Like the systems model of change, Kotter's eight-step process for leading organizational change is diagnostic in orientation.
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Q26: Negotiation + agreement is the recommended approach
Q27: Organization development consists of planned efforts to
Q28: Organization development does not entail a structured
Q29: Resistance to change is an emotional/behavioral response
Q30: Resistance is a function of the change
Q32: Change programs are more successful when they
Q33: A drawback to the manipulation + co-optation
Q34: Stress that is positive or produces a
Q35: An individual's predisposition toward change is an
Q36: Stress is something that should be avoided
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