force field analysis
Kurt Lewin's model of systemwide change that helps change agents diagnose the forces that drive and restrain proposed organizational change
unfreezing
the first part of the change process, in which the change agent produces disequilibrium between the driving and restraining forces
refreezing
the latter part of the change process, in which systems and structures are introduced that reinforce and maintain the desired behaviors
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
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