MGMT 4010 LCM [UNIT 1]

Vocabulary flashcards for reviewing key concepts in change management.

Organization (Cambridge Dictionary)

A group of people who work together in an organized way for a shared purpose.

Organization (The Business Professor)

A group of two or more individuals and the coordinated allocation of resources around a common goal or objective.

Change Management

An enabling framework for managing the people side of change to ensure successful adoption and desired outcomes.

Strategic Change

Modifying the overall goals, operations, products, or services of an organization to meet new challenges or opportunities.

People-Centric Change

Focuses on altering the attitudes, skills, behaviors, and culture within the organization.

Structural Change

Modifying the organizational hierarchy, roles, responsibilities, and processes to improve efficiency and adaptability.

Technological Change

The adoption of new technologies to improve processes, products, or services.

Unplanned Change

Change that occurs unexpectedly, often due to external crises or sudden market shifts, requiring quick adaptation.

Remedial Change

Implemented to correct issues, problems, or failures within the organization. It's often a response to performance gaps, quality issues, or compliance matters.

Incremental Change

Small changes made within the internal structure and implemented to ensure organizational goals are met.

Resistance to Change

Unwillingness to adapt to new circumstances or ways of doing things.

Causes of Resistance to Change

Force Field Analysis (FFA)

A framework for looking at the factors (forces) that influence a situation: driving forces vs restraining forces.

Driving Forces (FFA)

Forces that push in a direction that causes change to occur.

Restraining Forces (FFA)

Forces that counter the driving forces. They hinder change because they push the situation towards stability or status quo.

Change Curve

A popular model organizations can use to understand the different stages people and the organization go through when a change occurs.

Denial (Change Curve)

The initial stage where individuals react to the change with disbelief and a sense of shock, leading to denial.

Anger (Change Curve)

As the reality of change sets in, individuals may experience frustration and anger, often directed at the organization or leaders.

Bargaining (Change Curve)

Individuals may try to negotiate or bargain to avoid the change or lessen its impact.

Depression (Change Curve)

A low point where individuals may feel overwhelmed, helpless, or hopeless as they come to terms with the change.

Acceptance (Change Curve)

The final stage where individuals begin to accept the reality of the change and start to look forward and adapt.

Impact of Change on ORGANIZATION

Impact of Change on EMPLOYEES

Why Organizational Change FAILS

Reasons for TRANSFORMATIONAL Change to FAIL