ADMS 2400 Study Guide - Summer 2018, Comprehensive Midterm Notes - Canada, Quo Status Quo Album, United States
12 Oct 2018
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Department
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ADMS 2400
MIDTERM EXAM
STUDY GUIDE
Fall 2018
ADMS 2400 Tutorial 1 Notes – Action Research and Kotter’s Eight-Step Plan for Implementing
Change
Introduction
Kotter’s Eight-Step Plan for Implementing Change
• A key feature of Lei’s three-step model is its conception of change as an episodic
activity.
• For a debate about whether organizational change today is an episodic activity or an
ongoing and at times chaotic process, see Point/Counterpoint.
• John Kotter of Harvard Business School uilt o Lei’s three-step model to create a
more detailed approach for implementing change.
• Kotter began by listing common failures that occur when managers try to initiate
change.
• These include the inability to create a sense of urgency about the need for change
• Failure to create a coalition for managing the change process
• The absence of a vision for change and inability to effectively communicate that vision
• Not removing obstacles that could impede the achievement of the vision
• Failure to provide short-term and achievable goals
• The tendency to declare victory too soon; and/or not anchoring the changes in the
orgaizatio’s ulture.
• Kotter then established eight sequential steps to overcome these problems.
• These steps are listed in Exhibit 14-5.
• Notice how Exhibit 14-5 uilds o Lei’s odel.
• Kotter’s first four steps essetially represet the ufreezig stage.
• “teps 5 through 7 represet oig.
• The fial step orks o refreezig.
• Kotter’s otriutio lies i proidig aagers ad hage agents with a more detailed
guide for successfully implementing change.
find more resources at oneclass.com
find more resources at oneclass.com
Action Research
• Action research refers to a change process based on the systematic collection of data
and then selection of a change action based on what the analyzed data indicate.
• Organizational change today is an episodic activity or an ongoing and at times chaotic
process, see Point/Counterpoint.
• Joh Kotter of Harard Busiess “hool uilt o Lei’s three-step model to create a
more detailed approach for implementing change.
• Kotter began by listing common failures that occur when managers try to initiate
change.
• These include the inability to create a sense of urgency about the need for change
• Failure to create a coalition for managing the change process
• The absence of a vision for change and inability to effectively communicate that vision
• Not removing obstacles that could impede the achievement of the vision
• Failure to provide short-term and achievable goals
• The tendency to declare victory too soon; and/or not anchoring the changes in the
orgaizatio’s ulture.
• Kotter then established eight sequential steps to overcome these problems.
• These steps are listed in Exhibit 14-5.
• Notice how Exhibit 14-5 uilds o Lei’s odel.
• Kotter’s first four steps essetially represet the ufreezig stage.
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Adms 2400 tutorial 1 notes action research and kotter"s eight-step plan for implementing. Adms 2400 lecture 1 notes creating a learning organization and what is a learning. Just as individuals learn, so too do organizations: a learning organization is an organization that has developed the continuous capacity to adapt and change, all organizations learn, whether they consciously choose to or not. It does not question whether the temperature should be set at 17 c: a new idea is developed. It is a fundamental requirement for their sustained existence: some organizations just do it better than others, most organizations engage in what has been called single-loop learning. In contrast, learning organizations use double loop learning: they (cid:272)orre(cid:272)t errors (cid:271)y (cid:373)odifyi(cid:374)g the orga(cid:374)izatio(cid:374)"s o(cid:271)je(cid:272)ti(cid:448)es, poli(cid:272)ies, a(cid:374)d sta(cid:374)dard routines, double-loop learning challenges deeply rooted assumptions and norms within an organization. Adms 2400 tutorial 3 notes appreciative inquiry. Adms 2400 lecture 3 notes managing learning. Adms 2400 tutorial 4 notes the organization work.
