Question 1

Building and sustaining a learning organization requires _________.
A)a commitment to learning
B)the generation of creative ideas that are implemented
C)the desire to build cohesive teamwork,collaboration,and support
D)All of the above

Accepted Answer

Building and sustaining a learning organization requires all of the above choices. It requires a commitment to learning, the generation of creative ideas that are implemented, and the desire to build cohesive teamwork, collaboration, and support. Building a learning organization is an ongoing process that requires dedication and effort to achieve success.

Question 2

The core task of ___________ is determining what operations should be closed and which positions should be eliminated in the organization.
A)structural change
B)the discovery phase
C)a downsizing effort
D)flexing an organization

Accepted Answer

Downsizing specifically refers to reducing the size of an organization by eliminating positions and/or operations. Therefore, the core task of downsizing is determining what operations should be closed and which positions should be eliminated.

Question 3

The four phases within the framework of appreciative are _________.
A)diagnosing,dreaming,designing,and delivery
B)discovery,dreaming,designing and delivery
C)discovery,determining,designing,and delivery
D)dreaming,discovery diagnosing,and delivery

Accepted Answer

The four phases within the framework of appreciative inquiry are discovery, dreaming, designing, and delivery. Option B is the only one that has the correct sequence of the four phases. Option A is incorrect because "diagnosing" is not a phase in appreciative inquiry. Option C is incorrect because "determining" is not a phase in appreciative inquiry. Option D is incorrect because "diagnosing" is not a phase in appreciative inquiry, and the order of the remaining phases is also incorrect.

Question 4

___________ means granting individuals permission to utilize their talents,skills,resources,and experience to make decisions about customer relationship management,investments,hiring people,just-in-time inventory management,total quality control,computer purchases,and forming alliances.
A)Behavioral change
B)Job enlargement
C)Empowering
D)Supportive change

Accepted Answer

Empowering means giving individuals the authority and autonomy to make decisions regarding various aspects of the business, as listed in the given options. This helps to increase employee engagement and ownership, leading to better outcomes and results for the organization.

Question 5

Appreciative inquiry is _________.
A)an emphasis on individual engagement to bring about creative solutions
B)a methodology that takes the idea of social construction of reality by utilizing metaphors and narratives
C)a positive approach to change that completely lets go of problems-based management
D)All of the above

Accepted Answer

Appreciative inquiry is a positive approach to change that emphasizes individual engagement and utilizes metaphors and narratives to create creative solutions. It completely lets go of the problems-based management approach. Therefore, all of the options are correct.

Question 6

If the focus of change is a relatively small work group,diagnosis of the problem may be best accomplished through _________.
A)attitude surveys
B)individual interviews followed by
C)an attitude survey followed by group discussion of the data
D)individual interviews followed by group discussion of the interview data

Accepted Answer

Individual interviews can provide more in-depth information and allow for confidentiality and honesty from individuals. Group discussion of the interview data can then bring the group together to discuss common themes and potential solutions. Attitude surveys can also be helpful, but may not provide as much detail about specific issues within the group.

Question 7

Jan has implemented a change impacting aspects of the formal task and authority system within her organization.This would be best described as a ___________ change.
A)structural
B)behavioral
C)technology
D)configuration

Accepted Answer

A change in the formal task and authority system implies a change in the structure of the organization, which involves changing the relationships, roles, and responsibilities of individuals and teams. Therefore, this is a structural change.

Question 8

The nature of the work environment that results from the leadership style and administrative practices of managers is termed the _________.
A)leadership climate
B)organizational culture
C)leadership culture
D)organizational climate

Accepted Answer

The leadership climate is the nature of the work environment that results from the leadership style and administrative practices of managers.

Question 9

Appreciative inquiry is not _________.
A)an emphasis on individual engagement to bring about creative solutions
B)a methodology that takes the idea of social construction of reality by utilizing metaphors and narratives
C)a positive approach to change that is based upon problems-based management
D)All of the above

Accepted Answer

Appreciative inquiry is a positive approach to change that emphasizes focusing on strengths and what is working well, rather than just identifying problems and seeking solutions through problems-based management. Therefore, option C is incorrect as it contradicts the definition of appreciative inquiry. Options A and B are correct as they accurately describe appreciative inquiry.

Question 10

The Hawthorne studies were instrumental in our understanding of ___________ change techniques.
A)structural
B)behavioral
C)technology
D)configuration

Accepted Answer

The Hawthorne studies focused on how changes in behavior and attitudes can lead to increased productivity and efficiency, making behavioral change techniques the most relevant option. Structural changes, technology, and configuration were not the primary focus of the Hawthorne studies.

Question 11

The implementation of a proposed change has two dimensions: _________.
A)depth and timing
B)timing and scope
C)depth and scope
D)None of the above

Accepted Answer

The implementation of a proposed change indeed involves two critical dimensions: timing and scope. Timing refers to when the change is implemented, and scope refers to the extent or range of the change, including which areas or processes it affects.

Question 12

Conditions that Dryer states must be present if an intervention is to have some chance of bringing about the desired change include all of the following except _________.
A)people who are involved needing to have advance information that enables them to know what is to happen and why they are being asked to do what they are to do
B)management having a high and visible commitment to the effort
C)the presence of an external change agent
D)None of the above

Accepted Answer

The presence of an external change agent is not one of the conditions that Dryer states must be present for an intervention to have a chance of bringing about the desired change. The other options, including people having advance information and management having commitment, are necessary for successful intervention according to Dryer.

Question 13

Heather's restaurant has implemented a new order entry system that not only automatically posts and tracks orders in the kitchen but also automatically generates replenishment orders.This new level of automation has had the impact of increasing employee autonomy.The introduction of this order entry system would be considered a ___________ change.
A)structural
B)behavioral
C)technology
D)configuration

Accepted Answer

The implementation of a new order entry system that automates order posting and tracking as well as generates replenishment orders is a technological change as it involves the implementation of new technology.

Question 14

The last step of the change process is _________.
A)implementation
B)conducting employee attitude survey
C)the evaluation procedure
D)None of the above

Accepted Answer

The last step of the change process is the evaluation procedure where the success or failure of the change initiative is assessed. It is important to evaluate the outcomes and impacts of the change in order to learn from the experience and make necessary adjustments for future change initiatives. Option A - implementation - comes before the evaluation step, while option B - conducting employee attitude survey - is not necessarily the last step in the change process as it may only be a part of the assessment process. Therefore, the best choice is C - the evaluation procedure.

Question 15

___________ refers to the pattern of beliefs resulting from group norms,values,and informal activities.
A)Leadership climate
B)Organizational culture
C)Leadership culture
D)Organizational climate

Accepted Answer

Organizational culture refers to the shared pattern of beliefs, values, and norms that shape the behavior of employees within an organization. It encompasses the informal practices, social customs, and behavioral assumptions that govern how people work together and interact with one another. This includes the organization's attitudes towards customers, competitors, and other stakeholders, as well as its prevailing work conditions and leadership style.

Question 16

Activities associated with building commitment to learning include _________.
A)making learning a component of the vision and strategic objectives
B)instilling systems thinking throughout the organization
C)implementing continuous improvement programs
D)All of the above

Accepted Answer

All of the options listed are actions that can help build commitment to learning. Making learning a part of the company's vision and objectives sets the tone for its importance. Instilling systems thinking throughout the organization involves encouraging employees to think about the broader picture of how their role fits into the company and encourages continuous improvement. These programs help to continuously improve and develop skills, leading to a lifelong commitment to learning.

Question 17

The depth of an intended change refers to _________.
A)the iceberg analogy of the organization and specifically the magnitude of the hidden organization
B)the scope and intensity of the organizational change efforts
C)the number of organizational layers impacted by the change effort
D)the number of individuals involved in implementing the change

Accepted Answer

The depth of an intended change refers to the scope and intensity of the organizational change efforts, which includes the extent of the change and its potential impact on the organization. It involves a comprehensive analysis of the change and its implications for the organization. The other options are not as accurate or complete in defining the depth of an intended change.

Question 18

Michael is describing what his company's employees perceive and how this perception creates a shared sense and pattern of beliefs,values,and expectations.Michael is describing ____________ ________.
A)organizational climate
B)organizational culture
C)company ethos
D)organizational ethos

Accepted Answer

Michael is describing the shared sense of beliefs, values, and expectations among his company's employees, which is essentially the definition of organizational culture. Organizational climate refers to the prevailing atmosphere, mood, or overall interpersonal dynamics within an organization, whereas company ethos and organizational ethos are more general terms that encompass both culture and climate.

Question 19

Technology changes may necessitate _________.
A)the need for additional employee training
B)modifications to management style
C)modifications to compensation systems
D)All of the above

Accepted Answer

Technology changes can affect various aspects of an organization including employees, management, and compensation systems. Additional training may be required for employees to adapt to new technology. Management may need to modify their style to effectively lead in a technologically advanced environment. Compensation systems may need to be revised to reflect changes in job responsibilities or skill requirements. Therefore, all options (A, B, and C) are applicable.

Question 20

___________ includes the philosophy and policies of top management,as well as legal precedent,organizational structure,and the systems of control.
A)Leadership climate
B)Organizational culture
C)Leadership culture
D)The formal organization

Accepted Answer

The formal organization includes the philosophy and policies of top management, legal precedent, organizational structure, and systems of control. This refers to the established, official systems and structures within an organization that dictate how it operates. A and C (leadership climate and leadership culture) refer more specifically to the attitude and behavior of top management, while B (organizational culture) encompasses the broader values, beliefs, and practices of the entire organization.

Quiz 17: Managing Organizational Change and Learning

Building and sustaining a learning organization requires _________.

The core task of ___________ is determining what operations should be closed and which positions should be eliminated in the organization.

The four phases within the framework of appreciative are _________.

___________ means granting individuals permission to utilize their talents,skills,resources,and experience to make decisions about customer relationship management,investments,hiring people,just-in-time inventory management,total quality control,computer purchases,and forming alliances.

Appreciative inquiry is _________.

If the focus of change is a relatively small work group,diagnosis of the problem may be best accomplished through _________.

Jan has implemented a change impacting aspects of the formal task and authority system within her organization.This would be best described as a ___________ change.

The nature of the work environment that results from the leadership style and administrative practices of managers is termed the _________.

Appreciative inquiry is not _________.

The Hawthorne studies were instrumental in our understanding of ___________ change techniques.

The implementation of a proposed change has two dimensions: _________.

Conditions that Dryer states must be present if an intervention is to have some chance of bringing about the desired change include all of the following except _________.

The last step of the change process is _________.

___________ refers to the pattern of beliefs resulting from group norms,values,and informal activities.

Activities associated with building commitment to learning include _________.

The depth of an intended change refers to _________.

Michael is describing what his company's employees perceive and how this perception creates a shared sense and pattern of beliefs,values,and expectations.Michael is describing ____ .

Technology changes may necessitate _________.

___________ includes the philosophy and policies of top management,as well as legal precedent,organizational structure,and the systems of control.