100 % (Change Management)
All you need to know HSLU 2. Semester Business Development & Promotion
All you need to know HSLU 2. Semester Business Development & Promotion
Describe Lewins Model
- unfreeze (establishing the need for change: identification of problems, consulting with OD practioner, gathering of data and initial diagnosis)
- movement (to new behavior through cognitive restructuring)
- refreeze (integration of new behavior into social and organizational relationships)
Name the 8. Steps Kotter defined for Change
1. Establish the need for urgency
2. Ensure there is a powerful change group to guide the change
3. Develop a vision
4. Communicate the vision
5. Empower staff
6. Ensure there are short-term wins
7. Consolidate gains
8. Embed the change in the culture
Describe the LCMF Framework
On an individual, group and company level, different factors have to be considered during a change process:
explicit: - strategies & policies
- rules & regulations
implicit:
- values & norms
- expectations
- motives & triggers
- politics & power
- rituals & myth
- events & stories
- communication & interventions
- paths & patterns
This factors can be influenced by management control and the shaping of social processes, this leads to unintended and intended effects.
Stakeholders interact with this system.
The perspective on the change is called: The local logic of change
Describe the 7-S-Model
Hard Factors:
- Strategy
- Structure
- Systems
Soft factors:
- Shared values
- Skills
- Staff
- Style
Schein's Model of Corporate Culture
There interconnected layers, describing a company culture:
- Symbols & Signs
- Norms & Standards
- Basic Assumptions
Describe Weick's 'Double Interaction' Model (Intercultural Change)
Ego and own perception in interaction of the perspective from somebody else (alter)
Key Success Factors (Intercultural Change)?
- High growth rate
- Ability to change continuously
- Highly visionary company leadership
- Success oriented company culture
Name the 5 points of Hofstede's Cultural Dimensions
- Power Distance
- Individualism & Collectivism
- Masculinity vs Femininity
- Uncertainty Avoidance
- Long-Term Orientation
Cutural Change: Blocks to Cross Cultural Management (5 points)
1. Ethnocentrism
2. Discrimination
3. Stereotyping
4. Cultural Blindness
5. Cultural Imposition
Describe the Consulting Triangle
- Consulting as a transaction game (Purchasing knowledge)
- Consulting as a political game (to guard against, enforce interest)
- Consulting as an emancipation game (to gain autonomy, to explore new possibilities)
Describe the phase-oriented toolbox (blueprint/ 4Change= Changement)
1. Describing change
- vision, communication of strategy
2. Generating support
- Hausschildt's model: Power, process & tech. promoter
- Bomb, trojan horse, participation
3. Establishing competence
- strategic, tactical & operative competence
-
4. Providing with energy
- project marketing
- motivation and ability, celebrate, teamwork, make project tangible, inspire, keep interest awake
Name the 7 steps of change
1st shock (big gap between high expectations and reality)
2nd denial (feeling of security, overestimation of own competence)
3rd realisation (change is necessary, uncertainty)
4th acceptance (dropping old habits)
5th testing (looking for new ways of conduct, success and failure, anger and frustration)
6th understanding (which behavior leads to success or failure)
7th integration (of successful behavior into every-day-life)
Principles/ chart of change management
1. determination
2. no action without diagnosis
3. holistic approach
4. co-operation of the persons concerned
5. help them help themselves
6. process-oriented controlling
7. attentive choice of key-players in the change process
8. active communication
-
- 1 / 13
-
Lernkarten
Describe Lewins Model
- unfreeze (establishing the need for change: identification of problems, consulting with OD practioner, gathering of data and initial diagnosis)
- movement (to new behavior through cognitive restructuring)
- refreeze (integration of new behavior into social and organizational relationships)
Name the 8. Steps Kotter defined for Change
1. Establish the need for urgency
2. Ensure there is a powerful change group to guide the change
3. Develop a vision
4. Communicate the vision
5. Empower staff
6. Ensure there are short-term wins
7. Consolidate gains
8. Embed the change in the culture
Describe the LCMF Framework
On an individual, group and company level, different factors have to be considered during a change process:
explicit: - strategies & policies
- rules & regulations
implicit:
- values & norms
- expectations
- motives & triggers
- politics & power
- rituals & myth
- events & stories
- communication & interventions
- paths & patterns
This factors can be influenced by management control and the shaping of social processes, this leads to unintended and intended effects.
Stakeholders interact with this system.
The perspective on the change is called: The local logic of change
Describe the 7-S-Model
Hard Factors:
- Strategy
- Structure
- Systems
Soft factors:
- Shared values
- Skills
- Staff
- Style
Schein's Model of Corporate Culture
There interconnected layers, describing a company culture:
- Symbols & Signs
- Norms & Standards
- Basic Assumptions
Describe Weick's 'Double Interaction' Model (Intercultural Change)
Ego and own perception in interaction of the perspective from somebody else (alter)
Key Success Factors (Intercultural Change)?
- High growth rate
- Ability to change continuously
- Highly visionary company leadership
- Success oriented company culture
Name the 5 points of Hofstede's Cultural Dimensions
- Power Distance
- Individualism & Collectivism
- Masculinity vs Femininity
- Uncertainty Avoidance
- Long-Term Orientation
Cutural Change: Blocks to Cross Cultural Management (5 points)
1. Ethnocentrism
2. Discrimination
3. Stereotyping
4. Cultural Blindness
5. Cultural Imposition
Describe the Consulting Triangle
- Consulting as a transaction game (Purchasing knowledge)
- Consulting as a political game (to guard against, enforce interest)
- Consulting as an emancipation game (to gain autonomy, to explore new possibilities)
Describe the phase-oriented toolbox (blueprint/ 4Change= Changement)
1. Describing change
- vision, communication of strategy
2. Generating support
- Hausschildt's model: Power, process & tech. promoter
- Bomb, trojan horse, participation
3. Establishing competence
- strategic, tactical & operative competence
-
4. Providing with energy
- project marketing
- motivation and ability, celebrate, teamwork, make project tangible, inspire, keep interest awake
Name the 7 steps of change
1st shock (big gap between high expectations and reality)
2nd denial (feeling of security, overestimation of own competence)
3rd realisation (change is necessary, uncertainty)
4th acceptance (dropping old habits)
5th testing (looking for new ways of conduct, success and failure, anger and frustration)
6th understanding (which behavior leads to success or failure)
7th integration (of successful behavior into every-day-life)
Principles/ chart of change management
1. determination
2. no action without diagnosis
3. holistic approach
4. co-operation of the persons concerned
5. help them help themselves
6. process-oriented controlling
7. attentive choice of key-players in the change process
8. active communication
