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> Change Reaction - Theoretical Background
Change Reaction - Theoretical Background
Change Reaction - Theoretical Background
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About the Authors
As a management training instrument, Change Reaction may be used to present the important aspects of change theory. In addition, it can be used to raise individual consciousness about people's responses to change, to plan more effective behavior, and to improve organizational support systems.
Download the complete Theoretical Background for Change Reaction.
Uses and Applications
Change Reaction works well as a stand-alone instrument as well as an effective component in any change management program. As a management training instrument, Change Reaction may be used to present the important aspects of change theory. In addition, it can be used to raise individual consciousness about people's responses to change, to plan more effective behavior, and to improve organizational support systems.
As an organization development diagnostic tool, Change Reaction has multiple uses, including:
Surveying norms regarding change
Generating "force field" analyses of the forces impacting the change process
Forming the basis for an educational intervention that will provide employees with information about themselves, change, and effects on the system as a whole
Determine one's typical response to change: resistant, neutral, or supportive
Explore the behaviors that characterize the three responses to change
Identify action steps one can take to embrace and foster change
Research indicates that organizations are in a continuous state of change and that some type of resistance is inevitable. No matter what type of reaction a person has, there is always motion in response to change. The Change Reaction Model shows the three categories of responses to organizational change:
Some people have a natural tendency to move toward or support change
Others are noncommittal and typically move away from change
Still others typically move against change by resisting it and creating resistance to change in others
Facilitator set includes:
Sample training design
Blank training outline
Sample copy of re-formatted
Self Assessment CD-ROM containing reproducible content
Microsoft PowerPoint presentation
Certificate of achievement template
Training evaluation template
Overhead transparency masters: tear-out pages from the back of the facilitator set that you can copy to create your own overhead materials
Convenient three-ring binder format
Print self-assessment includes:
Pressure-sensitive response form
1 to 1.5 hours
What to Order
Order one facilitator guide per facilitator and one self assessment for each individual.
William L. Bearly, Ed.E.
is vice president of Organizational Universe Systems. He is an information systems and organizational development consultant. He pioneered the the fusion of OD with the introduction of management-information systems.
John E. Jones, Ph.D.
(1935-2003) was president of Organizational Universe Systems. He was a key contributor to training and organization development and a professor, trainer, presenter, counselor, and consultant. He received a BA from Wofford College and an MA and Ph.D. in 1965 from the University of Alabama.
Products Available For This Title:
Change Reaction - Facilitator Set
Change Reaction - Online Assessment
Change Reaction - Starter Kit
Change Reaction - Self Assessment (Print Version)
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