Kotter has an eight-step plan for implementing change. Which of the following describes

Kotter's second step?

O Establishing a sense of urgency by creating a compelling reason for why change is

needed.

Creating a new vision to direct the change and strategies for achieving the vision.

Planning for, creating, and rewarding short-term "wins" that move the organization toward the new vision.

Forming a coalition with enough power to lead the change.

Communicating the vision throughout the organization.

A company expects to do layoffs. Part of their approach to managing these upcoming layoffs is to have townhall meetings where the reasons behind the layoffs is explained to employees and the way in which layoffs will be conducted is outlined. You can't eliminate resistance to change entirely by doing this, but you have been involved in which approach in minimizing resistance to change with this approach?

participation

coercion

sources

education and communication

manipulation and cooptation

negotiation

Some organizational development consultants work with people in the company to diagnose issues that need improvement and then the consultants coach people in the company to solve those issues. This organizational development technique is called

appreciative inquiry

intergroup development

social reinforcement

action research

process consultation