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MGMT 625 FAQS!!!

Question: What is the balanced scorecard?
Answer: The balanced scorecard is a strategic planning and management system that is widely applicable to organizations regardless of size or type of business. The system, extensively used in business and industry, government, and nonprofit organizations worldwide, provides a method of aligning business activities to the vision and strategy of the organization, improving internal and external communications, and monitoring organization performance against strategic goals.

Question: What is Kurt Lewin Model?
Answer: Twentieth-century psychologist Kurt Lewin developed an influential three-stage model of how organizational change occurs. Lewin’s model was based on his observations of group dynamics and organizational development. This “unfreezing-change-refreeze” model focuses on how people can be motivated to accept organizational change and reject and replace the status quo with a new approach.

Question: What is Change Management?
Answer: Change management is about the helping people through change. It is the process, tools and techniques for proactively managing the people side of change in order to achieve the desired business results.

Question: What is organizational change management?
Answer: Organizational change management is the perspective of business leadership from the top looking down into the organization. The focus is around broad change management practices and skills that will help the organization understand, accept and support the needed business change. The emphasis is on communication, training and the overall culture or value system of the organization.

Question: What is individual change management?

Individual change management is the management of change from the perspective of the employees. They are the ones who ultimately must implement the change. The focus for individual change management is around the tools and techniques to help employees through the transition. Managers and supervisors must provide the coaching required to help individuals understand their role and the decisions they make in the change process.

Question: What is organizational development?
Answer: Organizational development (OD) is the process through which an organization develops the internal capacity to be the most effective, it can be in its mission work and to sustain itself over the long term. This definition highlights the explicit connection between organizational development work and the achievement of organizational mission. This connection is the rationale for doing OD work.

Question: What is organizational learning?
Answer: Organizational learning is concerned with the development of new knowledge or insights that have the potential to influence behavior. It takes place within the wide institutional context of inter-organizational relationships and refers broadly to an organization’s acquisition of understanding, know-how, techniques and practices of any kind and by any means.

Question: What is a difference between single loop learning and double loop learning?
Answer: Single loop or adaptive learning is sequential, incremental and focused on issues and opportunities that within the scope of the organization’s activities. Double loop learning occurs when the monitoring process initiates action to redefine the “governing variables” to meet the new situation, which may be imposed by external environment.

Question: Who is devil’s advocate?
Answer: Devil advocate is a manager (internal consultant) in an organization who criticizes the plan of experts (planners) logically and factually and points out weaknesses for accuracy of plan. In this technique of devil’s advocacy, manager does not recommend solutions rather just criticize plan. Managers play destructive role in this technique.

Question: What is mode of change?

Mode of change is defined as either a prescribed or constructive mode. 1. Prescribed mode channels the development of entities in a pre-specified direction. 2. Constructive mode involves novel often discontinuous and unpredictable departures from past.

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