Chapter 18

job redesign

an OD itnervention method that alters jobs to imporve the fit between individual skills and the demands of the job.

process consultation

an OD method that helps managers and employees improve the processes that are used in organizations

team building

an intervention designed to improve the effectiveness of a work group

incremental change

change of a relatively small scope, such as making small improvements

planned change

change resulting from a deliberate decision to alter the organization

quality program

a program that embeds product and service quality excellence in the organizational culture

organizational development (OD)

a systematic approach to organizational improvement that applies behavioral science theory and research in order to increase individual and organizational well-being and effectiveness.

executive coaching

a technique in which managers or executives are paired with a coach in a partnership to help the executive perform more efficiently.

role negotiation

a technique whereby individuals meet and clarify their psychological contract

leadership training and development

a variety of techniques that are designed to enhance individuals' leadership skills

survey feedback

a widely used method of intervention whereby employee attitudes are solicited using a questionnaire

transformational change

change in which the organization moves to a radically different, and sometimes unknown, future state

strategic change

change of a larger scale, such as organizational restructuring

unplanned change

change that is imposed on the organization and is often unforeseen

disenchantment

feeling negativity or anger toward a change

disidentification

feeling that one's identity is being threatened by a change

disorientation

feelings of loss and confusion due to a change

skills training

increasing the job knowledge, skills, and abiliities that are necessary to do a job effectively

disengagement

psychological withdrawal from change

refreezing

the final step in Lewin's change model, in which new attitudes, values, and behaviors are established as the new status quo

unfreezing

the first step in Lewin's change model, in which individuals are encouraged to discard old behaviors by shaking up the equilibrium state that maintains the status quo.

change agent

the individual group that undertakes the task of introducing and managing a change in an organization

moving

the second step in Lewin's change model, in which new attitudes, values, and behaviors are substituted for old ones.