to capitalize on
a potential future opportunity
Reactive response - Answers - Reactive change occurs when an organization makes
changes in its practices after some threat or opportunity has already occurred
Five elements that support management's effective attainment of organizational goals -
Answers - planning, organizing, directing, controlling resources, and staffing
Define Management - Answers - the process of working with and through people to
achieve organizational goals
2 essential pieces in organizations that must be integrated effectively to lead to high
performance. - Answers - Management and Leadership
What are the traits of an effective change leader? - Answers - They define themselves
as a change leader, embrace risk instead of being adverse to risk as part of the change
process
Organizational Development - Answers - the practice of changing people and
organizations for positive growth
Change Management - Answers - encompasses approaches used by business content
and behavioral process specialists that assist leaders in moving organizations from a
present to future state
Systems Theory - Answers - organizations are viewed as a total system of
interdependent subsystems with individual components that include people, technology,
work, and culture all of which work together to respond to external environmental
changes such as competitors, customers, or government regulations
Contingency theory - Answers - viewing organizational dimensions (strategy, structure,
people, work, rewards) as parts of a whole that fit together. When one of these
dimensions is out of sync with the others, issues emerge
Long-Term Approach - Answers - focuses on lasting effects through changes in cultural
norms including interventions and alter attitudes, behaviors, processes, knowledge, and
structures
Top-down approach - Answers - seeks to gain top management commitment and
involvement in order to significantly affect intended changes. Implemented throughout
the organization.
Collaborative approach (pg 12) - Answers - involving professionals who are affected by
changes and who support the changes to the organization
Analytical Approach - Answers - examines data, diagnoses present problems, and
motivates change to resolve issues. Accurate diagnostic skills are a core competency of
OD change agents
,Facilitation approach - Answers - uses skilled dialogue and discussion, listening,
feedback when assisting professionals to identify weaknesses and strengths of the
organization: planning for change; managing the change process; and implementing,
coaching, and problem solving during the change
Design approach - Answers - helps leaders and managers to develop meaningful work
climates where organizational members can accomplish their goals in a healthy way
What constitutes an internal change? - Answers - Changes to an organizations
operating system
A formal subsystem consists of: (8 terms) - Answers - leadership, strategy,
management, goals, marketing, operations, technology, and structure
Type 1 error - Answers - happens when the environment is actually stable, but the
leaders and mangers perceive it as turbulent and proceed to take unneeded actions to
respond
Type 2 error - Answers - happens when leaders and managers perceive the
environment as stable when in actuality it is turbulent and they fail to take the necessary
actions thus threatening the survival of the organization
Developmental change - Answers - involves an improvement of what already exists
Transitional change - Answers - consists of an implementation to achieve a known
desired state that is different from the existing one. Ex. Installing a new technology
system
Transformational change - Answers - involves the emergence of a new, unknown state
for the organization. Ex. Changing the entire structure and culture of an organization
Dunphy and Stace's Model four levels of change: Level 1 - Answers - Fine-Tuning- This
type of change involves an ongoing process of matching and fitting an organization's
strategy, structure, and processes with the environment. Ex. Commitment to the
organization's mission and departments
Dunphy and Stace's Model four levels of change: Level 2 - Answers - Incremental
Adjustment: Incremental adjustments are predictable changes that evolve slowly and
systematically at a constant rate over time within the organization to fit the external
environment. Ex. Modifying a mission statement
Dunphy and Stace's Model four levels of change: Level 3 - Answers - Modular
transformation: Organizational change is radical in this type of change but is focused on
subparts rather than on the entire organization. For example: restructuring departments,
, changes in key executives responsibilities, introducing new processes. Related to
transitional change
Dunphy and Stace's Model four levels of change: Level 4 - Answers - Corporate
transformation: This type of change, like transformational change in previous model,
involves an radical shift in the business strategy and changes in the vision, mission,
culture, and systems. There is outside recruitment of new executives. Most, if not all, of
the internal systems and dimensions of an organization are affected
Balogun and Hope-Hailey's Model
Horizontal Axis - Answers - End Result:
Transformation and Realignment
Balogun and Hope-Hailey's Model
Vertical Axis - Answers - Nature of Change:
Incremental and Big Bang
Balogun and Hope-Hailey's Model's Four Strategies:
Evolution - Answers - when the change is incremental but transformation is the result.
This strategy suggests proceeding in a progressive way by also analyzing both the
internal and external environments while implementing the change
Balogun and Hope-Hailey's Model's Four Strategies:
Adaption - Answers - When the change is also incremental and the end result is
realignment. This is the least intrusive impact on the organization and the most
commonly used
Balogun and Hope-Hailey's Model's Four Strategies:
Revolution - Answers - When the change is big bang and transformational. An example
might be a company that is bought by another parent firm and the new owner requests
the present leaders and managers to change the vision and mission and the replace a
majority of the workforce
Balogun and Hope-Hailey's Model's Four Strategies:
Reconstruction - Answers - When the change is big bang combined with realignment.
The organization may experience turmoil as in a turnaround or large expansion, and the
basic business model may remain intact
Proactive response - Answers - Proactive change involves actively attempting to make
alterations to the workplace and its practices. Companies that take a proactive
approach to change are often trying to avoid a potential future threat or to capitalize on
a potential future opportunity
Reactive response - Answers - Reactive change occurs when an organization makes
changes in its practices after some threat or opportunity has already occurred
