The following change models form insightful analysis of deb change processes, advancing an integrative scope of what is known, challenged, unconfirmed, and underutilized in change management. ADKAR Change Management Model, Bridges’ Transition Model, Deming Cycle (PDCA), Kotter’s Theory, Kübler-Ross Change Curve, Lewin’s Change Management Model, McKinsey 7-S Model, Maurer 3 Levels of Resistance and Change Model, Nudge Theory, and Satir Change Model.
Published in Chapter:
Organizational Climate Change: Diversity, Equity, Inclusion, and Belonging
Abeni El-Amin (Fort Hays State University, USA & Shenyang Normal University, China)
Copyright: © 2022
|Pages: 23
DOI: 10.4018/978-1-6684-4023-0.ch001
Abstract
Increasing knowledge and understanding of diversity and inclusion is a continuous process. Appropriately, the organizational chief diversity officer (CDO) provides leadership by implementing strategic business and planning process solutions. The CDO's role presents a unique opportunity for organizations to support the CDO with an onboarding and mentoring framework. Additionally, the role of the chief diversity officer is to mitigate workplace stress. Further, the impact of industrial and organizational psychology on cultural assimilation practices in the workforce improves the understanding of behavioral factors of group dynamics. As a result, group dynamics impact diversity and inclusion initiatives. Provided are recommendations to support CDOs in their execution of diversity, equity, inclusion, and belonging initiatives.