Change Management WGU C721

Change Management WGU C721 Leave the first rating Terms in this set (176) Western Governors UniversityC 722 Save Five elements that support management's effective attainment of organizational goals planning, organizing, directing, controlling resources, and staffing Define Managementthe process of working with and through people to achieve organizational goals

• essential pieces in organizations

that must be integrated effectively to lead to high performance.Management and Leadership What are the traits of an effective change leader?They define themselves as a change leader, embrace risk instead of being adverse to risk as part of the change process Organizational Development the practice of changing people and organizations for positive growth Change Managementencompasses approaches used by business content and behavioral process specialists that assist leaders in moving organizations from a present to future state

Systems Theoryorganizations 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 theoryviewing 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 Approachfocuses on lasting effects through changes in cultural norms including interventions and alter attitudes, behaviors, processes, knowledge, and structures Top-down approachseeks to gain top management commitment and involvement in order to significantly affect intended changes. Implemented throughout the organization.Collaborative approach (pg 12) involving professionals who are affected by changes and who support the changes to the organization Analytical Approachexamines data, diagnoses present problems, and motivates change to resolve issues. Accurate diagnostic skills are a core competency of OD change agents

Facilitation approachuses 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 approachhelps leaders and managers to develop meaningful work climates where organizational members can accomplish their goals in a healthy way What constitutes an internal change? Changes to an organizations operating system

A formal subsystem consists of: (8

terms) leadership, strategy, management, goals, marketing, operations, technology, and structure Type 1 errorhappens 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 errorhappens 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 changeinvolves an improvement of what already exists Transitional changeconsists of an implementation to achieve a known desired state that is different from the existing one.Ex. Installing a new technology system

Transformational changeinvolves 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

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

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

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

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

End Result:

Transformation and Realignment