MBA-5110 v8

Di Fabio, A., & Duradoni, M. (2020). Humor styles as new resources in a primary preventive perspective: Reducing resistance to change for negotiation. International Journal of Environmental Research and Public Health, 17(7). https://doi.org/10.3390/ijerph17072485
This article introduces the use of humor as a different strategy to combat resistance to change.

Gilpin-Jackson, Y., & Axelrod, R. H. (2021). Collaborative change engagement in a pandemic era & toward disruptive organization development practice. Organization Development Review, 53(2), 9–18.
This article presents a case study on the process of collaborative change during a global pandemic while most of the employees were forced to work virtually. The discussion focused on the Conference Model as an approach to collaborative change.

Lastoe, S. (2021, May). Yes, working from home is the future: Employees are ready to make this their new normal. Utah Business, 36(5), 40-45.
This article describes a shift in thinking about how tasks were completed before and after the COVID-19. The primary message is accepting virtual working as the new norm.

Venus, M., Stam, D., & van Knippenberg, D. (2019). Visions of change as visions of continuity. Academy of Management Journal, 62(3), 667–690.
This article provides insights into the leader’s vision as a critical vehicle to motivate followers to support organizational change. The authors have conducted research on organizational change that has used a social identity perspective, concluding that one important reason followers resist change is that change may pose a threat to their subjective sense of continuity of organizational identity.

Rogers, E. M. (2003). Diffusion of innovations (5th ed.). Free P.
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