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WGU C721 Change Management
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Five elements that support management's effective planning, organizing, directing, controlling resources, and staffing
attainment of organizational goals
Define Management the process of working with and through people to achieve organizational
goals
2 essential pieces in organizations that must be Management and Leadership
integrated effectively to lead to high performance.
What are the traits of an effective change leader? They define themselves as a change leader, embrace risk instead of
being adverse to risk as part of the change process
Organizational Development the practice of changing people and organizations for positive growth
Change Management encompasses approaches used by business content and behavioral
process specialists that assist leaders in moving organizations from a
present to future state
Systems Theory organizations are viewed as a total system of interdependent
subsystems with individual components that include people, technology,
work, and culture all of which work together to respond to external
environmental changes such as competitors, customers, or government
regulations
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Contingency theory viewing organizational dimensions (strategy, structure, people, work,
rewards) as parts of a whole that fit together. When one of these
dimensions is out of sync with the others, issues emerge
Long-Term Approach focuses on lasting effects through changes in cultural norms including
interventions and alter attitudes, behaviors, processes, knowledge, and
structures
Top-down approach seeks to gain top management commitment and involvement in order to
significantly affect intended changes. Implemented throughout the
organization.
Collaborative approach (pg 12) involving professionals who are affected by changes and who support
the changes to the organization
Analytical Approach examines data, diagnoses present problems, and motivates change to
resolve issues. Accurate diagnostic skills are a core competency of OD
change agents
Facilitation approach uses skilled dialogue and discussion, listening, feedback when assisting
professionals to identify weaknesses and strengths of the organization:
planning for change; managing the change process; and implementing,
coaching, and problem solving during the change
Design approach helps leaders and managers to develop meaningful work climates where
organizational members can accomplish their goals in a healthy way
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What constitutes an internal change? Changes to an organizations operating system
A formal subsystem consists of: (8 terms) leadership, strategy, management, goals, marketing, operations,
technology, and structure
Type 1 error happens when the environment is actually stable, but the leaders and
mangers perceive it as turbulent and proceed to take unneeded actions
to respond
Type 2 error happens when leaders and managers perceive the environment as
stable when in actuality it is turbulent and they fail to take the necessary
actions thus threatening the survival of the organization
Developmental change involves an improvement of what already exists
Transitional change consists of an implementation to achieve a known desired state that is
different from the existing one. Ex. Installing a new technology system
Transformational change involves the emergence of a new, unknown state for the organization.
Ex. Changing the entire structure and culture of an organization
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WGU C721 Change Management
Study Guide | Exam Questions
and Answers | Comprehensive
Course Review
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Five elements that support management's effective planning, organizing, directing, controlling resources, and staffing
attainment of organizational goals
Define Management the process of working with and through people to achieve organizational
goals
2 essential pieces in organizations that must be Management and Leadership
integrated effectively to lead to high performance.
What are the traits of an effective change leader? They define themselves as a change leader, embrace risk instead of
being adverse to risk as part of the change process
Organizational Development the practice of changing people and organizations for positive growth
Change Management encompasses approaches used by business content and behavioral
process specialists that assist leaders in moving organizations from a
present to future state
Systems Theory organizations are viewed as a total system of interdependent
subsystems with individual components that include people, technology,
work, and culture all of which work together to respond to external
environmental changes such as competitors, customers, or government
regulations
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Contingency theory viewing organizational dimensions (strategy, structure, people, work,
rewards) as parts of a whole that fit together. When one of these
dimensions is out of sync with the others, issues emerge
Long-Term Approach focuses on lasting effects through changes in cultural norms including
interventions and alter attitudes, behaviors, processes, knowledge, and
structures
Top-down approach seeks to gain top management commitment and involvement in order to
significantly affect intended changes. Implemented throughout the
organization.
Collaborative approach (pg 12) involving professionals who are affected by changes and who support
the changes to the organization
Analytical Approach examines data, diagnoses present problems, and motivates change to
resolve issues. Accurate diagnostic skills are a core competency of OD
change agents
Facilitation approach uses skilled dialogue and discussion, listening, feedback when assisting
professionals to identify weaknesses and strengths of the organization:
planning for change; managing the change process; and implementing,
coaching, and problem solving during the change
Design approach helps leaders and managers to develop meaningful work climates where
organizational members can accomplish their goals in a healthy way
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What constitutes an internal change? Changes to an organizations operating system
A formal subsystem consists of: (8 terms) leadership, strategy, management, goals, marketing, operations,
technology, and structure
Type 1 error happens when the environment is actually stable, but the leaders and
mangers perceive it as turbulent and proceed to take unneeded actions
to respond
Type 2 error happens when leaders and managers perceive the environment as
stable when in actuality it is turbulent and they fail to take the necessary
actions thus threatening the survival of the organization
Developmental change involves an improvement of what already exists
Transitional change consists of an implementation to achieve a known desired state that is
different from the existing one. Ex. Installing a new technology system
Transformational change involves the emergence of a new, unknown state for the organization.
Ex. Changing the entire structure and culture of an organization
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