Mixed+Up+Terms+from+Chapters+11+and+13

**Wiki Task #2: Practice in moving things around on a wiki page** **and using the Discussion tab** 

Below you will find a number of terms straight out of this week's textbook reading. However, if you look a little more closely, you'll see that the definitions and terms don't match. Your challenge is to make corrections to this page. You'll do this by following these steps:

1. Find //**two terms**// from chapter 11 OR from chapter 13 that have their definitions switched around. 2. Switch the definitions back to their correct terms by highlighting the entire definition and then dragging and dropping it behind the correct term. You might have to reposition the text a bit to get it into the correct spot. 3. Highlight your two definitions (left click your mouse and drag it over your term and definition), then change the color of your text using the Editor bar (click on the **//T//** with the colored ball). This will show us that the term has been 'taken' by someone. 4. Click **Save**. (Remember, this is a critical step!) 5. Finally, click on the discussion tab for this page (each wiki page has its own Discussion Forum, similar to what we have in our Angel classroom). Please post a comment (click the //New Post// to get started and the //Post// button when you are finished) that tells the rest of us which terms you **fixed.**

If you can do this by __midnight on Saturday__, you will earn 20 points. From Chapter 11:

**Beginning**.The last of three general steps in the acceptance of personal loss. This is where “experimenting” and “completion” take place.

**Ending:** The first of three general steps in the acceptance of personal loss. This is where “emotional standstill,” “denial,” and “anger” take place.
 * Change agent:**


 * Force field analysis:** **:**A model in which the status quo is like a battlefield being fought for by two armies: the driving forces and the restraining forces

**Holmes–Rahe readjustment scale:** A tool that measures the relative impact of many kinds of changes, which are rated from 100 to 0 on the basis of their intensity and the adjustment problems they can create.

**Lewin change model:** A workplace change model with three steps: unfreezing the status quo, making changes, then refreezing to the previous work mode.


 * Logical incrementalism:**.Training tthat teach members of the organization how to solve the problems they face.

**Neutral zone:** The second of three general steps in the acceptance of personal loss. The neutral zone is the area where “helplessness” and “bottoming out” take place.

**OD change agent:** The person responsible for an organizational change effort.


 * OD interventions:**A model that acknowledges that bringing about changes in a large organization is usually time-consuming and complicated.

**Organizational change:** is change that a group of people must learn to accept and implement

**Organizational development (OD):** A planned, companywide, systematic method of achieving change in an organization


 * Regression:** A company’s formal change agent; often an outside consultant who specializes in planned change.

**Seven major life changes:** Loss, separation, relocation, a change in relationship, a change in direction, a change in health, and personal hgrowt.

Slipping backward to an earlier stage of growth; it can be either temporary or permanent.

**Seven stages of personal change:** Emotional standstill, denial, anger, helplessness, bottoming out, experimenting, and completion.

From Chapter 13:

 * Accommodator:** Someone who wants to avoid conflict by engaging in positive thinking.


 * Avoider:** Destructive conflict.


 * Collaborator:** The process of getting each side in a conflict to willingly make concessions in exchange for concessions made by the opposing side.


 * Competitor:**
 * Compromiser: ** Someone who uses his or her skills to blend differences and form a workable alternative.


 * Concession bargaining:**
 * Conflict:** A process that begins when one person sees that another person has damaged—or is about to damage—something that the other person cares about.

Someone who is most likely to try a win-lose approach to conflict resolution, especially if he or she is personally involved in the conflict.

**Content conflict:** Conflict that tends to focus on disagreements over what a statement or concept means.

Conflict that is involved in the process of defining yourself to others and responding to their implied definitions of themselves.


 * Dysfunctional conflict:** Someone who brings both sides together for discussion and not only is most likely to bring about a win-win solution but is actually necessary for it.


 * Functional conflict:** Someone who would rather not be around conflict at all and values neutrality highly.

Conflict that occurs when a conflict factor is built into the structure of the organization. **Inner conflict:** Conflict within an individual; it might involve values, loyalties, or priorities. **Person-versus-group conflict:**Conflict that occurs most often when a member of a group breaks its rules, or norms.


 * Institutionalized conflict:** A strategy that allows one side of a conflict to win at the expense of the other.


 * Intragroup conflict:**
 * Lose-lose strategy:** Conflict that occurs when one set of values clashes with another, and a decision has to be made.


 * Low conformers: ** Individuals who think independently, solve problems creatively, and often cause some conflict in the process.


 * Negotiation-of-selves conflict:** Constructive conflict.

A strategy in which everyone gives up something and the focus is on compromise.


 * Person-versus-person conflict:** A strategy that leads to a solution in which both sides feel that they have come out on top.


 * Values conflict:** Conflict that involves two people who are at odds over personality differences, values conflicts, loyalties, or any number of issues.


 * Win-lose strategy:** Conflict that occurs when two groups form and take sides.


 * Win-win strategy:**