Question 1

_____ indicates a disparity between existing and desired performance levels.
A) Environmental opportunity
B) Need for change
C) Behavioral occurrence
D) Critical incident
E) Organizational structural imbalance

Accepted Answer

The need for change indicates that there is a gap between current performance and the desired level of performance, which is a clear indication of a disparity or discrepancy. The other choices do not necessarily indicate this type of gap in performance.

Question 2

_____ refers to a change in the attitudes and behaviors of a few employees in the organization.
A) Organization change
B) Organization development
C) People change
D) Culture change
E) Artifact change

Accepted Answer

People change refers specifically to changes in the attitudes and behaviors of individuals within the organization. Organization change and development refer to broader, more systemic changes in the organization as a whole. Culture change refers to a shift in the values and beliefs of the entire organization, while artifact change refers to changes in the physical elements (such as office layout) within the organization.

Question 3

_____ is NOT a type of current problem that organizational development can help address.
A) Mergers
B) Acquisitions
C) Diversification
D) Organizational decline
E) Conflict management

Accepted Answer

Organizational development can help address issues such as mergers, acquisitions, organizational decline, and conflict management. However, diversification is not a problem that requires organizational development as it is a strategic decision made by the organization to expand its products, services or markets.

Question 4

At which stage of the change process do managers evaluate problems and opportunities?
A) Monitor forces for change
B) Need for change
C) Initiate change
D) Implement change
E) Internal forces

Accepted Answer

Evaluating problems and opportunities typically occurs during the "Need for change" stage, which involves identifying areas where improvements are necessary or new opportunities have arisen. This stage precedes the initiation and implementation of change, which come after potential solutions have been identified and evaluated. Monitoring forces for change and assessing internal and external factors may also occur during this stage, but do not specifically involve the evaluation of problems and opportunities.

Question 5

High-Low Productions recently appointed 75 employees and external stakeholders to a temporary group that would discuss problems and opportunities, and would gather perspectives on changes that need to take place within the company. High-Low Productions is utilizing which organizational change tool?
A) Organizational development
B) Skunkwork
C) Telecommuting
D) Focus group
E) Large-group intervention

Accepted Answer

The answer of High-Low Productions recently appointed 75 employees and...

Question 6

_____ is an approach that brings together participants from all parts of the organization to discuss problems or opportunities and plan for major change.
A) Virtual-group intervention
B) Traditional organization development
C) Multi-unit intervention
D) Strategic planning committee
E) Large-group intervention

Accepted Answer

Large-group intervention is an approach that involves involving all parts of the organization in discussions about issues or opportunities and planning for significant change. This approach brings together all employees, from senior executives to frontline workers, and encourages them to participate in the process, giving them a sense of ownership and commitment to the change effort. This approach fosters communication, collaboration, and synergy, resulting in quicker and more effective decision-making.

Question 7

There are many organizational development activities, which are effective in solving many different problems. _____ enhances the cohesiveness and success of organizational groups.
A) Team building
B) Survey feedback
C) Intergroup activities
D) Process-Consultation activities
E) Symbolic management

Accepted Answer

Team building activities are specifically designed to enhance group cohesiveness and success. These activities can help team members to develop trust, communication skills, and a sense of shared goals and values. It can also improve team dynamics, productivity, and satisfaction. Therefore, team building is the most relevant activity for enhancing the cohesiveness and success of organizational groups.

Question 8

Kyle is seeing, on a regular basis, a difference between current and expected performance levels. She should begin:
A) to gather more data.
B) to implement change.
C) to perceive a need for change.
D) to change the reward system.
E) all of these.

Accepted Answer

Seeing a difference between current and expected performance levels is an indication that there is a gap or deviation from what is desired. This would lead to the perception of a need for change in order to close the gap or deviation. Gathering more data may provide more information, but it may not necessarily lead to a solution. Implementing change or changing the reward system would not be appropriate until the need for change has been fully perceived and evaluated. Therefore, the best choice would be Option C, to perceive the need for change.

Question 9

Left-Right Industries employs a diverse set of individuals with strong personalities. Unfortunately, this means that there is a great deal of interpersonal disagreement among employees. What organizational tool would work best in this circumstance to manage conflict?
A) Organizational development
B) Skunkwork
C) Telecommuting
D) Downsizing
E) Small-group innovation

Accepted Answer

Organizational development would be the best tool to manage conflict in this circumstance as it involves a planned process of change aimed at improving the overall effectiveness of the organization. This can include activities such as communication training and team-building exercises that can help improve interpersonal relationships and reduce conflict. Skunkwork and small-group innovation both focus on generating new ideas and solutions rather than managing conflict, while telecommuting and downsizing do not address the root causes of the conflict within the organization.

Question 10

Which of the following is the intervention stage of organization development in which individuals experiment with new workplace behavior?
A) Refreezing
B) Restating
C) Unfreezing
D) Changing
E) Jumping

Accepted Answer

The intervention stage of organization development in which individuals experiment with new workplace behavior is changing. Unfreezing involves creating a motivation for change, refreezing involves the reinforcement of the desired behavior, and restating and jumping are not recognized intervention stages in organization development.

Question 11

Which of the following is an OD intervention technique in which questionnaires on organizational climate and other factors are distributed among employees and the results reported back to them by a change agent?
A) Team building activities
B) Survey feedback activities
C) Intergroup activities
D) Process-consolidation activities
E) Symbiotic leadership activities

Accepted Answer

Survey feedback activities involve distributing questionnaires to employees and reporting back the results to them by a change agent. This intervention technique helps to identify areas of improvement and initiate changes in the organizational climate. Team building activities focus on enhancing team dynamics, intergroup activities focus on improving communication and collaboration between different groups within the organization, process-consolidation activities focus on streamlining organizational processes, and symbiotic leadership activities focus on developing effective leadership skills.

Question 12

Organizational development can help managers address problems such as merger/acquisitions, conflict management, and _____ .
A) cultural changes
B) force field analysis
C) organizational productivity
D) organizational decline/revitalization
E) none of these

Accepted Answer

The answer of Organizational development can help managers address problems...

Question 13

Which of the following is defined by the text as the application of behavioral science knowledge to improve an organization's health and effectiveness through its ability to cope with environmental changes, improve internal relationships, and increase problem-solving capabilities?
A) Conflict management
B) Organizational revitalization
C) Organizational development
D) Organizational linkage
E) Horizontal linkage

Accepted Answer

Organizational development is specifically defined in the text as the application of behavioral science knowledge to improve an organization's health and effectiveness through its ability to cope with environmental changes, improve internal relationships, and increase problem-solving capabilities. The other options may overlap with aspects of organizational development, but they do not encompass the full scope of the definition given in the text.

Question 14

A step in the diagnosis stage of organizational development in which participants are made aware of problems is referred to as _____,
A) change agent
B) changing
C) refreezing
D) unfreezing
E) exercising

Accepted Answer

Unfreezing is the step in the diagnosis stage of organizational development in which participants are made aware of problems and the need for change.

Question 15

Which of the following is a characteristic of the large-group intervention model?
A) Results in incremental change
B) Learning for the small group
C) Addresses the entire system
D) Gradual time frame
E) Limited distribution

Accepted Answer

One of the main characteristics of the large-group intervention model is that it addresses the entire system, meaning that it involves all levels and components of the organization or community being intervened upon. This is in contrast to small-group interventions, which only involve a select group of individuals and may not affect the entire system. The other options are incorrect because large-group intervention models are often designed to produce rapid and significant change (not incremental change), facilitate learning for large groups (not just small groups), have a relatively short time frame (not a gradual time frame), and aim for broad distribution of the intervention's benefits (not limited distribution).

Question 16

Organizational development specialists identify three distinct steps for achieving behavioral and attitudinal changes. These are
A) freezing, changing, and intervention.
B) unfreezing, change agent, and freezing.
C) unfreezing, changing, and refreezing.
D) intervention, refreezing, and change agent.
E) none of these.

Accepted Answer

Unfreezing refers to the process of recognizing the need for change and creating a readiness for it. Changing involves implementing the desired change, and refreezing involves solidifying the change as a new norm or habit within the organization. This model is commonly known as Lewin's Change Management Model.

Question 17

The final step to be managed in the change process is:
A) freezing
B) implementation
C) intervention
D) planning change
E) envisioning change

Accepted Answer

Implementation is the final step in the change process where the planned changes are put into action. It involves executing the strategies and tactics that were developed in the planning phase.

Question 18

Jurgen is one of several middle managers sent to a training course on leadership skills. Through this effort, the organization is attempting:
A) organization change
B) organization development
C) people change
D) culture change
E) artifact change

Accepted Answer

The answer of Jurgen is one of several middle managers...

Question 19

Which of the following refers to a major shift in the norms, values, attitudes, and mindset of the entire organization?
A) Organization change
B) Organization development
C) People change
D) Culture change
E) Artifact change

Accepted Answer

Culture change refers to a major shift in the norms, values, attitudes, and mindset of the entire organization. Organization change refers to a broader range of changes within an organization, not specifically related to cultural shifts. Organization development focuses on improving organizational effectiveness and performance through planned interventions. People change refers to how individuals within an organization are affected by changes. Artifact change refers to changes in physical objects and symbols within an organization, such as logos, slogans, and office décor.

Question 20

Which of the following is the reinforcement stage of organization development in which individuals acquire a desired new skill or attitude and are rewarded for it by the organization?
A) Refreezing
B) Restating
C) Unfreezing
D) Changing
E) Jumping

Accepted Answer

Refreezing is the final stage of organization development in which the changes are reinforced and stabilized in the organization. It involves developing new attitudes, values, and behaviors and then rewarding individuals and teams for adopting these changes.

Quiz 11: Managing Change and Innovation

_____ indicates a disparity between existing and desired performance levels.

_____ refers to a change in the attitudes and behaviors of a few employees in the organization.

_____ is NOT a type of current problem that organizational development can help address.

At which stage of the change process do managers evaluate problems and opportunities?

High-Low Productions recently appointed 75 employees and external stakeholders to a temporary group that would discuss problems and opportunities, and would gather perspectives on changes that need to take place within the company. High-Low Productions is utilizing which organizational change tool?

_____ is an approach that brings together participants from all parts of the organization to discuss problems or opportunities and plan for major change.

There are many organizational development activities, which are effective in solving many different problems. _____ enhances the cohesiveness and success of organizational groups.

Kyle is seeing, on a regular basis, a difference between current and expected performance levels. She should begin:

Left-Right Industries employs a diverse set of individuals with strong personalities. Unfortunately, this means that there is a great deal of interpersonal disagreement among employees. What organizational tool would work best in this circumstance to manage conflict?

Which of the following is the intervention stage of organization development in which individuals experiment with new workplace behavior?

Which of the following is an OD intervention technique in which questionnaires on organizational climate and other factors are distributed among employees and the results reported back to them by a change agent?

Organizational development can help managers address problems such as merger/acquisitions, conflict management, and _____ .

Which of the following is defined by the text as the application of behavioral science knowledge to improve an organization's health and effectiveness through its ability to cope with environmental changes, improve internal relationships, and increase problem-solving capabilities?

A step in the diagnosis stage of organizational development in which participants are made aware of problems is referred to as _____,

Which of the following is a characteristic of the large-group intervention model?

Organizational development specialists identify three distinct steps for achieving behavioral and attitudinal changes. These are

The final step to be managed in the change process is:

Jurgen is one of several middle managers sent to a training course on leadership skills. Through this effort, the organization is attempting:

Which of the following refers to a major shift in the norms, values, attitudes, and mindset of the entire organization?

Which of the following is the reinforcement stage of organization development in which individuals acquire a desired new skill or attitude and are rewarded for it by the organization?