Question 1

What is being described here? A response to change on the part of employees which involves an evaluation of the advantages and disadvantages for them and their careers.&#10;A) An emotional response&#10;B) A cognitive response&#10;C) A behavioural response&#10;D) A physical response

Accepted Answer

A cognitive response involves the evaluation and processing of information, which is exactly what is described in the given scenario - employees evaluating the advantages and disadvantages of a change for themselves and their careers. An emotional response would involve reacting based on feelings rather than facts, a behavioural response would involve taking action, and a physical response would involve a bodily reaction.

Question 2

What is being described here? An approach to organisational development (OD) which encourages conversation between employees to highlight, reinforce and encourage the spread of positive information about what is being done well by an organisation.

A) Humanism
B) Community of practice
C) Appreciative inquiry
D) Internal alignment

C

Accepted Answer

This describes the Appreciative Inquiry approach to OD, which focuses on highlighting and amplifying positive aspects of an organization, rather than solely identifying and addressing problems. The approach encourages conversations between employees, as well as other stakeholders, to identify what is working well and how to build upon those strengths.

Question 3

What do Lawler and Worley suggest is the best way for organisations to adjust to the increasing pace and frequency of change?&#10;A) More agile forms of organisation design&#10;B) More careful planning of change&#10;C) Treat the organisation like a machine that needs constant repair&#10;D) Identify change agents

Accepted Answer

Lawler and Worley suggest that implementing more agile forms of organisation design is the best way for organisations to adjust to the increasing pace and frequency of change. This means being able to quickly adapt and respond to changes in the external environment, while also maintaining a stable and efficient internal structure. Careful planning of change can be helpful, but it is not always possible or practical in today's fast-paced business world. Treating the organisation like a machine that needs constant repair is not a sustainable approach, as it can lead to burnout and low morale among employees. Identifying change agents is important, but it is only one piece of the puzzle when it comes to managing change effectively.

Question 4

What is being described here? An approach to organisational development (OD) which encourages conversation between employees to highlight, reinforce and encourage the spread of positive information about what is being done well by an organisation.

A) Humanism
B) Community of practice
C) Appreciative inquiry
D) Internal alignment

Accepted Answer

A learning approach to change management focuses on adapting and evolving, balancing the need for change with maintaining stability, and emphasizes releasing potential for change.

Question 5

What is being described here? Change in an organisation's values, beliefs, culture or behaviours.&#10;A) Transformative change&#10;B) Evolutionary change&#10;C) Proactive change&#10;D) Soft change

Accepted Answer

The answer of What is being described here? Change in...

Question 6

Which of the following statements about the relationship between HRM and organisational development (OD) is the most accurate?&#10;A) HRM and OD are essentially the same as one another&#10;B) HRM and OD are increasingly being separated by organisations&#10;C) HRM and OD derive from different roots&#10;D) OD is less business-focused than HRM

Accepted Answer

HRM has its roots in personnel management, while OD has its roots in behavioural science and systems theory. While there may be some overlap between the two fields, they are distinct and complementary approaches to managing people and enhancing organizational effectiveness.

Deck 13: Organisational Change and Development