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Reddin's change theory focuses on understanding and managing organizational change, emphasizing the importance of behavior, culture, and the dynamics within groups. The components of this theory include diagnosis, where the initial assessment of the situation is made; mutual objectives, which involve agreement between individuals or groups on shared goals; and group emphasis, which stresses the importance of teamwork and collaborative efforts toward achieving change.

Revitalization, while a term commonly associated with organizational change processes, does not specifically correspond to Reddin's framework. Instead, revitalization is a broader concept that can refer to various strategies aimed at reinvigorating an organization or group, but it is not one of the defined techniques in Reddin's theory. By focusing on diagnosis, mutual objectives, and group emphasis, Reddin provides a structured approach to managing change, illustrating how these elements interact to facilitate effective transitions within organizations.