COMM 105 Lecture Notes - Lecture 15: Force-Field Analysis, Kurt Lewin, Organizational Justice

• School: U of S
• Department: Commerce
• Course: COMM 105
• Professor: Aloysius Newenham- Kahindi

Document Summary

Organizational change: why change; why resist change; and how to handle resistance to change, dealing with change: use of specific mechanisms/interventions to change. Think of this slogan change or perish (being left behind) Consider humans as rational beings, driven by: Imagination creativity thinking: contextual factors/forces shaping behaviors, attitudes, personality, perceptions, and emotions (stress) etc. , desire to acquire desirable outcomes . Theoretically cognitive emotions/mental modes: drives us into (intense/persistent) curiosity help us to predict, explain, and understand phenomena and, in many cases, to challenge and extend existing knowledge within the limits of critical bounding assumptions. Mitel networks" chief marketing officer martyn etherington relied on communication, involvement, and organizational systems to change attitudes and behaviours in the ottawa-based telecommunication company"s marketing group. Stakeholders should be involved in the situation and decision making process. How the consumer is seeing the product. This is through the outside-in process, rather than. Driven by outcomes actually being busy rather than trying to look busy.