Org. Change Ch. 9 (T&F)

Employees working on part-time, flexible, and zero-hours contracts is not a current change affecting the workplace

According to Aubke (2014), creativity alone is sufficient for innovation

The psychological contract has gained attention due to its relevance in analyzing the perceptions and reactions of employees during corporate changes

Anthony and Christensen (2005) introduced the concept of 'disruptive change' and 'disruptive innovation theory' to address creating value for potential customers

Organizational structures are becoming less fluid and more geographically concentrated

Aubke (2014) suggests that creative thinking skills, field-specific expertise, and intrinsic motivation are necessary for a person to be creative

The changing psychological contract primarily relates to employees' perceptions and reactions during mergers and takeovers

Innovation and creativity are unrelated concepts according to Aubke (2014)

Disruptive innovation theory focuses on maintaining the status quo in the market

Organizations are downsizing and delayering, leading to increased workload for remaining employees

Disruptive innovation theory is primarily concerned with creating value for potential customers

Geographical dispersion is a trend in organizational structures according to the text

Amabile and Khaire (2008) suggest that the first priority of leadership is to engage people who can undertake creative work.

Appreciative inquiry (AI) methodology focuses on solving problems by asking positive questions rather than concentrating on negative questions.

Established companies tend to lose to attackers with disruptive innovations and cheaper, simpler, more convenient products.

The capacity for change refers to the ability of an organization to undertake large-scale changes without compromising daily operations.

Change fatigue is the general sense of apathy towards organizational changes.

The construcionist principle maintains that reality is constructed through social interactions.

Simultaneity means that inquiry and change occur together.

According to Amabile and Khaire (2008), managers should remember that they are the sole source of ideas.

Appreciative inquiry (AI) methodology is a traditional approach to organizational change.

The construcionist principle states that reality is constructed through individual perception.

Change fatigue is the active resistance to organizational changes.

Non-consumers are customers that lack the skills, wealth, or ability to buy many products or processes for themselves.