Across
- 2. anyone who possesses enough knowledge and power to guide and faciliate the change effort (involved transformational leadership)
- 8. min resistance: highest priority for change, generates urgency for change, reduce uncertainty
- 12. losing something of value because of change
- 13. communication, learning, involvement
- 15. reinforce status quo, career, reward, power and comm systems
- 21. min resistance: time consuming and costly
- 22. realigns org systems and team dynamics so they support desired changes
- 23. appreciative inquiry 4 d model:forming ideas about what might be
- 24. appreciative inquiry 4 d model: develop objectives abt what will be
- 25. min resistance: time consuming and potential conflict
Down
- 1. min resistance: provides new knowledge, skills, includes coaching and helps break routines
- 3. cost of moving away from comfort zones, time required to learn new routines
- 4. developed by kurt lewin, driving forces push organizations toward change and restraining forces resist change blocking change process
- 5. risk or personal loss and concern about adusting ability
- 6. appreciative inquiry 4 d model: discoving best of what is
- 7. appreciative inquiry: discovery, dreaming, designing and delivering
- 8. linear and open conflict assumptions different from values in some cultures
- 9. dynamics: norms contrary to the desired change
- 10. appreciative inquiry 4 d model:engaging in dialogue about what should be
- 11. min resistance: empees participate in change process, helps saving face and reduce fear of unknown
- 14. 1. direct cost 2. saving face 3. fear of unknown 4. breaking rules 5. incongruent team dynamics 6. incongruent org. systems
- 16. min resistance: costly and time consuming
- 17. resistance to change (absenteeism, complaints) and view resistance as a resource
- 18. symptoms of deeper problems, form of voice helps procedural justice
- 19. privacy rights of individuals, man't power, individ self esteem
- 20. not invented here syndrome