Chapter 18 Vocab Flashcards
Change
Making things different.
Planned Change
Change activities that are intentional and goal oriented.
Change Agents
Persons who act as catalysts and assume the responsibility for managing change activities.
Unfreezing
Changing to overcome the pressures of both individual resistance and group conformity.
Movement
A change process that transforms the organization from the status quo to a desired end state.
Refreezing
Stabilizing a change intervention by balancing driving and restraining forces.
Driving Forces
Forces that direct behavior away from the status quo.
Restraining Forces
Forces that hinder movement from the existing equilibrium.
Action Research
A change process based on systematic collection of data and then selection of a change action based on what the analyzed data indicate.
Organizational Development (OD)
A collection of planned change interventions, built on humanisitic-democratic values, that seeks to improve organizational effectiveness and employee well-being.
Sensitivity Training
Training groups that seek to change behavior through unstructured group interaction.
Survey Feedback
The use of questionnaires to identify discrepancies among member perceptions; discussion follows, and remedies are suggested.
Process Consultation (PC)
A meeting in which a consultant assists a client in understanding the process events with which he or she must deal and identifying processes that need improvement.
Team Building
High interaction among team members to increase trust and openness.
Intergroup Development
OD efforts to change the attitudes, stereotypes, and perceptions that groups have of each other.
Appreciative Inquiry (AI)
An approach that seeks to identify the unique qualities and special strengths of an organization, which can then be built on to improve performance.
Innovation
A new idea applied to initiating or improving a product, process, or service.
Idea Champions
Individuals who take an innovation and actively and enthusiastically promote the idea, build support, overcome resistance, and ensure that the idea is implemented.
Learning Organization
An organization that has developed the continuous capacity to adapt and change.
Single-loop Learning
A process of correcting errors using past routines and present policies.
Double-loop Learning
A process of correcting errors by modifying the organization’s objectives, policies, and standard routines.
Stress
An unpleasant psychological process that occurs in response to environmental pressures.
Challenge Stressors
Stressors associated with workload, pressure to complete tasks, and time urgency.
Hindrance Stressors
Stressors that keep you from reaching your goals (for example, red tape, office policies, confusion over job responsibilities).
Demands
Responsibilities, pressures, obligations, and even uncertainties that individuals face in the workplace.
Resources
Things within an individual’s control that can be used to resolve demands.
Wellness Programs
Organizationally supported programs that focus on the employee’s total physical and mental condition.
What is the difference between planned and unplanned change?
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What forces act as sources of resistance to change?
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What are the four main approaches to managing organizational change?
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How can managers create a culture for change?
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What are the possible sources of stress?
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What are the consequences of stress?
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What are the individual and organizational approaches to managing stress?
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