Unit 4 AOS 2 Implementing Change

leadership

the ability to influence and motivate people to work towards the achievement of business objectives

redeployment

reallocation of materials to different areas of the business

corporate culture

shared values and beliefs that characterize a business

learning organisation

a business where managers and employees continually seek to improve and achieve the results they desire

systems thinking - principle of learning organisation

the ability to understand the interrelationships between different areas of a business. The manager analyses a business as a whole rather than seperate parts

personal mastery - principle of learning organisation

provide an environment that constantly promotes an employee’s learning

mental models - principle of learning organisation

challenging the pre-existing assumptions and beliefs that people have about a business and its practices

building shared vision - principle of learning organisation

an aspirational description of what a business and its members would like to achieve

team learning - principle of learning organisation

encourages individuals to combine their strengths and abilities to continuously grow together

low-risk strategies

gradual management approaches that encourage employees to accept and participate in a business change

communication

managers initiating open and honest two-way communication with employees

support

managers supporting employees by assisting during the change and strategies such as training

empowerment - low-risk strategy

managers providing employees with increased responsibility and authority during times of change

incentives - low-risk strategy

managers providing financial or non-financial rewards to encourage employees to support change

high-risk strategies

an action taken that may succeed in the short-term but runs the risk of generating negative outcomes in the longer term

threats

forcing employees to follow a proposed change by stating that they may or will cause harm to them if they fail to follow the change

manipulation

involves exerting influence over someone by providing incomplete or selective information regarding a change

unfreeze - three step change model

preparing the business for change

• recognise the need for change

• determine what needs changing

• encourage replacement of old behaviours

change -three step change model

move from current situation to desired state

• plan the changes

• implement the changes

• help employees to learn new concepts

refreeze - three step change model

putting strategies in place to stabilize change

• changes are reinforced

• integrate changes into normal processes

• develop ways to sustain change

• celebrate success

owners - effect of change on stakeholders

may find that their investment improves but may lose their business or part of their investment

managers - effect of change on stakeholders

may need to change their style, restructure the business or change their roles

employees - effect of change on stakeholders

may require retaining or redeployment or face redundancy

customers - effect of change on stakeholders

may need to adapt to new environments or new methods of service or change in quality or price

suppliers - effect of change on stakeholders

may lose contacts, be required to lower costs to remain competitive or face increased competition

general community - effect of change on stakeholders

may suffer if the business closes or may benefit from expansion

corporate social responsibility

the obligations a business has over and above its legal responsibilities to the wellbeing of employees and customers, shareholders and the community as well as the environment

business transformation

the new form or structure of a business after a change has been made