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15 Cards in this Set
- Front
- Back
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Change Agents
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Persons in organization responsible for managing change activities. Can be managers or non-managers, current employees, newly hired employees or outside consultants.
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"Calm Waters" Simile
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Unfreezing ----> Changing ----> Refreezing
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Unfreezing can be achieve by:
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Increase driving forces that direct behavior away from the status quo. Decrease restraining forces that hinder movement from the existing equilibrium. Combine the two above.
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"White-Water Rapids" Simile
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Stability and predictability don't exist. No occasional and temporary disruptions in the status quo, happens all the time. Face constant change, bordering on chaos.
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Education and Communication
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Resistance can be reduced by communicating with employees to help them see the logic of a change.
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Participation
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It's difficult for individuals to resist a change decision in which they participated.
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Building Support and Commitment
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Change agents can offer a range of supportive efforts to reduce resistance.
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Selecting People Who Accept Change
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Research suggests that the ability to easily accept and adapt to change is related to personality.
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Coercion
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The application of direct threats or force on the resisters.
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Organizational Development (OD)
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Respect for people. Trust and support. Power equalization. Confrontation. Participation.
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Sensitivity Training
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A method of changing behavior through unstructured group interaction.
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Survey Feedback
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Identifying discrepancies among member perceptions.
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Process Consultation
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An outside consultant assists a client, usually a manager, "to perceive, understand, and act upon process events" with which the manager must deal.
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Intergroup Development
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Seeks to change the attitudes, stereotypes, and perceptions that groups have of each other.
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Appreciative Inquiry
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Rather than looking for problems to fix, seeks to identify the unique qualities and special strengths of an organization, which can then be built upon to improve performance.
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