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MGT 362T Entire Course For more course tutorials
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MGT 362T Week 1 Practice Quiz
MGT 362T Week 1 Apply Wk 1 Change Management A
Fresh New Idea
MGT 362T Week 1 Discussion Change Management MGT
362T Week 2 Practice Manager's Hot Seat Change
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MGT 362T Week 2 Apply Vision Statement Case
Study MGT 362T Week 2 Discussion Leading Change
MGT 362T Week 3 Practice Quiz
MGT 362T Week 3 Apply Managers Hot Seat
Change-Innovation in Aisle 9
MGT 362T Week 3 Discussion Risks and Biases MGT
362T Week 4 Practice Quiz
MGT 362T Week 4 Apply Power and Influence-Riding
the Policy Wave
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MGT 362T Week 4 Discussion Change Management
Validity Tools MGT 362T Week 5 Practice Quiz
MGT 362T Week 5 Apply Evidence-Based Analytics
and Decision Making Case Study
MGT 362T Week 5 Discussion Change
Leadership .......................................
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.................... MGT 362T Week 1 Apply Wk 1
Change Management A Fresh New Idea For more
course tutorials visit
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MGT 362T Week 1 Apply Wk 1 Change Management A
Fresh New Idea
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......... MGT 362T Week 1 Discussion Change
Management For more course tutorials visit
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Respond to the following in a minimum of 175
words
A project or initiative outcome can influence a
group of people or organization.
Discuss change management. Why is the role of
change management important in an organization?
Discuss one fact you have learned from our text
regarding change management. .....................
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Week 1 Practice Quiz
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MGT 362T Week 1 Practice Wk 1 Quiz Of the six
images of managing change, the and images
have their foundations in the field of
organization theory. Multiple Choice
director coach
navigator interpreter
caretaker nurturer
interpreter caretaker
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The image of managing change assumes that change
managers receive rather than initiate
change. Multiple Choice
director
caretaker
navigator
interpreter
7
Underpinned by the image, the organizational
development (OD) approach is one where its
adherents present their developmental
prescriptions for achieving change as being
based, at least traditionally, upon a core set
of values, values that emphasize that change
should benefit not just organizations but the
people who staff them. Multiple Choice
director
navigator
caretaker
coach
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Underpinned by the image, the sense-making
approach maintains that change emerges over time
and consists of a series of interpretive
activities that help to create in people new
meanings about their organizations and about the
ways in which they can operate differently in
the future. Multiple Choice
director
navigator
nurturer
interpreter
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The primary background of Likerts organization
development (OD) model is Multiple Choice
Productivity and quality of work-life
National Training Laboratories (NTL) and T-groups
Strategic change
Participative management
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Which of the following is NOT a core set of
values contained in the organization development
(OD) field? Multiple Choice
Humanistic values
Democratic values
Economic values
Developmental values
In the context of the core set of values of the
organization development (OD) field, values
relate to openness, honesty, and integrity.
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Multiple Choice
humanistic
democratic
economic
developmental
In the context of the core set of values of the
organization development (OD) field, values
relate to social justice, freedom of choice, and
involvement. Multiple Choice
12
humanistic
democratic
economic
developmental
The introduction of and transition to new
techniques and behaviors occur during the phase
of action research. Multiple Choice
problem identification
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joint problem diagnosis
joint action planning
change actions
According to Cummings and Worley, which of the
following is NOT a skill needed by an
organization development (OD) practitioner? Multi
ple Choice
Intrapersonal skills
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Interpersonal skills
Technical skills
General consultation skills ......................
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Week 2 Apply Vision Statement Case Study For more
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1 2 Based on the vision statements expressed,
what is the significance relating to
organizational structure?
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Check All That Apply Updated visions ilustrate
changing priorities in conjunction with internal
and external environmental changes which in turn,
may affect changes in organizational
structure Vision statements have no bearing on
changes in organizational structure or
culture, Vision statements help change leaders
focus on what changes may be necessary to
implement the vision
3 In terms of developing an organizational
structure accommodating change, which of the
following statements is false Multiple Choice
points Skipped Vision drives change
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Vision emerges from the organizational change
process. Vision contributes or hinders the
organizational change process None of these
4 Organizational redesign and restructuring
accommodating change includes, but is not
limited to the following considerations Check
All That Apply Adjustments in lines of business
or profit center alignment may be
necessary Changes in intra and interdepartmental
processes may be required to enhance efficiency
and profitability Changes in policies and
relationships with vendors and suppliers may be
required
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5 When change in organizational structure is
being assessed, the change leader must consider
employees as its most important asset. What are
some of the step(s) that should be taken when
reviewing the human factor of the change
equation? Check All That Apply points
Review of current and future roles and skill sets
of employees by work unit is necessary. Changes
to workforce composition must be addressed and a
plan of action must be developed eg retraining,
transfers, downsizing, etc. Communicating the
need for and nature of change to employees is a
prerequisite for a potentially successful change
initiative.
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6 To what extent do stakeholders influence a
plan and subsequent implementation of
organization restructuring that accommodates
change? Multiple Choice
Stakeholders are incidental to the change
process Stakeholders are not decision makers and
cannot influence the potential outcome of
organizational restructuring Stakeholder
expertise in managing change is very limited, and
should not be considered by change leaders in
the planning of adaptable organizational
structures O None of the these
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7 As the need for organizational change and
restructuring is considered by the change
manager Check All That Apply points
The current circumstances need to be assessed in
relation to each specific organizational change
situation. Appropriateness for wholesale change
can be assessed by analytical tools utilized by
the change manager Mission and vision of the
organization as prescribed by senior management
and the board of directors must be woven into any
proposed changes.
8 Initial positioning for potential success of
organizational change requires 100
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Check All That Apply A thorough analysis and
consideration by the change manager senior
management, and board of directors Top down
support from senior management and the board of
directors Employee buy-in via a specific
communications program during each phase of
change.
9 The implementation of a successful
organizational restructuring includes, but is
not limited to the following actions 1 Multiple
Choice
Majority vote by the board of directors.
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Approval by a legislative or regulatory
body Approval by the employees' representative
bargaining units None of these
10 Organizational structuring accommodating
change may be due to the organization's filing
of legal action for reorganization in order to
remain viable, which presents significant
challenges for an assigned change leader. To
what extent do the following considerations need
to be included in any plan for organizational
structuring?
Multiple Choice Hiring a good onomey is
essen Avoiding the press and social media is
advisable Avoid
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Filing a gag order on vendors, suppliers, and
union representatives is prudent None of these
11 From a holistic perspective, organizational
structuring accommodating change consists of a
number of elements that the change manager must
assess using evidence-based tools such as
environmental scanning that reveals components
of the organization's strengths. weaknesses,
opportunities, and threats. Compartmentalization
of each may indicate a partial restructuring
and/or changes in processes What would be
considered driving factors for in the
determination of wholesale restructuring versus
partial restructuring Check All That
Apply Noticeable decline in market share /
profitability of the organization indicates that
an in-depth evaluation of the organization's
structure, processes, competition relationships
etc. is essential
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Increase in customer churn, based on industry
standards, signals a potential problem in
offerings, product quality pricing customer
service, etc. It may be isolated to these areas
Increase in employee turnover or grievances
bargaining unit claims at different levels in the
organization indicates a human resources issues
that must be explored and resolved ...............
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362T Week 2 Discussion Leading Change For more
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Respond to the following in a minimum of 175
words
The need for change must be differentiated from
the ability to change in order for it to be
successful.
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Discuss the requisite skills a person needs to
lead change for a chosen organization. How can
the organizations structure accommodate change?
Include recommendations from our
text. ............................................
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Manager's Hot Seat Change For more course
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As some organizations are uncomfortable with
change, so are their employees. Employees are
often threatened by change and offer resistance
to it. Resistance to change is an
emotional/behavioral response to real or
imagined threats to an established work routine.
The degree to which employees feel threatened
depends on whether the change is adaptive,
innovative, or radically innovative. Lewin's
Change Model helps to understand the stages of
change so that they can be best
managed. Employees experience varying levels of
change depending on whether the change is
adaptive, innovative, or radically innovative.
Adaptive change is the least threatening as the
reintroduction of a familiar practice.
Innovative change is somewhat threatening and
involves moderate complexity, cost, and
uncertainty. Radically innovative change is
considered extremely threatening
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1. As Rita becomes increasingly frustrated,
Carlos tries to offer by telling
her how valuable her job and how valuable she
is. multiple interventions goals management
support creativity innovation
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2. As represented in this video case, the merger
that occurred between these two companies
represents a(n) force affecting the need for
change. opportunity strength weakness outside
inside
3. Juan and Rita are having trouble with new
employees Peters and Jackson, indicating which
of the four targeted areas of change is most
needed? Changing technology Changing people
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Changing structure Changing function Changing
strategy
4. Carlos wants Juan and Rita to handle the
personality issues themselves. As the company
did not make any thought-out change in
anticipation of expected problems, it most likely
is being affected by change. strategy external
reactive proactive internal
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5. , a set of techniques for implementing
planned change to make people and organizations
more effective, would have been useful for this
organization. Organizational development
Proactive change Innovation Transference
Reactive change
6. Organizational development would be most
useful to this organization in terms of
. reactive change innovation
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creativity revitalizing organizations adapting
to mergers .......................................
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Managers Hot Seat Change- Innovation in Aisle
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MGT 362T Week 3 ApplyManagers Hot Seat
Change-Innovation in Aisle 9 At the beginning
of the video, Priya ends her presentation by
asking her colleagues to imagine a world where
you never have to wait in line for your
groceries again! What stage of Lewins Change
Model is Priya exhibiting? Harry grants
permission for Priya to start automated sales at
one of Bergmans locations. What stage of
Lewins Change Model is Harry exhibiting?
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Aiden tells Harry that, The heart of Bergmans
would still be intact. All Priya is proposing
here really is taking the idea of self-checkout a
couple steps further Based on this statement,
Aiden most likely believes automation represents
change.
The need for change to automated sales at
Bergmans most likely arises from a(n)
force. Aiden and Priya believe automation is
necessary so Bergmans can be , not
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............. MGT 362T Week 3 Discussion Risks
and Biases For more course tutorials visit
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Respond to the following in a minimum of 175
words
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Within an environment where change is needed, you
must recognize the obstacles that can make
changes difficult to implement. Two of these
obstacles are risk, which can observed by others,
and biases, which tend to be personal and
internalized.
Discuss risks and biases for a chosen
organization. How can they taint analysis? How
could you minimize resistance to the use of
analytics- based decision making? Include
specific recommendations from our
text. ............................................
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............... MGT 362T Week 3 Practice
Quiz For more course tutorials visit
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MGT 362T Week 3 PracticeQuiz
Beltip Corp. was forced to shut its operations in
a country due to the outbreak of a civil war in
that country. The change in operations
experienced by Beltip is most accurately termed
as a(n) .
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HomeCare Corp. is a manufacturer of household
utilities. A recent fire at one of its
production units caused HomeCare to reduce its
production. This change in production is known as
a(n) . are those that are implemented in
anticipation of, or in response to, known trends
and developments. are those that just happen,
or have to happen, in response to unforeseen
events, such as the sudden opening of new market
opportunities, or accidents and
failures. Incremental change differs from
transformational change in that incremental
change is Which of the following reasons is NOT
cited in the text as a cause of resistance that
a change manager will have to diagnose before
taking action? People find it easier to support
changes when Which of the following factors is
most likely to make the people in an
organization lose conviction that a change is
necessary? Which of the following is the most
likely negative consequence of excessive change
in an organization?
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Which of the following statements is true of
resistance to change? ...........................
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................................ MGT 362T Week 4
Apply Power and Influence-Riding the Policy
Wave For more course tutorials visit
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MGT 362T Week 4 ApplyPower and Influence-Riding
the Policy Wave Required information Managers
Hot Seat Power InfluenceRiding the Policy Wave
To really understand leadership, we need to
understand the concept of power and authority.
Authority is the right to perform or command it
comes with the job. In contrast, power is the
extent to which a person is able to influence
others so they respond to orders. Managers need
to be able to influence those around them in
order to gain their commitment.
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Influence tactics may be hard or soft, and the
tactic chosen may be contingent on the
particular situation at hand.
Its November and the holiday rush is upon a
mid-size retail surf store. The store manager is
having a meeting with some of his staff. They are
quite disgruntled about two new policies that
have been put in place. First, employees who are
clocking out of their shift need to wait for a
manager to check them before leaving the
premises. Second, employees cannot take any
leave during the holiday rush between
Thanksgiving and Christmas Eve. Employees are
not happy about these policies. How is the
leadership team handling the situation? How would
you?
Click the ? button to watch the video. Then,
answer the questions that follow.
Play Video Mark responds to Briannas concerns
about the new employee end-of- shift policy with
This is a policy straight from corporate. We
have to follow it. What type of influence
tactic is Mark utilizing?
35
Multiple Choice
coalition tactics
exchange
rational persuasion
legitimating tactic
consultation
Required information
36
Managers Hot Seat Power InfluenceRiding the
Policy Wave
To really understand leadership, we need to
understand the concept of power and authority.
Authority is the right to perform or command it
comes with the job. In contrast, power is the
extent to which a person is able to influence
others so they respond to orders. Managers need
to be able to influence those around them in
order to gain their commitment. Influence
tactics may be hard or soft, and the tactic
chosen may be contingent on the particular
situation at hand.
Its November and the holiday rush is upon a
mid-size retail surf store. The store manager is
having a meeting with some of his staff. They are
quite disgruntled about two new policies that
have been put in place. First, employees who are
clocking out of their shift need to wait for a
manager to check them before leaving the
premises. Second, employees cannot take any
leave during the holiday rush between
Thanksgiving and Christmas Eve. Employees are
not happy about these policies. How is the
leadership team handling the situation? How would
you?
37
Click the ? button to watch the video. Then,
answer the questions that follow.
Play Video In response to the new employee
end-of-shift policy Brianna proposes that Ollie
pay its employees on their breaks instead of
making them clock out. Brianna is most likely
utilizing the influence tactic. Multiple Choice
exchange
pressure
personal appeals
ingratiation
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inspirational appeals
Required information Managers Hot Seat Power
InfluenceRiding the Policy Wave
To really understand leadership, we need to
understand the concept of power and authority.
Authority is the right to perform or command it
comes with the job. In contrast, power is the
extent to which a person is able to influence
others so they respond to orders. Managers need
to be able to influence those around them in
order to gain their commitment. Influence
tactics may be hard or soft, and the tactic
chosen may be contingent on the particular
situation at hand.
39
Its November and the holiday rush is upon a
mid-size retail surf store. The store manager is
having a meeting with some of his staff. They are
quite disgruntled about two new policies that
have been put in place. First, employees who are
clocking out of their shift need to wait for a
manager to check them before leaving the
premises. Second, employees cannot take any
leave during the holiday rush between
Thanksgiving and Christmas Eve. Employees are
not happy about these policies. How is the
leadership team handling the situation? How would
you?
Click the ? button to watch the video. Then,
answer the questions that follow.
Play Video Which of the following sources of
power does Mark have in enforcing Ollies
holiday scheduling policy? Multiple Choice
expert
40
referent
legitimate
exchange
consultation
Required information Managers Hot Seat Power
InfluenceRiding the Policy Wave
41
To really understand leadership, we need to
understand the concept of power and authority.
Authority is the right to perform or command it
comes with the job. In contrast, power is the
extent to which a person is able to influence
others so they respond to orders. Managers need
to be able to influence those around them in
order to gain their commitment. Influence
tactics may be hard or soft, and the tactic
chosen may be contingent on the particular
situation at hand.
Its November and the holiday rush is upon a
mid-size retail surf store. The store manager is
having a meeting with some of his staff. They are
quite disgruntled about two new policies that
have been put in place. First, employees who are
clocking out of their shift need to wait for a
manager to check them before leaving the
premises. Second, employees cannot take any
leave during the holiday rush between
Thanksgiving and Christmas Eve. Employees are
not happy about these policies. How is the
leadership team handling the situation? How would
you?
Click the ? button to watch the video. Then,
answer the questions that follow.
Play Video
42
Based on the video, Mark seems to be a leader
while Sherry is more of a leader. Multiple
Choice
transformational transactional
passive active
active passive
situational transactional
transactional transformational
43
Required information Managers Hot Seat Power
InfluenceRiding the Policy Wave
To really understand leadership, we need to
understand the concept of power and authority.
Authority is the right to perform or command it
comes with the job. In contrast, power is the
extent to which a person is able to influence
others so they respond to orders. Managers need
to be able to influence those around them in
order to gain their commitment. Influence
tactics may be hard or soft, and the tactic
chosen may be contingent on the particular
situation at hand.
Its November and the holiday rush is upon a
mid-size retail surf store. The store manager is
having a meeting with some of his staff. They are
quite disgruntled about two new policies that
have been put in place. First, employees who are
clocking out of their shift need to wait for a
manager to check them before leaving the
premises. Second, employees cannot take any leave
during the holiday rush between Thanksgiving and
Christmas Eve. Employees are not happy about
these policies. How is the leadership team
handling the situation? How would you?
44
Click the ? button to watch the video. Then,
answer the questions that follow.
Play Video Marks apparent favoritism toward Amir
is representative of Multiple Choice
leader-member exchange.
servant leadership.
charismatic leadership.
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laissez-faire leadership.
transformational leadership. ....................
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362T Week 4 Discussion Change Management
Validity Tools For more course tutorials visit
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Respond to the following in a minimum of 175
words
In addition to knowing how to measure the
effectiveness of a needed change, you must
prepare for all the reasons that a project can
fail.
46
Discuss change management validity tools for a
chosen organization. How could you apply
analytical frameworks to illustrate possible
project outcomes, assess risks, and develop
contingency plans? ...............................
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Practice Quiz For more course tutorials visit
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MGT 362T Week 4 PracticeQuiz According to Warner
Burke, which of the following is a way in which
organizational models can be useful? Multiple
Choice
By reducing the manageability of a complex
situation
By helping to prioritize the issues that need
most attention
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By providing specific languages for different
stakeholder groups to discuss organizational
properties
By minimizing the interconnectedness of various
organizational properties
According to Warner Burke, which of the following
is NOT a way in which organizational models can
be useful? Multiple Choice
By identifying key organizational
interdependencies
By offering guidance about the appropriate
sequence of actions in a change process
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By providing a common language with which
different stakeholder groups can discuss
organizational properties
By predicting the magnitude of change
Which of the following is NOT one of the
questions asked when performing gap
analysis? Multiple Choice
Where are we now?
How did we get here?
Where do we want to get to?
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What do we need to do in order to get there?
According to Rosabeth Moss Kanter, segmentalist
organizations are characterized by . Multiple
Choice
the compartmentalization of problem-solving
the ability to overthrow history and precedent
a cooperative environment
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a flat organizational structure
Unlike traditional organization designs,
built-to-change organization designs
. Multiple Choice
include employment contracts based on
expectations set out in the job description
hire people with the capabilities for the job for
which they have applied
pay for the job and what it involves
include ongoing training in skills to support
change
51
change theorists and practitioners take an it
depends approach in which the style of change,
especially the style of leadership, is dependent
on the scale of the proposed change and the
readiness of the staff to receive it. Multiple
Choice
Compulsion
Contingency
Processual
None of these
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The contingency change management approach is
underpinned by the image of managing
change. Multiple Choice
director
follower
interpreter
caretaker
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Process theories see change unfolding over time
in a messy and iterative way and thus rely more
heavily on the image of a change manager as a(n)
. Multiple Choice
director
navigator
interpreter
caretaker
54
Which of the following is one of the seven Cs of
change developed by the UK Chartered Institute
of Personnel and Development? Multiple Choice
Capturing learning
Criticizing stakeholders
Canceling communication
Capitalizing on losses
Which of the following companies developed the
awareness, desire, knowledge, ability, and
reinforcement (ADKAR) model of change?
55
Multiple Choice
Prosci
Apple
McKinsey
Gartner ..........................................
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................. MGT 362T Week 5 Apply
Evidence-Based Analytics and Decision Making
Case Study For more course tutorials visit
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MGT 362T Week 5 Apply Wk 5 Evidence-Based
Analytics and Decision Making Case Study
56
The old adage nothing is constant but change
implies that organizations are always in a state
of flux and business leaders cannot necessarily
keep pace with the rate of change. Thus, which of
the following statements do you consider the
most accurate. Multiple Choice
This observation indicates that business leaders
ability to make effective decisions is limited
by an uncertain future.
The use of evidence-based analytical tools is
necessary to assess current situations and
improve the quality of strategic decision making.
Considering the accelerated rate of change in
todays business climate, a permanent title of
change manager should be adopted in organizations
to scan the environment.
None of the above.
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Refer to Highlight Change Metrics. Which of the
following statements best describes why the
business leaders altered their approach to the
organizational crisis. Multiple Choice
Upon assessment of the competitive environment
using evidence-based analytics, Continentals
leaders recognized that the organizations
emphasis was misplaced, and changed its strategic
objectives.
The bankruptcy court appointed independent
overseers to force change.
Continental leadership was attempting to raise
stock prices in anticipation of a buyout.
Union leadership was ready to call for a national
walkout during the Chapter 11 hearings.
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Upon review of the effectiveness of a strategic
business decision using evidence-based
analytics, business leaders may reverse course.
Refer to Highlight, Unanticipated Consequences
at FedEx. What factor(s) led to reversal of the
new scheduling system? Multiple Choice
Restrictions on international air space were not
accounted for in the decision making.
The cost of upgrading the technology
infrastructure was cost prohibitive.
The new system contained assumptions that did not
consider critical factors such as changes in
time zones, travel time across hemispheres, and
pilot flying hours.
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There was an inadequate number of aircraft to
accommodate the new schedule.
Sustainability of change is associated
with Check All That Apply New working
practicesNew working practices Reductions in
time to marketReductions in time to
market Adapting to circumstances to gain
increasing benefits for organizational
initiatives
Redesigning roles, staff selection, and redesign
of reward systems is linked to Multiple Choice
60
Changing societal requisites and regulatory
policies
Attracting employees
human sustainability policies to address human
and social sustainability
None of the above
Walking the Talk is a(n) Multiple Choice
Euphemism
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Theoretical term for employee / manager
communication
Phrase that refers to a leader who encourages
volunteer acts of initiatives, celebrates
smaller wins and corrections in progress
Outdated term for leadership in todays cyber
world
When using evidence-based analytics in decision
making, measurement is an essential tool in
gauging progress. However, the leader needs to
assess data based on the following
consideration(s). Check All That Apply To what
extent is the measurement an accurate
representation of the success of the change
initiative?To what extent is the measurement an
accurate representation of the success of the
change initiative?
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What is the relationship between the time of the
measurement being reported and the timeframe
over which the benefits of the change is
expected to be delivered?What is the relationship
between the time of the measurement being
reported and the timeframe over which the
benefits of the change is expected to be
delivered? What are the components of the
measurement being monitored e.g. internal and/or
external environmental factors and to what extent
are they relevant to the organizational change?
Analytical tools and decision-making framework
models are essential in the business leader
toolbox to move an organization forward in
refreshing the vision and associated strategies
to achieve that vision. In order to sustain the
change initiative, what are some actions
necessary to prevent initiative decay? Check
All That Apply Ensure changes are sustainable,
and are handed over to the operational
environment of the organization.Ensure changes
are sustainable, and are handed over to the
operational environment of the organization. Devel
op capacity and capability for continuous
improvement.Develop capacity and capability for
continuous improvement. None of the above.
63
In times of change, strong leadership is
essential and cannot be overstated. While the
use of metrics may reinforce presentation of a
persuasive argument for change to stakeholders,
leaders need to project certain qualities and
values, which include, but not limited to the
following. Check All That Apply Leaders should
be role models of the desired changes, focusing
on organizational culture and developing a
climate for continuous improvement.Leaders should
be role models of the desired changes,
focusing on organizational culture and developing
a climate for continuous improvement. Leaders
must possess the qualities of integrity and
credibility in order to communicate change and
enlist the support for change among employees
effectively.Leaders must possess the qualities of
integrity and credibility in order to
communicate change and enlist the support for
change among employees effectively. Leaders
should empower change teams to take risks,
communicate decision making authority clearly,
and remove barriers to their progress
accordingly.
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As noted earlier, todays business leaders are
equipped with a toolbox to improve strategic
decision-making involving change. However, not
all initiatives should be sustained, which was
referenced in the FedEx case. In distinguishing
between blameworthy and praiseworthy change
initiatives, what guidelines are relevant in
determining the difference? Check All That
Apply Blameworthy failures include deliberate
or inadvertent deviations from the prescribed
practice.Blameworthy failures include
deliberate or inadvertent deviations from the
prescribed practice. Experimental approaches
designed to improve performance are considered
praiseworthy, because managers can learn from
the failure.Experimental approaches designed to
improve performance are considered
praiseworthy, because managers can learn from
the failure. There are no failures that are
considered acceptable, and differences dont
matter.
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......... MGT 362T Week 5 Discussion Change
Leadership
65
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Respond to the following in a minimum of 175
words
As a change leader, you can be a positive
influence on change and making change happen,
strengthening your own career and professional
capabilities. What skills and tools have you
learned in this course that will help you be an
effective change leader?
Discuss the differences between managing change
and leading change. What are the advantages of
being a change leader? ...........................
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................................ MGT 362T
Entire Course For more course tutorials visit
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66
MGT 362T Week 1 Practice Quiz
MGT 362T Week 1 Apply Wk 1 Change Management A
Fresh New Idea
MGT 362T Week 1 Discussion Change Management MGT
362T Week 2 Practice Manager's Hot Seat Change
MGT 362T Week 2 Apply Vision Statement Case
Study MGT 362T Week 2 Discussion Leading Change
67
MGT 362T Week 3 Practice Quiz
MGT 362T Week 3 Apply Managers Hot Seat
Change-Innovation in Aisle 9
MGT 362T Week 3 Discussion Risks and Biases MGT
362T Week 4 Practice Quiz
MGT 362T Week 4 Apply Power and Influence-Riding
the Policy Wave
MGT 362T Week 4 Discussion Change Management
Validity Tools MGT 362T Week 5 Practice Quiz
68
MGT 362T Week 5 Apply Evidence-Based Analytics
and Decision Making Case Study
MGT 362T Week 5 Discussion Change Leadership