Study Guides (390,000)
CA (150,000)
McMaster (9,000)
COMMERCE (1,000)
Study Guide

COMMERCE 3S03- Final Exam Guide - Comprehensive Notes for the exam ( 28 pages long!)


Department
Commerce
Course Code
COMMERCE 3S03
Professor
Frances L Tuer
Study Guide
Final

This preview shows pages 1-3. to view the full 28 pages of the document.
McMaster
COMMERCE 3S03
Final EXAM
STUDY GUIDE

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

3s03 Final exam Textbook/other notes
Change Typically involves a personal Loss
For something to begin old has to end
Most peoples emotions are stuck on what we might lose rather than what we might gain
Change transition
o Ending of one situation (deal with emotions associated with emotions associated with losses)
o Neutral Zone Whee ou ae told to let go of the old ut the e has’t et elled ito a aepted
pattern
o New Beginning
Maage’s ho at to ipleet hage alays hae to ask hos goig to lose hat?
o E.g aages esistig a shift esults oieted ok eioet eause the ill lose soe of thei
power and prestige
o Changes coming form the outside usually involved a strong emotional reaction
Change means giving up our stable routines
o Most people have at least some fear of the unknown and are comfortable dealing with the tried and true
You have to let People Grieve the Endings
o Common stages are
Denial This is’t happeig, I do’t hae to gie this up
Anger (Why is this happening to me? Why should I have to give this up?)
Bargaining I’ll hage if I do’t hae to gie up all of this
Depression and Reflection I’ sad oe hat I hae to gie up. Ho do I gie this up?
Acceptance I’ ead to fae the ealit that I hae to give this up and move forward)
o Keys to Changing our Thinking and Behaviour
Positive Emotional Attractor Aakes a idiidual’s hopes ad deas aout the futue, aout
possiilities of hat ould e, athe tha fouisig o fiig eakesses. People change
because they Want too, not because they ought to.
Support System -Establishing new, emotional reationships with people who give you hope, make
you believe you can change, and inspire you with the expectation that change will happen. E.G
Alcoholic Anonymous
Repetition - Practice the new skills and habits until new behaviours become automatic
1. Precontemplation
a. No interest in changing and tends to defend his/her current behaviour in denial or may not yet believe there
is a problem with their behaviour
find more resources at oneclass.com
find more resources at oneclass.com
You're Reading a Preview

Unlock to view full version

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

2. Contemplation
a. Admitting your problem but not ready to do anything about it
b. Still weighting the pros and cons of change
c. More open to hearing info from others about possible change
3. Preparation
a. The person makes the commitment to change
b. Setting a plan or setting a deadline date
4. Action
a. Actively trying to change, and believe they have the ability to change
b. This is typically the shortest of the stages
c. A lot of people at this stage seek the help of others
5. Maintenance
a. Avoiding the temptations to return to old habits
b. Remind yourself how far you have come.
Do’t Be deeied  Despai
Curve of Change: Pyschological process people go through during a significant change Remember: every change looks
dark in the middle
Grit: A idiidual’s passio ad pesistee fo ahiee a log-term goal ; the endearing quality that enables managers
to persist through the dark days of a change project
Two Approaches to Making Organizational Change
1. Appreciation Inquiry
Engages individuals, teams, or the entire organization in creating change by reinforcing positive messages
ad fous o leaig fo suess athe thafousig oegaties does’t look fo lae, defsieess
and denial
Discovery Identify the unique qualities of the group that have contributed to success E.g asking employees
to describe a situation in which they felt most proud working for the company
Dream - Creating a shared vision for the best possible future, grounded in the reality of what already exists
Design Make decisions about what the team needs to do in order to be what it wants to be
Destiny Translating the ideas identified in the previous stages into concrete action steps Create specific
programs and activities that will implement the design E.g Specific changes in training program, and
performance evaluation and reward systems
find more resources at oneclass.com
find more resources at oneclass.com
You're Reading a Preview

Unlock to view full version