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Chapter 10 (Change (Kotter’s eight-step plan (Communicate the vision,…
Chapter 10
Change
Kotter’s eight-step plan
Communicate the vision
Create a new vision
Form a coalition
Empower others to act
Plan,Create and Reward
Consolidate Improvements
Establish a sense of Urgency
Reinforce the changes
Action research
Feedback
Action
Analysis
Evaluation
Diagnosis
Lewin’s classic three-step model
Refreezing
moving
unfreezing
Appreciative inquiry
Dreaming
Design
Discovery
Destiny
Resistance to Change
Individual Resistance
Misunderstanding and lack of trust
Different assessments
Self-interest
Low tolerance for change
Organizational Resistance
Group inertia
Threat to expertise
Threat to established power relationships
Limited focus of change
Structural inertia
Threat to established resource allocations
Cynicism to Change
Lack of communication
Lack of opportunity
Feeling uninformed
Overcoming Resistance to Change
Implementing changes fairly
Manipulation and co-optation
Developing positive relationships
Selecting people who accept change
Building support and commitment
Explicit and implicit coercion
Participation and involvement
Education and communication
Organizational Culture
Characteristics
Outcome orientation
People orientation
Attention to detail
Innovation and risk-taking
Team orientation
Aggressiveness
Stability
Levels of Culture
Beliefs
Values
Artifacts
Assumptions
layers of culture
Hidden Layer
Values
Beliefs
Assumptions
Displayed Layer
Artifacts
Keeping a Culture Alive
Top Management
Socialization
Selection
Liabilities of Organizational Culture
Barrier to Diversity
Barrier to Mergers
Barrier to Change
Strategies For Merging Cultures
Separation
Integration
Assimilation