Category: Management

Organizational development techniques (4),”1. Survey feedback. Employees are asked their attitudes about and perceptions of the change they’re encountering.2. Process consultation. Outside consultants help managers perceive, understand and act on organizational processes they’re facing.3. Team-building. OD helps become a team, by helping to set goals, develop positive interpersonal relationships and clarify the roles and responsibilities of each team member.4. Intergroup development. Different groups focus on becoming more cohensive.Attempts to change attitudes

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.Organizational development techniques (4),”1. Survey[…]

Read more

Techniques for reducing resistance to change (6),”1. Education and communication: helping employees see the logic of the change effort.- Used when: resistance is due to misinformation.- Advantage: clear up misunderstandings.- Disadvantage: may not work when mutual trust and credibility is lacking.2. Participation: bringing those individuals directly affected by the proposed change into the decision-making process.- Used when: resisters have the expertise to make a contribution.- Advantage: increase involvement and acceptance.- Disadvantage: time-consuming; has potential for a poor solution.3. Facilitation and support: helping employees deal with the fear and anxiety associated with the change effort.- Used when: resisters are fearful and anxiety-ridden.- Advantage: can facilitate needed adjustments.- Disadvantage: expensive; no guarantee of success.4. Negotiation: exchanging something of value for an agreement to lessen the resistance to the change effort.- Used when: resistance comes from a powerful group.- Advantage: can “”buy”” commitment.- Disadvantage: potentially high cost; opens doors for others to apply pressure too.5. Manipulation and co-optation: covert attempts to influence others about the change.- Used when: a powerful group’s endorsement is needed.- Advantage: inexpensive, easy way to get support.- Disadvantage: can backfire, causing change agent to lose credibility.6. Coercion: direct threats or force against those resisting change.- Used when: a powerful group’s endorsement is needed.- Advantage: inexpensive

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.Techniques for reducing resistance to[…]

Read more

Group development stages,”1. Forming stage: has two phases, first in which people join the group and then define the group’s purpose, structure and leadership2. Storming stage: second stage which is characterized by intragroup conflict3. Norming stage: characterized by close relationships and cohesiveness4. Performing stage: the group is fully functional and works on the group task.5. Adjourning stage: the final stage for temporary groups

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.Group development stages,”1. Forming stage:[…]

Read more

Stress,”Response to anxiety over intense demands, constrains or opportunities. Functional stress allows a person to perform at his or her highest level at crucial times. Often associated with constraints (= an obstacle that prevents you from doing what you desire), demands (= the loss of something desired) and opportunities (=the possibility of something new

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.Stress,”Response to anxiety over intense[…]

Read more