Chapter 18 - Organizational change & stress management

________: change process that transforms the organization from the status quo to a desired end state.

________ (AI): approach that seeks to identify the unique qualities and special strengths of an organization, which can then be built on to improve performance.

________ others to act on the vision by removing barriers to change and encouraging risk taking and creative problem solving.

________: use of questionnaires to identify discrepancies among member perceptions; discussion follows and remedies are suggested.

Team building: ________ among team members to increase trust and openness.

________ eight- step plan for implementing change.

Driving forces: forces that ________ away from the status quo.

________: responsibilities, pressures, obligations and even uncertainties that individuals face in the workplace.

Stress: ________ that occurs in response to environmental pressures.

________- loop learning: process of correcting errors by modifying the organizations objectives, policies and standard routines.

________: OD efforts to change the attitudes, stereotypes and perceptions that groups have of each other.

________ (OD): collection of planned change interventions, built on humanistic democratic values, that seeks to improve organizational effectiveness and employee well- being.

________ learning: process of correcting errors using past routines and present policies.

________: new idea applied to initiating or improving a product, process or service.

________: training groups that seek to change behavior through unstructured group interaction.

________ (PC): meeting in which a consultant assists a client in understanding process events with which he /she must deal and identifying processes that need improvement.

Restraining forces: forces that hinder ________ from the existing equilibrium.

Making things different

Change activities that are intentional and goal-oriented

Persons who act as catalysts and assume the responsibility for managing change activities

Unfreezing, movement and refreezing

Forces that direct behavior away from the status quo

Forces that hinder movement from the existing equilibrium

Change process based on systematic collection of data and then selection of a change action based on what the analyzed data indicate

Collection of planned change interventions, built on humanistic democratic values, that seeks to improve organizational effectiveness and employee well-being

Training groups that seek to change behavior through unstructured group interaction

Use of questionnaires to identify discrepancies among member perceptions; discussion follows and remedies are suggested

Meeting in which a consultant assists a client in understanding process events with which he/she must deal and identifying processes that need improvement

High interaction among team members to increase trust and openness

OD efforts to change the attitudes, stereotypes and perceptions that groups have of each other

Approach that seeks to identify the unique qualities and special strengths of an organization, which can then be built on to improve performance

New idea applied to initiating or improving a product, process or service

Individuals who take an innovation and actively and enthusiastically promote the idea, build support, overcome resistance and ensure that the idea is implemented

Organization that has developed the continuous capacity to adapt and change

Process of correcting errors using past routines and present policies

Process of correcting errors by modifying the organization's objectives, policies and standard routines

Unpleasant psychological process that occurs in response to environmental pressures

Stressors associated with work load, pressure to complete tasks and time urgency

Stressors that keep you from reaching your goals (red tape, office politics, confusion over job responsibilities)

Responsibilities, pressures, obligations and even uncertainties that individuals face in the workplace

Things within an individual's control that can be used to resolve demands