Force field analysis:
-all systems have driving and restraining forces
-restraining forces: are manifested as employee resistance to change
-resistance to change should be viewed as a resource not an inherent obstacle to change
-organizational change requires driving forces
-action research is highly participative
-appreciative inquiry: tries to break out of the problem-solving mentality of traditional change management practices by reframing relationships around the positive and the possible
-large group interventions are highly participative
-significant concern: organizational change theories developed with a Western cultural orientation potentially conflict with cultural values in some other countries
Thanks for the clear outline.
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