Essay Questions (Ch 9) 1. Identify and briefly discuss the four distinguishing characteristics of a mature (well-functioning) group. The distinguishing characteristics includes (1) a clear purpose and mission, (2) well-understood norms and standards of conduct (3) a high level of group cohesion (4) a flexible status structure. Stating the purpose in terms specific goals enhances productivity over and above any performance benefits achieved through individual
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result of the market downturn in 2001, the company suffered its first loss and laid off 18% of its workforce. Chambers quickly realized Cisco was in need of significant organizational restructuring if Cisco were to survive and thrive the downtown. This change shifted the company from a decentralized firm that only focused its three work silos of Marketing, Engineering and Sales to segregated and specific customer groups to a centralized firm that focused on collaboration and relevant technologies for given
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Theory Paper.doc Business - Management MGT 380 Week 1 Individual Assignment What Drives Organizational Change Paper MGT 380 Week 2 Individual Assignment Why Organizational Change Paper MGT 380 Week 3 Learning Team Assignment Executive Memo MGT 380 Week 4 Learning Team Assignment Resistance to Change Paper MGT 380 Week 5 Individual Assignment Implementing Change Paper MGT 380 Week 5 Learning Team Assignment Implementing Change Presentation The primary
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University of redlands school of business MGMT 631: Management and organizational theory Instructor: Elijah Levy, Ph.D. Email: elijah_levy@redlands.edu thelevylaunch@yahoo.com Cell number: 562-2230-3334 I have been teaching at University of Redlands since 1992 in the school of business—teaching in the undergraduate and graduate MBA and Masters of Arts in Management program (MAM). My doctorate degree is in clinical psychology and I am an interdisciplinary
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of all the change stories presented. I will make at least one recommendation for each change story that would have improved the effectiveness of the change process and explain why that recommendation would have altered the outcome of the change process. I will also attribute a change image to the leading managers or directors in each change story and provide an explanation as to why that change image label is appropriate. And finally recommend a different strategy for managing change in each of the
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conflicts can be determined. Conflict management is the principal that says that all the conflicts cannot necessarily be resolved but it's important to learn how to manage the conflicts arising due to unavoidable situation in order to minimize the effect of non-productive escalation. Also, this process requires skills that facilitate conflict resolution such as self-awareness about the conflict models, communication skills, along with establishing a structure for management of
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demographics, education levels and income distribution. Organizations need to be in tune to the needs of the society in order to address those needs. The company or organization may need to always change their management depending on the social trends, which always change with time. They also need to be alert about changes in social culture ate that place where they run their
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Assignment 2: Managing Planned Organisational Change Executive Summary Change management is essential if the introduction and implementation of a new process into the workforce is to succeed. Through an increase in injuries, plant downtime, equipment damage and multiple “notices of improvement” from the Department of Mines, a performance gap at Utah Point export facility was recognized. This performance gap was analysed and with the assistance of a gap analysis model a desired future comprising
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Resistance to Change Gloria Stacy LDR 625-1632 Leading Organizational Change August 10, 2015 Professor: Dr. Christina Anastasia Tactics of Complacency and Resistance to Change The focus of this paper is to examine how our organization can increase urgency while fighting inertia and resistance to change. We will discuss triggers that have created a challenging change situation in our organization and we will determine what tactics our organization can use to overcome complacency and resistance
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Contents 1.0 Introduction 1 2.0 Terms of Reference 1 3.0 Procedures 1 4.0 Findings 1 4.1 PESTEL Model 1 4.2 Opportunities and Threats to the administration department 2 4.3 Analysis of 2 4.4 Change Management Strategies 3 4.5 Possible impacts of resistance to change on the administration department 3 4.6 Strategies to reduce resistance 3 5.0 Conclusion 4 6.0 References 5 1.0 Introduction I have been asked by the partners, Izzi McDonald, Tomi Ajetunmobi and
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