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26 Cards in this Set
- Front
- Back
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Action Research
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Cyclical process of identifying system problems, gathering data, taking corrective action, assessing progress, making on-going adjustments and learning from the experience.
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Backsliding
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The tendency of an individual or group to return to its perceived best way of life after any change occurs.
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Baseline Information
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An organization's current level of operations, which can be used for later comparison to the effects of a change program
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Chain-reaction Effect
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Situation in which a change, or other condition, that directly affects only one or a few persons may lead to a reaction from many people, even hundreds or thousands, because of their mutual interest in it.
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Change
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Any alteration occurring in the work environment that affects the way in which employees must act.
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Change Agents
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People whose roles are to stimulate, facilitate and coordinate change within a system while remaining independent of it.
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Changing
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Learning new ideas and practices of thinking, reasoning, and performing.
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Charisma
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Leadership characteristic that inpsires and influences employees to take early and sustained action to carry out a vision.
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Double Loop Learning
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Process of using current information about a change to prepare participants to manage future changes even more effectively.
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Equilibrium
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The stat existing when there is a dynamic balance between forces supporting and restraining any existing practice.
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Experiential Learning
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Process in which participants learn by experiencing in the training environment the kids of human relations problems they face on the job.
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Hawthorne Effect
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Concept that the mere observation of a group tends to change the way the group operates.
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Homeostasis
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Self-correcting mechanism in a group by which energies are called up to restore balance whenever change threatens.
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Humanistic Values
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Positive beliefs about the potential and desire for growth among employees.
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Interventions
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Structered activities designed to help individuals or groups improve their work effectiveness.
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Organization development (OD)
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Systematic application of behavioral science knowledge at various levels (group, intergroup, and total organization) to bring about planned change
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Performance gaps
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Deficiencies in the way of organization operates.
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Proactive
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Anticipating events, initiating change, and taking control of one's destiny.
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Psychic costs
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Costs that affect a person's inner self or psyche.
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Reactive
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Responding to events, adapting to change, and tempering its consequences.
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Refreezing
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Term applying to situations involving change and referring to the action of integrating what has been learned into actual practice.
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Resistance to change
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Desire not to accept a change or to accept it only partially, often resulting in actions designed to discredit, delay, or prevent the implementation of a work change.
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Single-loop learning
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Process of solving immediate problems and adapting to changes which are imposed upon employees.
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Tranformational leaders
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Managers who initiate bold strategic changes to position the organization for its future.
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Unfreezing
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Term applying to situations that involve change and referring to the act of casting aside old ideas and practices so that new ones can be learned.
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Vision
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Challenging and crystallized long-range portrait of what the organization and its members can and should be-a possible, and desirable, image of the future.
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