UT Arlington PSYC 3301 - Lecture PowerPoint Chapter 2 (8 pages)

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Lecture PowerPoint Chapter 2



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Lecture PowerPoint Chapter 2

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Pages:
8
School:
University of Texas at Arlington
Course:
Psyc 3301 - Psychology of Humans
Psychology of Humans Documents

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9 15 2014 CHAPTER 2 Coping with the Future The Challenge of Change Changes in the workplace The Darwinian global economy The virtual office and telecommuting Flexible work schedules Emphasis on results versus putting in time Multiple jobs careers Diversification and globalization of the workplace 1 9 15 2014 Why change in the workplace is often resisted Psychological barriers to change Economic insecurity Fear of the unknown Threats to social relationships Habit Failure to recognize the need for change Organizational social and structural barriers to change Structural inertia Work group inertia Threats to the existing balance of power Previously unsuccessful change efforts 2 9 15 2014 Why change in the workplace is often resisted Psychological barriers to change Economic insecurity Fear of the unknown Threats to social relationships Habit Failure to recognize the need for change Organizational social and structural barriers to change Structural inertia Work group inertia Threats to the existing balance of power Previously unsuccessful change efforts Overcoming resistance to change Participation Providing clarity Rewarding people for changing Obtaining political support 3 9 15 2014 Techniques of organizational development survey feedback Survey feedback change through information Some or all employees respond to a carefully developed questionnaire The information obtained is reported back to employees Specific plans are developed for dealing with the problems identified by the survey Advantages of the survey feedback technique Yields a large amount of useful information quickly Is flexible and works in many different settings Is often helpful in developing concrete plans for change Techniques of organizational development sensitivity training Sensitivity training encounter groups laboratory groups T groups The only task of such groups is sensitivity training developing insight The group leader is a facilitator The learning experience can be intense and even painful



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