Question 1

In the context of managing resistance to change, an error in the refreezing stage is not systematically planning for and creating short-term wins.

Accepted Answer

The error of not planning for short-term wins occurs in the "change" stage, not the "refreezing" stage, which focuses on solidifying new behaviors.

Question 2

In the context of organizational development, which of the following is a difference between small-group intervention and person-focused intervention?
A) Unlike small-group intervention, person-focused intervention works toward changing the character and performance of a business unit.
B) Unlike small-group intervention, person-focused intervention increases interpersonal effectiveness by helping people to become aware of their attitudes.
C) Unlike small-group intervention, person-focused intervention helps a work group establish short- and long-term personal goals.
D) Unlike small-group intervention, person-focused intervention assesses how a group functions and helps it work more effectively to accomplish its goals.

Accepted Answer

Small-group intervention focuses on improving the functioning of a work group, while person-focused intervention targets individual behavior and attitudes. Person-focused intervention aims to enhance interpersonal effectiveness by helping individuals become aware of their attitudes and their impact on others. It does not specifically work to change the character and performance of a business unit (A), establish personal goals for a work group (C), or assess how a group functions (D).

Question 3

The compression approach to innovation assumes that innovation is occurring within a highly uncertain environment and that the key to fast product innovation is to use intuition, flexible options, and hands-on experience to reduce uncertainty and accelerate learning and understanding.

Accepted Answer

The compression approach to innovation assumes a more predictable environment, focusing on planning, efficiency, and incremental improvements rather than dealing with high uncertainty.

Question 4

Work group encouragement occurs when group members have diverse experience, education, and backgrounds and the group fosters mutual openness to ideas; positive, constructive challenge to ideas; and shared commitment to ideas.

Accepted Answer

This statement accurately describes work group encouragement.

Question 5

Bankruptcy or dissolution is likely to occur in the crisis stage unless a company completely reorganizes the way it does business.

Accepted Answer

Bankruptcy or dissolution is a possible outcome in the crisis stage, but it can be avoided if the company implements substantial changes and restructures its operations.

Question 6

In the context of organizational development, which of the following is a difference between large-system intervention and small-group intervention?
A) Unlike small-group intervention, large-system intervention works toward changing the character and performance of a business unit.
B) Unlike small-group intervention, large-system intervention increases interpersonal effectiveness by helping people to become aware of their attitudes.
C) Unlike small-group intervention, large-system intervention helps a work group establish short- and long-term goals.
D) Unlike small-group intervention, large-system intervention helps people acquire new skills and knowledge.

Accepted Answer

Large-system intervention focuses on changing the entire organization or a significant part of it, whereas small-group intervention targets a specific team or department. Therefore, changing the character and performance of a business unit is a difference between these two interventions. The other options are not accurate descriptions of the differences.

Question 7

In terms of change tools and techniques, the General Electric fastworks approach is a special kind of results-driven change.

Accepted Answer

The General Electric fastworks approach is indeed a special kind of results-driven change, utilizing tools such as rapid experimentation and customer feedback to quickly iterate and improve products and processes.

Question 8

In the context of organizational development, the purpose of small-group interventions is to:
A) assess how a group functions and help it work more effectively to accomplish its goals.
B) increase interpersonal effectiveness by helping people to become aware of their attitudes.
C) change the character and performance of an organization, business unit, or department.
D) help people acquire new skills and knowledge.

Accepted Answer

Small-group interventions are designed to improve the functioning and effectiveness of a group in achieving its goals. This typically involves assessing how the group currently operates and identifying areas where improvement is needed. Interventions may include training, coaching, and feedback to help group members develop new skills and behaviors that will enable them to work together more effectively. The ultimate goal is to enhance the group's performance and productivity, as well as the satisfaction and engagement of its members.

Question 9

In contrast to change forces, resistance forces support the status quo, that is, the existing conditions in an organization.

Accepted Answer

Resistance forces are those that oppose or impede changes in an organization, and thus, support the existing conditions or status quo.

Question 10

More companies are likely to go out of business during an economic recession or slowdown than in a time of discontinuous change and changing standards.

Accepted Answer

During an economic recession or slowdown, companies may struggle due to reduced consumer spending and tighter credit conditions. However, discontinuous change and changing standards can also lead to business failures as companies may not adapt quickly enough to new technologies or market demands. The impact depends on the specific circumstances and industry.

Question 11

In the context of organizational development, which of the following is a difference between large-system intervention and person-focused intervention?
A) Unlike person-focused intervention, large-system intervention focuses on helping a group work effectively to accomplish its goals.
B) Unlike large-system intervention, person-focused intervention increases social effectiveness by helping people to become aware of their attitudes.
C) Team building is a type of large-system intervention, whereas a sociotechnical system is a type of person-focused intervention.
D) Coaching is a type of large-system intervention, whereas unit goal setting is a type of person-focused intervention.

Accepted Answer

The answer of In the context of organizational development, which...

Question 12

Dominant technological designs can emerge through independent standards bodies.

Accepted Answer

Independent standards bodies can help establish and promote dominant technological designs by developing and implementing industry-wide standards and specifications that ensure interoperability and compatibility between different systems and devices. This can lead to a more efficient and effective marketplace, as well as increased innovation and competition among technology providers. However, it's worth noting that while standardization can help drive adoption of a dominant technological design, it's not the only factor at play, and market forces and user preferences also play a role in shaping the technological landscape.

Question 13

Nearly all technology cycles follow a typical S-curve pattern of innovation.

Accepted Answer

This is a common observation in the field of technology and innovation management. The S-curve pattern typically involves slow growth at the beginning, followed by a phase of rapid growth, and finally, a saturation phase where the market becomes mature and growth slows down again.

Question 14

Organizational development takes a short-range approach to change.

Accepted Answer

Organizational development takes a long-range approach to change, focusing on planned interventions to increase organizational effectiveness and overall well-being of employees.

Question 15

In the context of organizational development, the purpose of person-focused interventions is to:
A) assess how a group functions and help it work more effectively to accomplish its goals.
B) increase interpersonal effectiveness by helping people to become aware of their attitudes.
C) change the character and performance of an organization, business unit, or department.
D) help a work group establish short- and long-term goals.

Accepted Answer

Person-focused interventions aim to increase interpersonal effectiveness by helping individuals become aware of their attitudes, emotions, and behaviors. This can include training on communication skills, conflict resolution, and leadership development. The focus is on improving individual interactions within a group, rather than changing the organization as a whole (which would fall under organizational-focused interventions).

Quiz 7: Innovation and Change

In the context of managing resistance to change, an error in the refreezing stage is not systematically planning for and creating short-term wins.

In the context of organizational development, which of the following is a difference between small-group intervention and person-focused intervention?

The compression approach to innovation assumes that innovation is occurring within a highly uncertain environment and that the key to fast product innovation is to use intuition, flexible options, and hands-on experience to reduce uncertainty and accelerate learning and understanding.

Work group encouragement occurs when group members have diverse experience, education, and backgrounds and the group fosters mutual openness to ideas; positive, constructive challenge to ideas; and shared commitment to ideas.

Bankruptcy or dissolution is likely to occur in the crisis stage unless a company completely reorganizes the way it does business.

In the context of organizational development, which of the following is a difference between large-system intervention and small-group intervention?

In terms of change tools and techniques, the General Electric fastworks approach is a special kind of results-driven change.

In the context of organizational development, the purpose of small-group interventions is to:

In contrast to change forces, resistance forces support the status quo, that is, the existing conditions in an organization.

More companies are likely to go out of business during an economic recession or slowdown than in a time of discontinuous change and changing standards.

In the context of organizational development, which of the following is a difference between large-system intervention and person-focused intervention?

Dominant technological designs can emerge through independent standards bodies.

Nearly all technology cycles follow a typical S-curve pattern of innovation.

Organizational development takes a short-range approach to change.

In the context of organizational development, the purpose of person-focused interventions is to: