63.
(p. 389) The managers and employees of Apex Co. work together to improve performance. The organization
involves its employees in setting goals and objectives. Which of the following organizational development
(OD) techniques does Apex Co. implement?
64.
(p. 388) Ryan works in an ice cream parlor. He has been told that the tables should be cleaned up quickly after
customers leave so that the next customers do not have to sit at dirty tables. It’s a busy night. Ryan’s boss finds
dirty dishes on two unoccupied tables while Ryan is socializing with some friends instead of cleaning up.
Which of the following steps of the coaching model should Ryan’s boss ideally take first?
65.
(p. 388) Ian is a clerical worker. He sorts files, as do the other ten employees in the department. All the
employees know that they are supposed to place the files in the exact place when they are finished so that others
can find them when they need them. As a rule, employees should have only one file out at a time. Ian’s
supervisor notices that Ian has five files on his desk of which one is a file that another employee urgently needs.
Which of the following steps of the coaching model should Ian’s supervisor take immediately after describing to
Ian his current behavior?
66.
(p. 388) _____ is an organizational development (OD) technique that uses a questionnaire to gather data that
are used as the basis for change.
67.
(p. 388) _____ is a technique that diagrams the current level of performance, the hindering factors against
change, and the driving factors toward change.
68.
(p. 388-389) Diana has noticed that her production team members are not as efficient as the other team
members. The team has lately been under pressure for delayed deliveries. On the other hand, the team has
managed to increase the quality of the product. Which of the following organizational development (OD)
techniques would be most appropriate for solving this problem?
69.
(p. 389) Which of the following is a typical team-building agenda?
70.
(p. 389) Danny is a manager at Ideas Corp. He heads a promising team that is performing well. The team
members are well-coordinated and are good at solving problems. Which of the following team-building agendas
should be taken up to review the team’s methods of operation?
71.
(p. 375) Give reasons why managing change skills are important to managers in an organization for which you
work or have worked.
72.
(p. 376) Describe the MIS at an organization, preferably one with which you have been associated. If you are
not knowledgeable about the organization’s MIS, talk with someone who is.
73.
(p. 376) Describe an automation change in an organization, preferably one with which you have been
associated.
74.
(p. 377) Give one or more examples of a type of change you experienced in an organization. (Identify it as task
change, structural change, technological change, or people change.)
75.
(p. 379) Describe a situation in which you were resistant to change. Identify the intensity, source, and focus.
Using Exhibit 12.3, which box (by number and statement) describes your resistance?
76.
(p. 383) Give a specific example of when a change model would be helpful to a specific manager.
77.
(p. 383) Identify the cultural heroes, stories, slogans, symbols, and ceremonies for an organization you are or
have been a member of.
78.
(p. 384) Describe the organizational culture at a firm for which you work or have worked. Does or did the
organization strive to have a strong positive culture? If so, how?
79.
(p. 385) Describe the organizational climate at a firm for which you work or have worked, based on the seven
dimensions of climate. Does or did the organization measure its climate? If so, how?
80.
(p. 385) Describe the morale at the organization.
81.
(p. 387) State how you were trained to perform a specific job. Explain how the training affected your job
performance. How could training at this organization be used to increase performance?
82.
(p. 388) Describe the performance standards for a job you hold or have held. How would you improve them?
83.
(p. 388) Identify the performance measurement method(s) used to evaluate your job performance. Describe
how you would improve the method(s).
84.
(p. 388) Describe a specific situation in which it would be appropriate to use the coaching model.
85.
(p. 390) Identify an OD technique and explain how it is used by a specific organization, preferably one with
which you have been associated.
86.
(p. 376-377) Which single technology change has had the largest effect on your behavior?
87.
(p. 378) Of the four reasons people resist change, which one do you think is the most common?
88.
(p. 380-381) Of the 11 methods for overcoming resistance to change, which one do you think is the best?
89.
(p. 383-384) Describe your college’s culture. Is it strong or weak? Are there any good slogans and/or
symbols that help convey your college’s culture? Give at least one new way (slogans/symbols, etc.) to promote
your college’s culture.
90.
(p. 384) Using the seven dimensions of climate, describe your college’s climate. Rate the morale of students as
high or low, explaining your answer in detail.
91.
(p. 388) One of the purposes of college is to train and develop students for future careers. How would you rate
your overall college education?
92.
(p. 385-388) A professor’s job is to facilitate student learning, evaluate student performance, and assign
grades. Do you believe your learning performance is evaluated effectively? How could it be improved?
93.
(p. 387-388) Do your professors use consistent standards in terms of the work they require in their courses
and the performance appraisal grades they give? Or do some professors require more work than others? Do
some give lots of As while others give lots of lower grades? Is this diversity in work requirements and
performance appraisal positive or negative? Why does it exist?
94.
(p. 386, 378-379) Which OD technique(s) can be used to improve consistency among professors in terms of
work assignments and performance appraisals at your college? Which of the four reasons for resistance would
be the dominant reason for faculty resistance to such a change? How would you rate the intensity, focus, and
source of their resistance (see Exhibit 12.3, Resistance Matrix)?
95.
(p. 390-391) Can a multinational company have one organizational culture, or does it need to have
different cultures based on its business unit in each country?
96.
(p. 376-377) What are the different types of changes? Describe them.
97.
(p. 378) Explain the stages in the change process.
98.
(p. 378) Why do people resist change? Name the variables involved with resistance to change.
99.
(p. 379) What are the sources of resistance to change? List the major focuses of resistance.
100.
(p. 380-381) List the methods of overcoming resistance to change.
101.
(p. 382) Explain the Lussier change model.
102.
(p. 383-384) What is organizational culture? Explain the two dimensions of an organization’s culture.
103.
(p. 384) What is organizational climate? What are its dimensions?
104.
(p. 388) What are the steps involved in coaching? Explain.
Fill in the Blank Questions
105.
(p. 376) _____ is the simplification or reduction of human effort required to do a job.
106.
(p. 376) _____ are formal systems for collecting, processing, and disseminating the information necessary to aid
managers in decision making.
107.
(p. 377) The integration of both people and technology is known as creating a(n) _____.
108.
(p. 378) As a form of change, _____ change is continual improvement that takes place within an already existing
technology cycle.
109.
(p. 378) As a form of change, _____ change is a significant breakthrough in technology that leads to design
competition and a new technology cycle.
110.
(p. 382) According to Lewin’s model of change, the step that involves reducing forces that maintain the status
quo is known as _____.
111.
(p. 384) _____ is a state of mind based on employees’ attitudes and satisfaction with the organization.
112.
(p. 384) _____ is a dimension of organizational climate that refers to the degree of satisfaction with human
relations.
113.
(p. 386) _____ is the process of developing the necessary skills to perform the present job.
114.
(p. 388) _____ is an organizational development (OD) technique that uses a questionnaire to gather data that are
used as the basis for change.