Organizational Culture and Change Management Concepts

Accidental Culture

Occurs in organization when behaviors of employees are not aligned with the values of the company.

Clan Culture

Collaborative culture focused on teamwork.

Adhocracy Culture

Focused on innovation and risk taking - Looking for the next big thing.

Market Culture

Focused on 'the bottom line' or profitability - focused on results.

Hierarchy Culture

Follows traditional corporate structure with clear chain of command - several management levels.

Examples of visible culture

Artifacts, dress, symbols, slogans, ceremonies.

STEPS to problem solving

Identify the problem, Gather information, identify alternatives, weigh evidence, choose alternative, take action, evaluate.

PDCA

Plan, Do, Check, Act.

Problem solving for quick decisions

OODA loop - Observe, orient, decide, act.

Four steps of creative problem solving

Clarify, Ideate, Develop, Implement.

Five conflict styles of Thomas Kilmann

Avoiding, accommodating, collaborating, competing, compromising.

Appropriate use for each conflict style

Competing - quick, decisive action. Accommodating - Limit damage, issue is more important to other party. Compromising - Moderately important goals but not worth disruption of assertive modes. Avoiding - No chance of getting what you want. Collaborating - Concerns are too important to be compromised, long term major issues.

Which style is high in assertiveness and cooperativeness?

Collaborating.

Stages of Kurt Lewin's Force Field Model of Change

Unfreezing, Changing, Freezing.

Eight Steps in the Eight Step Model of Change

Establish a sense of urgency, form a lead coalition, develop compelling vision, communicate vision, empower followers to act, generate short-term wins, consolidate gains, institutionalize change.

Four Strategies for change

Rational-Empirical - People are rational and will follow self-interest. Normative-re-reductive - people are social beings and will adhere to cultural norms and values, change will help commit to new ones. Power-Coercive: People are compliant and will do what they are told. Environmental-adaptive - Change is based on building new organization and transfer people to the new one.

Four stages of resistance to change

Denial, anger/resistance, acceptance/exploration, commitment.

Three reasons people may resist change

Learning anxiety - having to learn something new, Self-interest - change will take away something of value like power, Uncertainty - lack of information about future events/don't know what to expect, Disrupt of leadership.

Three trends in organizational leadership

Remote and flexible work: The power of technology platforms has allowed companies to transition into remote work that offers flexibility and work life balance. It allows diversity into the workplace as well. Artificial Intelligence: AI is being integrated to both augment and replace human customer service to save costs and reduce the needs for human customer service. Developing Soft Skills: The focus has been hard skills; soft skills have been prioritized like time management. Developing soft skills can increase leadership potential, work performance, and satisfaction at work.