Instructor Resource
Burke, Organization Change, 5th edition
26. Sensitivity training started as ______.
A. leadership training
B. a method to improve community leadership
C. a lecture with role-playing
D. participants observation of analysis
27. T groups consist of ______.A. small group discussions
B. discussions in which the explicit source of information regarding his behavior
members
C. participants received feedback from one another
D. all these
14
28. Tavistock Institute was involved in ______.A. studies change
B. the lumber industry
C. sociotechnical systems
D. work organization
29. Coercion and confrontation are symptoms of ______.
A. in-group and out-group theory and research
B. motivation ease paragraph
C. violent behavior
D. none of these
30. Industrial psychology is ______.A. the study of the different psychologies of various
industries
B. the psychology of manufacturing
Instructor Resource
Burke, Organization Change, 5th edition
SAGE Publishing, 2018
15
C. organizational psychology
D. a hard science
31. The study of leadership in industrial psychology in the early 1980s determined that,
in relationship with bosses, ______.
A. trained supervisors scored high on initiation of structure and low consideration
B. trained supervisors were moderately successful initiation of structure paragraphs
C. consideration was primary
D. attitudes and behaviors of the supervisors
32. Organization change was likely ______.
A. as a result of individual change
B. the objective of the training was in the same direction as overall organization
C. the important difference between focusing and focusing on the contextual variables
D. none of these
Instructor Resource
Burke, Organization Change, 5th edition
SAGE Publishing, 2018
33. Scientific management ______.
A. sets the stage for a systematic approach organization change
B. was a method for managing scientific research
C. is another form of industrial psychology
D. is different from scientific leadership
34. The Hawthorne studies demonstrated ______.
A. the effects of lighting in performance
B. the value of science
C. the importance of the human dimension of organization change
D. none of these
35. Organizational development has provided ______.
A. a systematic approach to organization change
B. instinctive analysis of change
C. coercion and rotation
D. the primary individual issues need that to be addressed
True/False
1. Frederick Winslow Taylor is the father of scientific management.
18
2. Taylor’s “scientific management” is based on these four principles: data gathering,
worker selection and development, integration of the science and the trained worker,
and redivision of the work of the business.
3. “The illumination program” is one of the three experiments from the Western Electric
Companies studies on worker productivity and morale.
4. Systematically means that feedback from a survey occurs in phases.
5. The three levels of sociotechnical studies are primary work systems, whole
organization systems, and interdependent systems.
Instructor Resource
Burke, Organization Change, 5th edition
SAGE Publishing, 2018
6. In-group and out-group theory and research can help to understand groups like
unions and minorities.
7. Sociotechnical systems furnish examples of the interdependence of people and the
organization of tools with which they work.
8. Organizational development downplays the importance of priorities and organization
change.
9. Coercive and confrontational techniques are of little use in the study of organization
change.
10. Integrating behavioral science with standard forms of management strengthen our
understanding and effectiveness of organization change methodologies and processes.
Short Answer
1. List and describe each of Frederick Taylor’s four principles of scientific management.
2. What significant contributions did the Hawthorne studies make to the understanding
of organization change?
3. Describe the steps of the survey feedback method, what survey feedback is used for,
and the contributions that Floyd Mann (1957) added to the survey feedback approach.
4. Describe the action research (OD) approach to organization change.
5. In 1967, Rensis Likert used the survey back approach in developing, which is
“organizational characteristics.” Describe that questionnaire and model.
