WGU C208 TEST EVALUATION ANSWERS AND
QUESTIONS SET A+
✔✔Kotter's Eight Step Model - ✔✔1. Establish a sense of urgency
2. Form a guiding coalition
3. Create a vision
4. Communicate the vision
5. Empower others to act on the vision
6. Coach change leaders
7. Plan for and create short-term wins
8. Consolidate gains
✔✔Kotter's Model Step 1. Establish a sense of urgency - ✔✔Employees need to believe
in the need for change
✔✔Kotter's Model Step 2. Form a guiding coalition - ✔✔The manager should assemble
a group of people who support the need for change
✔✔Kotter's Model Step 3. Create a vision - ✔✔A manager needs to create a vision of
what the organization will look like after the change, the goal of the vision is to get
employee buy-in.
✔✔Kotter's Model Step 4. Communicate the vision - ✔✔Management must
communicate the vision of change to all relevant employees to further develop buy-in
✔✔Kotter's Model Step 5. Empower others to act on the vision - ✔✔Employees should
be encouraged to discuss the vision for change and how to implement it. Employees
should know that acting in accord with the vision will be rewarded
✔✔Kotter's Model Step 6. Coach change leaders - ✔✔The manager should monitor
performance in conjunction with the change effort and to provide support where needed
, ✔✔Kotter's Model Step 7. Plan for and create short-term wins - ✔✔By breaking up the
desired change into smaller steps the manager can create a feeling of progress as well
as opportunities to reward employees for success
✔✔Kotter's Model Step 8. Consolidate gains - ✔✔The manager should make sure
people know change is happening - for example, old ways of doing things should be
retired
✔✔McKinney's 7-S Framework - ✔✔The 7-S framework holds that each of the seven
components in an organization are equally important and interconnected
✔✔7-S Framework Elements - ✔✔Structure
Strategy
Systems
Skills
Style
Staff
Shared Values (Super ordinate goals)
✔✔7-S Hard Elements - ✔✔Hard elements are components that can be directly
controlled and influenced by management / leaders
Hard Elements include:
* Strategy
* Structure
* Systems
✔✔7-S Soft Elements - ✔✔Soft elements are more influenced by the organizational
culture
Soft elements include:
* Skills
* Staff
* Style
✔✔7-S Strengths and Weaknesses - ✔✔A Diagnostic tool for assessing readiness for
change and can also help pinpoint those areas that need better alignment with any
proposed change
Critics argue that the 7-S tool is overly complex
✔✔Prosci's ADKAR Model - ✔✔5 step process for managing change in individuals.
The steps are:
1. Awareness
QUESTIONS SET A+
✔✔Kotter's Eight Step Model - ✔✔1. Establish a sense of urgency
2. Form a guiding coalition
3. Create a vision
4. Communicate the vision
5. Empower others to act on the vision
6. Coach change leaders
7. Plan for and create short-term wins
8. Consolidate gains
✔✔Kotter's Model Step 1. Establish a sense of urgency - ✔✔Employees need to believe
in the need for change
✔✔Kotter's Model Step 2. Form a guiding coalition - ✔✔The manager should assemble
a group of people who support the need for change
✔✔Kotter's Model Step 3. Create a vision - ✔✔A manager needs to create a vision of
what the organization will look like after the change, the goal of the vision is to get
employee buy-in.
✔✔Kotter's Model Step 4. Communicate the vision - ✔✔Management must
communicate the vision of change to all relevant employees to further develop buy-in
✔✔Kotter's Model Step 5. Empower others to act on the vision - ✔✔Employees should
be encouraged to discuss the vision for change and how to implement it. Employees
should know that acting in accord with the vision will be rewarded
✔✔Kotter's Model Step 6. Coach change leaders - ✔✔The manager should monitor
performance in conjunction with the change effort and to provide support where needed
, ✔✔Kotter's Model Step 7. Plan for and create short-term wins - ✔✔By breaking up the
desired change into smaller steps the manager can create a feeling of progress as well
as opportunities to reward employees for success
✔✔Kotter's Model Step 8. Consolidate gains - ✔✔The manager should make sure
people know change is happening - for example, old ways of doing things should be
retired
✔✔McKinney's 7-S Framework - ✔✔The 7-S framework holds that each of the seven
components in an organization are equally important and interconnected
✔✔7-S Framework Elements - ✔✔Structure
Strategy
Systems
Skills
Style
Staff
Shared Values (Super ordinate goals)
✔✔7-S Hard Elements - ✔✔Hard elements are components that can be directly
controlled and influenced by management / leaders
Hard Elements include:
* Strategy
* Structure
* Systems
✔✔7-S Soft Elements - ✔✔Soft elements are more influenced by the organizational
culture
Soft elements include:
* Skills
* Staff
* Style
✔✔7-S Strengths and Weaknesses - ✔✔A Diagnostic tool for assessing readiness for
change and can also help pinpoint those areas that need better alignment with any
proposed change
Critics argue that the 7-S tool is overly complex
✔✔Prosci's ADKAR Model - ✔✔5 step process for managing change in individuals.
The steps are:
1. Awareness
