Integrative Model of Organizational Behavior and Change

A set of flashcards summarizing key concepts related to organizational behavior and change management.

Organizational Inputs

Factors that influence organizational processes and outcomes including structure, culture, technology, and strategies.

Human Resource Practices

Policies and activities that involve the management of people in an organization.

Driving Forces

External or internal factors that push organizations towards change.

Restraining Forces

Factors that resist or inhibit change within an organization.

Change Fatigue

A phenomenon where employees feel overwhelmed due to constant organizational changes.

Force Field Analysis Model

A model used to identify the driving and restraining forces affecting a change process.

Resistance to Change

Behavior displayed by employees against changes, including complaints and absenteeism.

Negative Valence of Change

The perception that change brings unfavorable outcomes or experiences.

Transformational Leadership

A leadership approach that seeks to create significant change through vision and encouragement of employee involvement.

Action Research Approach

A participative process that emphasizes action and research to achieve meaningful change.

Appreciative Inquiry

An approach that focuses on positive aspects and potential futures rather than on problems.

Cross-Cultural Concerns

Differences in conflict resolution and management practices across various cultures.

Ethical Concerns with Change

Issues related to individual privacy rights, management authority, and employee self-esteem during change processes.

Employee Involvement

Incorporating employees in the change process to enhance ownership and reduce resistance.

Creating Urgency for Change

Processes aimed at motivating stakeholders to embrace change by highlighting the need for it.