MGT1101 - T11: Organizational Change

Organizational change is the process of guiding organizational change to a successful resolution.

• True

• False

The following are the causes of organizational change EXCEPT:

• Changes in technology

• Company's poor performance

• Investors' requirement

• Mergers

Feedback from employees, such as low morale, high turnover rates, or dissatisfaction with current practices, does not become a requirement for organizational change.

• True

• False

State TWO (2) importance of organizational change to organization.

Organizational change can provide employees with new challenges, opportunities for growth, and a sense of purpose.

• True

• False

Which of the following is NOT the importance of organizational change to organization?

• Development of new products, services, and processes.

• Create new opportunities for employees to learn and develop new skills.

• Eliminate redundancies and allocate resource more efficiently.

• To adapt to changing market conditions.

The Lewin Change Model provides:

• a structured approach to leading and managing organizational change effectively by focusing on creating a sense of urgency, building support, communicating effectively, and ensuring sustained change and transformation.

• a structured approach to managing organizational change by emphasizing the importance of preparing for change, implementing changes effectively, and embedding them into the organization's culture to ensure long-term success.

The final stage of the Lewin Change Model is refreezing, where communication, training, and support are crucial during this stage to ensure that employees understand the reasons for change and are equipped to adapt to the new ways of working.

• True

• False

List 8 steps in 8 Steps in Kotter’s Change Model (in sequence)

Unfreeze involves breaking down existing mindsets, attitudes, and behaviors that may resist change.

• True

• False