ข้อสอบความรอบรู้ การอบรมพัฒนาผู้บริหาร ชุด 106 การบริหารการเปลี่ยนแปลง

Change Management refers to the process of planning, implementing, and controlling changes within an organization. It involves identifying the need for change, assessing the impact of the change, developing a plan to execute the change, and monitoring the progress and effectiveness of the change. Change Management is crucial in ensuring that organizational changes are successfully implemented and that any potential negative impacts are minimized.

A change agent refers to someone who plans and executes changes effectively. They are responsible for initiating and implementing changes that have a significant impact. This role involves strategizing, organizing, and ensuring that the change process is successful. They are not necessarily the ones who approve or support the change, but they are the ones who make it happen.

The question is asking which option is not related to the changing dynamics of the external environment. The correct answer is "Customer" because customer preferences and behaviors are directly influenced by changes in the external environment, such as politics, economics, and technology. Therefore, customer is the option that is unrelated to the changing dynamics of the external environment.

Change agents are individuals who facilitate and drive organizational change. They possess various qualities and skills, such as understanding the nature of change, planning and managing change in different areas, working collaboratively with others to implement change, and solving problems. However, managing and allocating necessary resources, such as budget, personnel, and time, is not a characteristic of a change agent.

The correct answer is "Change Agent = ผอ.รร." In the context of educational administration, a change agent refers to the school principal (ผอ.รร.), who plays a crucial role in initiating and implementing changes within the school. The principal is responsible for leading and managing the change process, working closely with teachers, staff, and other stakeholders to ensure successful implementation.

The Push-Pull Theory suggests that both the system and the people are equally important in determining the success of a project or initiative. This theory emphasizes the need for collaboration and active participation from both the system (such as the organizational structure, processes, and resources) and the people (such as the employees, stakeholders, and users) involved. By considering the perspectives and contributions of both the system and the people, organizations can effectively drive change and achieve desired outcomes.

The term "Blueprint for Change" refers to a proposal or plan for implementing a change. It involves outlining the specific steps, strategies, and resources needed to successfully carry out the desired change. This blueprint serves as a roadmap or guide for the change management process, providing a clear direction and structure for the implementation of the proposed change. It helps ensure that all stakeholders are aligned and have a shared understanding of the change and its objectives.

The correct answer is "ตกใจและปฏิเสธการเปลี่ยนแปลงที่เกิดขึ้น , โกรธและต่อต้าน , รับรู้และทดลองปฏิบัติตาม , ยอมรับการเปลี่ยนแปลงและปรับตัว". This is because the question is asking for the correct order of the four stages of emotional response to change. The correct order is to first be surprised and resist the change, then feel angry and oppose it, followed by recognizing and experimenting with the change, and finally accepting the change and adapting to it.

The main components of an organization that will be affected by changes are its structure, personnel, work processes, and culture. Changes in the structure can impact how the organization is organized and how decisions are made. Changes in personnel can affect the skills and capabilities of the workforce. Changes in work processes can impact how tasks are performed and how resources are allocated. Changes in culture can affect the values, beliefs, and norms of the organization. Therefore, the correct answer is "โครงสร้างองค์การ , บุคลากร , กระบวนการทำงาน , วัฒนธรรม".

The important characteristic of a team undergoing change is that team members have a shared feeling and a common goal. This indicates that the team is united and aligned in their understanding and purpose, which is crucial for successfully navigating through the change process. When team members have a shared feeling, they are more likely to support and collaborate with each other, leading to effective teamwork and successful change implementation. Additionally, having a common goal ensures that everyone is working towards the same objective, promoting cohesion and coordination within the team.

The answer "สามารถทำให้สำเร็จได้ง่าย" (can easily lead to success) does not align with the characteristics of a good vision. A good vision should be about the desired future, flexible, interesting, and exciting, but it should not suggest that success can be easily achieved.

The question asks for an element that does not support continuous change within an organization. The other options, organizational structure, management behavior, and human resource management, all involve aspects that can be adjusted and modified over time to adapt to changing circumstances. However, "consciousness in work" refers to an individual's mindset and attitude towards their work, which may not necessarily lead to continuous change within the organization.

The organization will be ready for change when the leader is capable and respected, has a desire for change, and the organization has suitable technology.

Force Field Analysis is a part of the process of planning and defining measures. It involves identifying and analyzing the forces that are driving change and the forces that are resisting change. By understanding these forces, organizations can develop strategies to strengthen the driving forces and weaken the resisting forces, ultimately increasing the likelihood of successful change implementation. This step is crucial in the change management process as it helps in identifying potential barriers and challenges that may arise during the change process and allows for proactive planning and mitigation.

The correct answer is the sequence of steps in the correct system change planning. This includes creating a change vision, building a change team, planning and setting metrics, and developing a supporting structure. These steps are crucial in ensuring a successful and effective change management process. Creating a change vision helps to provide a clear direction and purpose for the change, while building a change team ensures that there are dedicated individuals responsible for driving and implementing the change. Planning and setting metrics allow for measuring the progress and success of the change, while developing a supporting structure provides the necessary framework and resources for the change to take place.