About which step of 8-STEP PROCESS by Kotter we can say that its purpose "To help others see the need for change through a bold, aspirational opportunity statement that communicates the importance of acting immediately".

Remove Obstacles & empower action

About which step of 8-STEP PROCESS by Kotter we can say that its purpose "Clarify how the future will be different from the past and how you can make that future a reality through initiatives linked directly to the vision".

Remove Obstacles & empower action

About which step of 8-STEP PROCESS by Kotter we can say that its purpose "Large-scale change can only occur when massive numbers of people rally around a common opportunity. They must be bought-in and urgent to drive change - moving in the same direction.".

Remove Obstacles & empower action

About which step of 8-STEP PROCESS by Kotter we can say that its purpose "Press harder after the first successes. Your increasing credibility can improve systems, structures and policies. Be relentless with initiating change after change until the vision is a reality."

Remove Obstacles & empower action

Plan and create short-term wins

About which step of 8-STEP PROCESS by Kotter we can say that its purpose "Articulate the connections between the new behaviors and organizational success, making sure they continue until they become strong enough to replace old habits".

Remove Obstacles & empower action

When this is the case, people will be more interested in how the change impacts themselves, not on how the change impacts on the success or otherwise of the organization.

Misunderstanding and Lack of Trust

Here, the employees fear management isn't being entirely honest with them, and consequently they will lose out in some way.

Misunderstanding and Lack of Trust

Managers are not always in possession of all of the facts. For this reason, this type of resistance can occasionally be a good thing, when employees make managers aware of previously unforeseen issues.

Misunderstanding and Lack of Trust

People resist change when they have been working the same way successfully for years. They fear that they will be forced to change the way they work. They fear they may not be able to adapt or learn the new way of working.

Misunderstanding and Lack of Trust

how a person acts at a certain moment

how that person behaves over time

how they prefer to behave ignoring the conditions of the moment or over time

Effective type of manager in the Performance management

Authoritarian technocratic boss

CM&LC final

Quiz

•

Business

•

University

•

Practice Problem

•

Medium

Татьяна Палей

Used 2+ times

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50 questions

Show all answers

1.

MULTIPLE CHOICE QUESTION

10 sec • 1 pt

Without P function an organization loses

Profit

Sales

Innovation

Staff

2.

MULTIPLE CHOICE QUESTION

10 sec • 1 pt

Without A function an organization loses

Profit

Sales

Innovation

Staff

3.

MULTIPLE CHOICE QUESTION

10 sec • 1 pt

Without I function an organization loses

Profit

Sales

Innovation

Staff

4.

MULTIPLE CHOICE QUESTION

10 sec • 1 pt

Without E function an organization loses

Profit

Sales

Innovation

Integration

5.

MULTIPLE SELECT QUESTION

20 sec • 1 pt

Chose the slow functions

P

A

E

I

6.

MULTIPLE CHOICE QUESTION

20 sec • 1 pt

What are the causes of deadwood?

Laziness

old age

inability

changes

7.

MULTIPLE SELECT QUESTION

30 sec • 1 pt

What are the causes of conflict?

Diversity of styles

Diversity of interest

Problems

Behaviour

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CM&LC final

50 questions

Without P function an organization loses

Without A function an organization loses

Without I function an organization loses

Without E function an organization loses

Chose the slow functions

What are the causes of deadwood?

What are the causes of conflict?

The activity of attaining short term or immediate results

The activity of minimizing waste in ongoing activities.

The activity of seeking out and recognizing new opportunities or new orientations to the environment

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