46. Psychological contracting can be modified, improved, and clarified through:
a. career planning.
b. role negotiation.
c. team building.
d. survey feedback.
47. Action learning is an effective individual-focused intervention technique that enhances:
a. leadership training.
b. process consultation.
c. role negotiation.
d. team building.
48. The outcome of is a better understanding between two parties in a work-relationship.
a. process consultation
b. executive coaching
c. quality programs
d. role negotiation
49. Unplanned change is incremental and results from a deliberate decision to alter an organization.
a. True
b. False
50. A recent survey of CEO who were facing crises found that 50 percent of them said they believed problems arrived
“suddenly.”
a. True
b. False
51. Current trends point toward an increasingly diverse workforce in terms of age, gender, and culture.
a. True
b. False
52. The protest of a work group to a change in compensation methods is an internal force for change.
a. True
b. False
53. In transformational change, the organization’s mission, culture, goals, structure, and leadership may all change
dramatically.
a. True
b. False
54. The individual or group who undertakes the task of introducing and managing a change in an organization is known
as a consultant.
a. True
b. False
55. Researchers tend to agree that rapid change is more likely to succeed since it creates momentum than other
approaches to the pace of change.
a. True
b. False
56. People often resist change for rational reasons.
a. True
b. False
57. Resistance to change may be a form of feedback.
a. True
b. False
58. The traditional view of resistance to change was to treat it as something to be overcome.
a. True
b. False
59. The contemporary view of change makes an attempt to treat the resistance to change as something to be
overcome.
a. True
b. False
60. The contemporary view of change holds that resistance is simply a form of feedback and that feedback can be
used productively to manage the change process.
a. True
b. False
61. A key to managing the resistance to change is to plan for it and be ready with a variety of strategies for using the
resistance as feedback.
a. True
b. False
62. Value consistency is critical to making a change stick.
a. True
b. False
63. The initial step in Levinson’s diagnostic model is data analysis using force field techniques.
a. True
b. False
64. A widely used intervention method whereby employee attitudes are solicited using a questionnaire is known as team
building.
a. True
b. False
65. Survey feedback can be used to determine other organization development techniques that may be appropriate to
improve the performance of the organization.
a. True
b. False
66. A survey of Fortune 500 companies indicated that human resource managers considered team building the most
successful organization development technique.
a. True
b. False
67. Effective coaching relationships depend on a professional, experienced coach, an executive who is motivated to
learn and change, and a good fit between the two.
a. True
b. False
68. Evidence suggests that successful coaching can result in increased self-awareness and more effective leadership
competencies.
a. True
b. False
69. Role negotiation can be used as a critical step in implementing a management by objectives programs.
a. True
b. False
70. The best leadership training and development program is to send future leaders to off-site training classes.
a. True
b. False
71. Job redesign is one of the group-focused techniques for OD intervention.
a. True
b. False
72. Identify the external and internal forces for organizational change.
73. Distinguish between incremental, strategic, and transformational changes and provide an example of each.
74. What are some of the reasons for resisting organizational change?
75. Briefly explain Lewin’s change model.
76. What is organization development and what areas of an organization may require change and development if
performance has significantly suffered?
77. What are the differences and similarities between process consultation and leadership training and development?
Match the following:
a. An external force for change
b. Organizational restructuring
c. Employee skill deficiencies
d. Someone who facilitates significant change in an organization
e. Organization’s movement to a radically different future state
DIFFICULTY: Moderate
LEARNING OBJECTIVES: ORGB.NELS.15.18.01
ORGB.NELS.15.18.02
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Strategy
KEYWORDS: Bloom‘s: Comprehension
78. Technological change
79. Transformational change
80. Change agent
81. Internal force for change
82. Strategic change
Match the following:
a. A reason for change resistance when there is ambiguity introduced into a once comfortable situation
b. Employees questioning their competence to deal with changes
c. Maintenance of status quo
d. A method for identifying and studying opposing personal and organizational forces
e. The final step in Lewin’s change process model
DIFFICULTY: Moderate
LEARNING OBJECTIVES: ORGB.NELS.15.18.03
ORGB.NELS.15.18.04
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Strategy
KEYWORDS: Bloom‘s: Comprehension
83. Refreezing
84. State of equilibrium
85. Fear of unknown
86. Force field analysis
87. Fear of failure
Match the following:
a. An initial step in any organization development intervention
b. A change effort
c. Data-gathering method
d. A study of skills and competencies that employees must have
e. A systematic approach to improving a firm that applies behavioral science knowledge
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.18.05
ORGB.NELS.15.18.06
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Strategy
KEYWORDS: Bloom‘s: Knowledge
88. Needs analysis
89. Intervention
90. Questionnaire
91. Diagnosis
92. Organizational development
Match the following:
a. Solicitation of employee attitudes through questionnaires
b. Goal setting and performance planning between employee and supervisor
c. An organization development method to improve individual and organizational tasks
d. An intervention designed to improve the effectiveness of a work group
e. An attempt to culturally embed quality throughout the organization
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.18.06
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Strategy
KEYWORDS: Bloom‘s: Knowledge
93. Management by objectives
94. Team building
95. Survey feedback
96. Quality programs
97. Process consultation
Match the following:
a. A technique whereby individuals meet and clarify their psychological contract
b. A method to improve the fit between individual skills and job tasks
c. Matching of individual career aspirations and organizational career opportunities
d. A variety of techniques that are designed to enhance individuals’ management skills
e. First step in Lewin‘s change model
DIFFICULTY: Moderate
LEARNING OBJECTIVES: ORGB.NELS.15.18.04
ORGB.NELS.15.18.06
ORGB.NELS.15.18.07
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Group Dynamics
KEYWORDS: Bloom’s: Comprehension
98. Job redesign
99. Career planning
100. Leadership training and development
101. Role negotiation
102. Unfreezing