An
adjustment that can be implemented within the existing framework
of operations.
A
major effort that redefines an organization, its objectives, or
its methods of doing business.
The
traditional approach to change that emphasizes unilateral
decisions by superiors who direct how organizational change is
to occur.
An
open environment for change where employees are encouraged to
take independent action, initiating or recommending
organizational adaptations.
A
strategy of implementing change through cooperative efforts,
team decision making, and group initiatives.
The
process of changing organizations through behavioral science
techniques such as consulting, intervention to improve
performance, leadership, and decision&-making systems.
The
process of accommodating to the values, behavior, and role
expectations required to be accepted as an organizational
member.
An
experienced employee assigned to help a newcomer by fulfilling
the roles of counselor, coach, role model and sponsor.
An
effort by one party to purposely interfere with another's
ability to perform or attain objectives, thereby creating
tension and discord.
A
systematic approach to evaluating a company's competitive
position relative to its industry and economic power in society.
Associated
with tension and anxiety, stress can be destructive both
physically and psychologically, but it is also essential for
life.
The
destructive dimension of stress, which exceeds the normal
tension associated with healthful living and threatens an
individual physically or psychologically.
The
constructive dimension of stress, which is essential for a
healthy mind&-body response to life.
The
psychophysiological (mind&-body) reaction that is a natural
mobilization and recovery process to stress stimuli.
