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MGT/426 Week 3 Team Assignment

WEEK 3 Managing Change Part II

Jose Cardenas

on 31 July 2013

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Transcript of MGT/426 Week 3 Team Assignment

Team B Badgers
Managing Change Part II
July 30th, 2013

Explain The Importance of Sharing the Vision
Organizational Culture
Managing Change In The Workplace
Jimmy Stallings

The Importance of Sharing The Vision
Reduce Resistance

Shared Goals

Better Communication
Organizational Culture
"How Things Are Done Around Here"
(Hughes, Ginnett, and Curphy 2009 p. 51).
Complacent Resistance
New Employees can disrupt a trusting close knit organizational culture
Unfreeze-Move-Refreeze Model
Unfreeze -
Dismantle The Existing Mindset
Move -
Old way challenged
Mind set is Solidified
Kubler-Ross Model
Denial "This Can't Be Happening."

Anger " So mad at myself and these new employees."

Bargaining " Can we still do some things the way we used to?"

Depression "This is not fun and is not going to change."

Acceptance " OK I can do this."
The Kotter Model
Instill A sense of Urgency
Build A Guiding Coalition
Create A Vision and Supporting Strategies
Remove Obstacles
Create Quick WIns
Keep On Changing
Make Change Stick
The Importance of A Shared Vision

Organizational Culture

Three Models of Change:
Unfreeze, Move, Refreeze

Bayt International. (2013). How to Adapt to Change at the Workplace. Retrieved from http://www.bayt.com/en/career-article-3181/

Hughes, R. L., Ginnett, R. C., & Curphy, G. J. (2009). Leadership: Enhancing the Lessons of Experience (6th ed.). Boston, MA: McGraw-Hill Irwin.

Kotter, J. (2012). The 8-Step Process for Leading Change. Retrieved from http://www.kotterinternational.com/our-principles/changesteps

Kubler-Ross, E. 1969. On death and dying. Toronto: Macmillan.

Lewin, K. (1951) Field theory in social science; selected theoretical papers. D. Cartwright (ed.). New York: Harper & Row.

Watson, M. (2012, August 6). Continuous Change vs. Discontinuous Change. Retrieved from http://www.markuswatson.com/articles/continuous-change-vs-discontinuous-change
Full transcript