Question 1

According to Lewin's change process,unfreezing involves developing new behaviors,values,and attitudes through organizational development methods such as team building.

Accepted Answer

Unfreezing means reducing the forces that are striving to maintain the status quo,usually by presenting a provocative problem or event to get people to recognize the need for change and to search for new solutions.Moving means developing new behaviors,values,and attitudes.The manager may accomplish this through organizational development techniques.

Question 2

Succession planning is a type of management development program that focuses on planning and filling middle-management positions.

Accepted Answer

Succession planning refers to the process through which a company plans for and fills senior-level openings rather than middle-management positions.

Question 3

During the unfreezing stage of organizational change,managers need to establish a sense of urgency,which may be accomplished by providing employees with reports indicating that the firm faces significant problems.

Accepted Answer

Most managers start by creating a sense of urgency during the unfreezing stage.This often takes creativity.For example,the CEO might present executives with a (fictitious) analyst's report describing the firm's imminent demise.

Question 4

Team training is used by many firms to develop strong management teams,enhance interpersonal skills,and encourage job flexibility.

Accepted Answer

Team training often focuses on technical,interpersonal,and team management issues.By working in teams,employees are able to share jobs,which encourages flexibility in the workplace.

Question 5

A time series design is a training program evaluation tool that measures the outcomes of a group that receives training with the outcomes of a group that receives no training.

Accepted Answer

Controlled experimentation is a formal method for testing the effectiveness of a training program,preferably with before and after tests and a control group.Time series design is another evaluation tool that does not use a control group.

Question 6

Management games are considered an effective training tool because trainees are actively involved,and the activities help trainees focus on planning and solving problems.

Accepted Answer

Management games are effective.People learn best by being involved,and games gain such involvement.They also help trainees develop their problem-solving skills,and to focus attention on planning rather than just putting out fires.

Question 7

With a lifelong learning account,employers and employees can contribute money that can be used by employees to attend school.

Accepted Answer

Somewhat similar to 401(k) plans,employers and employees contribute to LiLA plans (without the tax advantages of 401(k) plans) ,and the employee can use these funds to better himself or herself.Lifelong learning may thus range from basic remedial skills (for instance,English as a second language) to college.

Question 8

Organizational development interventions in the area of human resource management most likely involve changing a firm's formal structure.

Accepted Answer

OD practitioners make technostructural interventions when they get involved in changing firms' structures,methods,and job designs.For example,in a formal structural change program,the employees collect data on the company's existing organizational structure; they then jointly redesign and implement a new one.HR interventions might include analyzing performance appraisal and reward systems,as well as installing diversity programs.

Question 9

Lewin's change process consists of unfreezing,moving,and refreezing.

Accepted Answer

Psychologist Kurt Lewin formulated a model of change to summarize what he believed was the basic process for implementing a change with minimal resistance.Lewin's process consists of unfreezing,moving,and freezing.

Question 10

When designing a training evaluation study,most firms prefer to use a time series design instead of a controlled experiment because the time series design correlates change to training while the controlled experiment cannot.

Accepted Answer

The time series design provides an initial reading on the program's effectiveness.However,you can't be sure from this that the training (rather than,say,a new pay plan) caused any change.Controlled experimentation is therefore the evaluation process of choice by most firms.

Question 11

The case study method is an on-the job management development technique that presents a manager with a written descriptions of an organizational problem that needs to be diagnosed and solved.

Accepted Answer

The case study method is an off-the-job management training technique that presents a manager trainee with a written description of an organizational problem.The trainee analyzes the case,diagnoses the problem,and presents his or her findings and solutions in a discussion with other trainees.

Question 12

Evidence suggests that Web-based instruction is significantly more effective than classroom instruction for teaching information about how to perform a job-related task.

Accepted Answer

In one review of the evidence,Web-based instruction was a bit more effective than classroom instruction for teaching memory of facts and principles,and Web-based instruction and classroom instruction were equally effective for teaching information about how to perform a task or action.

Question 13

During the refreezing stage of Lewin's change process,managers are likely to use new appraisal systems and incentives as a way to reinforce desired behaviors.

Accepted Answer

During the refreezing stage,managers reinforce the new ways of doing things with changes to the company's systems and procedures.This is done by using new appraisal systems and incentives to reinforce the desired behaviors.

Question 14

Organizational development is usually characterized by the use of action research and the application of behavioral science knowledge.

Accepted Answer

OD usually involves action research,which means collecting data about a group,department,or organization,and feeding the information back to the employees so they can analyze it and develop hypothesis about what the problems in the unit might be.OD also involves the application of behavioral science knowledge to improve the organization's effectiveness.

Question 15

Survey research and team building are technostructural organizational development techniques.

Accepted Answer

Survey research,team building,and T-groups are OD techniques related to the human process rather than technostructural issues.

Question 16

Providing learning content on demand through cell phones and laptops is known as mobile learning.

Accepted Answer

Mobile learning (or "on-demand learning") means delivering learning content on demand via mobile devices like cell phones,laptops,and iPhones,wherever and whenever the learner has the time and desire to access it.

Question 17

Research suggests that most firms evaluate their training programs by measuring the reactions of participants.

Accepted Answer

Training programs can be measured by participants' reactions to the program,what (if anything) the trainees learned from the program,and to what extent their on-the-job behavior or results changed as a result of the program.In one survey of about 500 U.S.organizations,77% evaluated their training programs by eliciting reactions,36% evaluated learning,and about 10% to 15% assessed the program's behavior and/or results.

Question 18

Integrated strategic management is an organizational development method of developing and implementing a strategic change plan.

Accepted Answer

Strategic interventions aim to use action research to improve a company's strategic management.Integrated strategic management is one example of a strategic intervention.

Question 19

Sensitivity training seeks to increase participants' insight into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer guided t-group.

Accepted Answer

Sensitivity,laboratory,or t-group (the t is for "training") training's basic aim is to increase the participant's insight into his or her own behavior by encouraging an open expression of feelings in the trainer-guided t-group.Typically,10 to 15 people meet,usually away from the job,with no specific agenda.Instead,the focus is on the feelings and emotions of the members in the group at the meeting.

Question 20

The four basic categories of training program outcomes that are typically measured include reactions,learning,behavior,and results.

Accepted Answer

Reaction,learning,behavior,and results are the four categories measured when evaluating a training program.

Quiz 8: Training and Developing Employees