Leading Change and Stress management - Planned organisational change
3 important questions on Leading Change and Stress management - Planned organisational change
What are types of organisational change?
Incremental Reactive - solve problems on a day-to-day basis. Quick fixes to short-term concerns.
Incremental Proactive - Anticipating and plan. Improve the current way of doing things. Fine tune. Guided evolution.
Radical Reactive - Crisis management, Industry shakeups, economic turmoil, financial shocks.
Transformation - Do things fundamentally differently. Change basic assumptions. Revolution.
Incremental Proactive - Anticipating and plan. Improve the current way of doing things. Fine tune. Guided evolution.
Radical Reactive - Crisis management, Industry shakeups, economic turmoil, financial shocks.
Transformation - Do things fundamentally differently. Change basic assumptions. Revolution.
Which four organisational subsystems are used in planned organisational change?
(1) Formal organization - This provides the coordination and control necessary for organized activity; examples are formal structures and reward systems.
(2) Social factors - These factors include individual differences, team interactions, and organizational culture.
(3) Technology - This is how raw materials and inputs transform into outputs, such as workflow design and job design.
(4) Physical setting - These are the characteristics of the physical space and how it is arranged.8
(2) Social factors - These factors include individual differences, team interactions, and organizational culture.
(3) Technology - This is how raw materials and inputs transform into outputs, such as workflow design and job design.
(4) Physical setting - These are the characteristics of the physical space and how it is arranged.8
What is Apperciative Inquiry (AI)?
Appreciative inquiry (AI) is an OD intervention that is an example of action research. AI is consistent with emerging ideas from positive psychology and OB. The basic assumption is that people move in the direction that they visualize for the future. Participants begin the AI process by reflecting on a peak experience and then engage in conversation about it with others in a group setting.
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