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Centrality
a contingency of power pertaining to the degree and nature of interdependence
between the power holder and others
charisma
a personal characteristic or special "gift" that serves as a form of interpersonal attraction
and referent power over others
coalition
a group that attempts to influence people outside the group by pooling the resources
and power of its members
countervailing power
the capacity of a person, team, or organization to keep a more powerful person or group
in the exchange relationship
impression management
actively shaping through self-presentation and other means the perceptions and
attitudes that others have of us
influence
any behavior that attempts to alter someone's attitudes or behavior
inoculation effect
A persuasive communication strategy of warning listeners that others will try to influence
them in the future and that they should be wary about the opponent's arguments.
legitimate power
an agreement among organizational members that people in certain roles can request
certain behaviors of others
Machiavellian values
the beliefs that deceit is a natural and acceptable way to influence others and that
getting more than one deserves is acceptable
norm of reciprocity
a felt obligation and social expectation of helping or otherwise giving something of value
to someone who has already helped or given something of value to you
organizational politics
behaviors that others perceive as self-serving tactics at the expense of other people and
possibly the organization
Power
the capacity of a person, team, or organization to influence others
referent power
the capacity to influence others on the basis of an identification with and respect for the
power holder
social capital
the knowledge and other resources available to people or social units (teams,
organizations) from a durable network that connects them to others
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social networks
social structures of individuals or social units that are connected to each other through
one or more forms of interdependence
structural hole
an area between two or more dense social network areas that lacks network ties
upward appeal
a type of influence in which someone with higher authority or expertise is called on in
reality or symbolically to support the influencer's position
best alternative to a negotiated settlement (BATNA)
the best outcome you might achieve through some other course of action if you
abandon the current negotiation
Conflict
process in which one party perceives that its interests are being opposed or negatively
affected by another party
negotiation
the process whereby two or more conflicting parties attempt to resolve their divergent
goals by redefining the terms of their interdependence
relationship conflict
a type of conflict in which people focus on characteristics of other individuals, rather
than on the issues, as the source of conflict
superordinate goals
goals that the conflicting parties value and whose attainment requires the joint
resources and effort of those parties
task conflict
a type of conflict in which people focus their discussion around the issue while showing
respect for people who have other points of view
third-party conflict resolution
any attempt by a relatively neutral person to help conflicting parties resolve their
differences
win-lose orientation
the belief that conflicting parties are drawing from a fixed pie, so the more one party
receives, the less the other party will receive
win-win orientation
the belief that conflicting parties will find a mutually beneficial solution to their
disagreement
action research
a problem-focused change process that combines action orientation (changing attitudes
and behavior) and research orientation (testing theory through data collection and
analysis)
Appreciative Inquiry
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an organizational change strategy that directs the group's attention away from its own
problems and focuses participants on the group's potential and positive elements
Design Thinking
ahuman-centered, solution-focused creative process that applies both intuition and
analytical thinking to clarify problems and generate innovative solutions
Force Field Analysis
Kurt Lewin's model of system-wide change that helps change agents diagnose the
forces that drive and restrain proposed organizational change
parallel learning structure
highly participative arrangements, composed of people from most levels of the
organization who follow the action research model to produce meaningful organizational
change
positive organizational behavior
a perspective of organizational behavior that focuses on building positive qualities and
traits within individuals or institutions as opposed to focusing on what is wrong with
them
Refreezing
the latter part of the change process in which systems and conditions are introduced
that reinforce and maintain the desired behaviors
Unfreezing
the first part of the change process, in which the change agent produces disequilibrium
between the driving and restraining forces
