Question 1

In situations in which employees are concerned about losses resulting from change, the resistance would best be overcome by:

Accepted Answer

The answer of In situations in which employees are concerned...

Question 2

One way to facilitate change and reduce employee resistance is to:

Accepted Answer

Rewarding constructive behaviors can help increase employee buy-in and motivation towards the change. Punishing resistance may create resentment and decrease overall morale. Bringing in outside management may be seen as a threat and lead to increased resistance. Coercing or forcing compliance may work in the short-term but may not lead to long-term, sustainable change.

Question 3

An organizational development technique by which managers and their subordinates work together to set and meet organizational goals is called:

Accepted Answer

Management by objectives (MBO) is a process of setting objectives in collaboration with employees to achieve organizational goals. It involves setting specific, measurable, achievable, relevant, and time-bound (SMART) goals that align with the organization's objectives. By involving employees in the goal-setting process, organizations can promote a sense of ownership and commitment among employees, which can ultimately lead to higher productivity and better results. Team building (A) and quality of work life (B) are also important organizational development techniques, but they do not specifically involve the process of setting and achieving goals. Grid training (D) is not a commonly used organizational development technique.

Question 4

An OD intervention that focuses attention away from an organization's shortcomings and toward its capabilities and potential is called:

Accepted Answer

Appreciative inquiry is an OD intervention that takes a positive approach by focusing on an organization's strengths and opportunities rather than its weaknesses and problems. It seeks to identify the best practices and success stories within an organization and build upon those to create sustainable change.

Question 5

People who participate in making decisions tend to be:

Accepted Answer

People who participate in making decisions are more committed to the decision because they had a say in it, and their ideas and opinions were taken into consideration. This leads to greater buy-in and accountability, as they feel a sense of ownership over the decision.

Question 6

Organizations like Royal Dutch Shell and the U.S. Army have gone through major change efforts and learned several things that helped facilitate their changes, including:

Accepted Answer

Creating an urgency for change by setting challenging goals or straightforward communication has been identified as a key factor in facilitating organizational change. This helps employees understand the need for change and can motivate them to support and participate in the change effort. Choices A and B are not recommended as they do not address the need for urgency and can lead to resistance and complacency. Choice D may not be effective as it may not be seen as genuine and can actually decrease trust and willingness to participate in the change effort.

Question 7

The stage of appreciative inquiry that includes having a dialogue in which participants discuss their ideas about "what should be" is called:

Accepted Answer

The "designing" stage in appreciative inquiry involves participants discussing and co-constructing ideas about "what should be" to create a shared vision for the future.

Question 8

An organization that focuses on doing whatever it takes to adapt to changing conditions by acquiring, cultivating, and applying knowledge, the organization is:

Accepted Answer

The description of the organization focusing on acquiring, cultivating, and applying knowledge suggests that it is a learning organization, which is a concept that emphasizes continuous learning, experimentation, and adaptation to change. Therefore, choice D is the best answer. Option A refers to a type of change that involves fundamental shifts in values, culture, and behavior, which is not explicitly stated in the description. Option B simply refers to a basic change that involves tweaking existing practices. Choice C implies that the change is not deliberate or planned, which is also not clear in the description provided.

Question 9

The four steps involved in the process of appreciative inquiry are:

Accepted Answer

The four steps involved in the process of appreciative inquiry are discovering, dreaming, designing, and delivering. These steps involve exploring and probing into what is currently working well, envisioning a positive future, designing actions to achieve that future, and implementing and evaluating those actions. Option A and B have incorrect steps, while option D has steps that are not part of appreciative inquiry.

Question 10

Imagine a group of volunteers who meet regularly to solve problems related to the quality of people's work and the conditions under which people perform their jobs. Such a group would be referred to as a:

Accepted Answer

A group of volunteers who meet regularly to solve problems related to the quality of people's work and the conditions under which people perform their jobs is referred to as a quality circle. Quality circles are generally formed within organizations to promote quality and productivity improvements. The group usually consists of workers who come together to discuss and solve problems related to work processes, productivity, quality, and safety.

Question 11

The benefits of a QWL program, include:

Accepted Answer

A Quality of Work Life (QWL) program can improve job satisfaction by addressing employees' needs and concerns, increase organizational commitment by improving communication and empowering employees, and reduce turnover by creating a positive work environment where employees feel valued and engaged. Therefore, all of the benefits listed (improved job satisfaction, increased organizational commitment, and reduced turnover) are possible outcomes of a QWL program.

Question 12

Which of the following approaches to organizational development focuses on improving organizational functioning by humanizing the workplace?

Accepted Answer

Quality of work life (QWL) approach to organizational development focuses on improving the quality of work for employees by humanizing the workplace. QWL aims to enhance job satisfaction, teamwork, and employee empowerment to ultimately improve organizational functioning.

Question 13

The MBO process begins with:

Accepted Answer

The MBO (Management by Objectives) process typically begins with subordinates and supervisors meeting to discuss and agree on specific goals and objectives. This collaborative goal-setting is a foundational step in the MBO process.

Question 14

The organizational development technique that helps employees understand the organization's current strengths and weaknesses is:

Accepted Answer

Survey feedback is a method used to gather data and input from employees about the organization's current strengths and weaknesses. This feedback is then analyzed and used to develop strategies for improvement. Team building, quality of work life programs, and management by objectives are other organizational development techniques but they do not directly provide feedback on an organization's strengths and weaknesses.

Question 15

An MBO program:

Accepted Answer

An MBO program typically requires anywhere from three-to-five years to make it work, as it involves a comprehensive process of setting goals, measuring progress, and providing feedback. It requires extensive involvement of top-management, lower-level managers, and employees to ensure success. The primary benefits of an MBO program are typically to the organization, as it helps to align goals with overall strategy and improve performance. However, it can also have secondary benefits to employees such as increased job satisfaction and a clearer understanding of how their work contributes to the organization's success.

Question 16

When Royal Dutch Shell brought its managers together to discuss the problem of encroaching competition in order to plan a response, Shell was ________ in order to bring about organizational change.

Accepted Answer

The answer of When Royal Dutch Shell brought its managers...

Question 17

A CEO wants an effective, quick, flexible, cost-effective way to affect organizational development. The best choice would be:

Accepted Answer

Survey feedback is a quick, flexible, and cost-effective method for organizational development. It allows for the collection of data from employees, which can then be analyzed to identify areas for improvement. This method enables organizations to make informed decisions based on employee feedback, leading to targeted and effective development initiatives.

Question 18

The use of "after action reviews" by the Army is a technique for:

Accepted Answer

After action reviews are used to generate discomfort with the status quo by identifying areas for improvement and developing plans to address them.

Question 19

For a company to become a learning organization, management needs to ________.

Accepted Answer

To become a learning organization, management needs to establish a commitment to change. This means that they need to prioritize learning and continuous improvement throughout the organization, and be willing to adapt and evolve in response to new information and feedback. Hiring additional supervisors, upgrading computer technology, or hiring well-educated staff members may be part of the process, but they alone are not sufficient to create a learning organization.

Question 20

________ is a set of social science techniques designed to plan and implement change in work settings for the purpose of enhancing both personal and organizational effectiveness.

Accepted Answer

Organizational development is a set of social science techniques used to implement change in work settings with the aim of enhancing personal and organizational effectiveness. Organizational change refers to making alterations in the structure and processes of an organization, whereas quality of work life programs focus on improving the working conditions and well-being of employees. First-order change involves making minor adjustments to existing systems or processes, while second-order change refers to a significant overhaul of the organization's structure or culture.

Quiz 16: Managing Organizational Change: Strategic Planning and Organizational Development