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Summary Leadership Studies PBL #2 (Reporting Phase): Managing Change $8.04   Add to cart
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Summary Leadership Studies PBL #2 (Reporting Phase): Managing Change

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  • Course
  • Leadership Studies (ECB206)
  • Institution
  • Erasmus Universiteit Rotterdam (EUR)
  • Book
  • Leadership In Organizations

A 14-page summary of the readings for PBL #2: Managing Change of the course Leadership Studies given at Erasmus University College (EUC). These readings include: (1) Chapter 4: Change Leadership from the textbook Leadership in Organizations (8th edition) by Gary Yukl; (2) Kotter's article named "Le...

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Document information

  • No
  • Chapter 4
  • September 13, 2020
  • 14
  • 2020/2021
  • Summary

Subjects

  • leadership
  • leadership studies
  • change leadership
  • change management
  • management
  • liberal arts
  • liberal arts and sciences
  • business
  • economics and business
  • psychology
  • organizational psychology

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More summaries for

  • Leadership Studies PBL #1 (Reporting Phase): Introduction and Overview of Leadership
  • Summary Leadership in Organizations - Yukl (8th Edition)
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Written for

  • Erasmus Universiteit Rotterdam (EUR)
  • Liberal Arts and Sciences
  • Leadership Studies (ECB206)
All documents for this subject (14)

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Leadership Studies
PBL #2 Reporting Phase

Learning Goals
1) What are antecedents of resistance to change?
2) How can you develop effective change programs?
3) How can leaders use different methods to get people to feel an urgency
to change?

Leadership in Organizations (8th edition) by Yukl
Chapter 4: Change Leadership

Types of Change in Teams and Organizations

The focus of a change effort may involve:
1. Roles or attitudes
2. Technology
3. Strategy
4. Economics or people

Roles or attitudes
Attitude-centered approach
 Involves changing attitudes and values with:
o Persuasive appeals
o Training programs
o Team-building activities
o Culture change program
 Assumption is that new attitudes and skills will cause behavior to change
 The leader seeks to convert resisters into change agents who will transmit the vision to
other people in the organization

Role-centered approach
 Involves changing work roles by:
o Reorganizing the workflow
o Redesigning jobs to include different activities and responsibilities
o Modifying authority relationships
o Changing the criteria and procedures for evaluation of work
o Changing the reward system
 Assumption is that when work roles require people to behave in a different way, they will
change their attitudes to be consistent with the behavior



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