Question 1

Change is any alteration occurring at work or in the work environment that affects the ways in which employees must act.

Accepted Answer

A) True 
 B)False

Question 2

Psychological resistance and sociological resistance are _____.

Accepted Answer

A)  not illogical 
B)  not irrational 
C)  logical according to different sets of values 
D)  all of the above 
A)  not illogical 
B)  not irrational 
C)  logical according to different sets of values 
D)  all of the above

Question 3

Which of the following statements is true of participation in the context of building support for change?

Accepted Answer

A)  Employees need to participate in a change after it occurs, not before. 
B)  As participation increases, resistance to change tends to decrease. 
C)  When employees participate in change from the beginning, they feel demotivated and feel their ideas will be rejected. 
D)  Participation merely encourages compliance with change. 
A)  Employees need to participate in a change after it occurs, not before. 
B)  As participation increases, resistance to change tends to decrease. 
C)  When employees participate in change from the beginning, they feel demotivated and feel their ideas will be rejected. 
D)  Participation merely encourages compliance with change.

Question 4

Double-loop learning prepares the participants to manage future changes even more effectively.

Accepted Answer

A) True 
 B)False

Question 5

What are the common organization development assumptions about groups?

Accepted Answer

The following are the common organizatio

Question 6

Double-loop learning involves:

Accepted Answer

A)  developing the ability to anticipate problems, preventing many situations from arising, and challenging one's own limiting assumptions and paradigms. 
B)  turning employee attention away from a negative focus on problems, missteps, deficiencies, shortcomings, and blaming. 
C)  the use of structured activities designed to help individuals or groups improve their work effectiveness. 
D)  activities fostering collaboration across groups, transmitting essential values, stimulating ethical behavior, or sparking action. 
A)  developing the ability to anticipate problems, preventing many situations from arising, and challenging one's own limiting assumptions and paradigms. 
B)  turning employee attention away from a negative focus on problems, missteps, deficiencies, shortcomings, and blaming. 
C)  the use of structured activities designed to help individuals or groups improve their work effectiveness. 
D)  activities fostering collaboration across groups, transmitting essential values, stimulating ethical behavior, or sparking action.

Question 7

_____ to change arises from challenges to group interests,norms,and values.

Accepted Answer

A)  Logical resistance 
B)  Psychological resistance 
C)  Sociological resistance 
D)  Emotional resistance 
A)  Logical resistance 
B)  Psychological resistance 
C)  Sociological resistance 
D)  Emotional resistance

Question 8

What is the Hawthorne effect? What effect does it have on the research design?

Accepted Answer

The Hawthorne effect meAnswer that the m

Question 9

Continuous rounds of change can produce negative effects for individuals and corrosive results for the entire organization.

Accepted Answer

A) True 
 B)False

Question 10

_____ are structured activities designed to help individuals or groups improve their work effectiveness.

Accepted Answer

A)  Social facilitations 
B)  Interventions 
C)  Contingencies 
D)  Applications 
A)  Social facilitations 
B)  Interventions 
C)  Contingencies 
D)  Applications

Question 11

A typical organizational development program begins with _____.

Accepted Answer

A)  diagnosis 
B)  evaluation 
C)  action planning 
D)  data feedback 
A)  diagnosis 
B)  evaluation 
C)  action planning 
D)  data feedback

Question 12

Which of the following best describes a chain-reaction effect?

Accepted Answer

A)  It is the process of anticipating events, initiating change, and taking control of an organization's destiny. 
B)  It is used to turn employee attention away from a negative focus on problems, missteps, deficiencies, shortcomings, and blaming. 
C)  It is seen when there is a sustained series of small or moderate changes over a period of time, producing cumulative effects that finally overload a person's system. 
D)  It is a situation in which a change, or other condition, that directly affects only one person or a few persons may lead to a direct or indirect reaction from many people. 
A)  It is the process of anticipating events, initiating change, and taking control of an organization's destiny. 
B)  It is used to turn employee attention away from a negative focus on problems, missteps, deficiencies, shortcomings, and blaming. 
C)  It is seen when there is a sustained series of small or moderate changes over a period of time, producing cumulative effects that finally overload a person's system. 
D)  It is a situation in which a change, or other condition, that directly affects only one person or a few persons may lead to a direct or indirect reaction from many people.

Question 13

Unless changes can provide benefits above costs,there is no reason for the changes.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following statements is true of the refreezing stage of the change process?

Accepted Answer

A)  It is the step in which the new ideas, new methods, and new technologies are learned. 
B)  It means that old ideas and practices need to be cast aside so new ones can be learned. 
C)  It is the step during which the existing methods are evaluated. 
D)  It means that what has been learned is integrated into actual practice. 
A)  It is the step in which the new ideas, new methods, and new technologies are learned. 
B)  It means that old ideas and practices need to be cast aside so new ones can be learned. 
C)  It is the step during which the existing methods are evaluated. 
D)  It means that what has been learned is integrated into actual practice.

Question 15

Appreciative inquiry recognizes that people are energized by success and like to publicly celebrate their achievements.

Accepted Answer

A) True 
 B)False

Question 16

What are the five reactions to major change that parallel the reactions to terminal illness?

Accepted Answer

The following are the reactions to major

Question 17

_____ is a leadership quality that can help influence employees to take early and sustained action.

Accepted Answer

A)  Altruism 
B)  Charisma 
C)  Vision 
D)  Groupthink 
A)  Altruism 
B)  Charisma 
C)  Vision 
D)  Groupthink

Question 18

_____ are the ones that management can change most directly.

Accepted Answer

A)  Causal variables 
B)  Intervening variables 
C)  End-result variables 
D)  All of the above 
A)  Causal variables 
B)  Intervening variables 
C)  End-result variables 
D)  All of the above

Question 19

Which of the following statements can be inferred from the Hawthorne studies?

Accepted Answer

A)  The perception of being observed is irrelevant to the change observed in the group. 
B)  People act differently when they become aware of the fact that someone cares about them. 
C)  Changes in behavior are intentional, and the members are completely aware of their behavior. 
D)  All of the above. 
A)  The perception of being observed is irrelevant to the change observed in the group. 
B)  People act differently when they become aware of the fact that someone cares about them. 
C)  Changes in behavior are intentional, and the members are completely aware of their behavior. 
D)  All of the above.

Question 20

Employees tend to be more emotionally committed to the vision of charismatic leaders who are trusted and respected.

Accepted Answer

A) True 
 B)False

Change is any alteration occurring at work or in the work environment that affects the ways in which employees must act.

Psychological resistance and sociological resistance are _____.

Which of the following statements is true of participation in the context of building support for change?

Double-loop learning prepares the participants to manage future changes even more effectively.

What are the common organization development assumptions about groups?

Double-loop learning involves:

_____ to change arises from challenges to group interests,norms,and values.

What is the Hawthorne effect? What effect does it have on the research design?

Continuous rounds of change can produce negative effects for individuals and corrosive results for the entire organization.

_____ are structured activities designed to help individuals or groups improve their work effectiveness.

A typical organizational development program begins with _____.

Which of the following best describes a chain-reaction effect?

Unless changes can provide benefits above costs,there is no reason for the changes.

Which of the following statements is true of the refreezing stage of the change process?

Appreciative inquiry recognizes that people are energized by success and like to publicly celebrate their achievements.

What are the five reactions to major change that parallel the reactions to terminal illness?

_____ is a leadership quality that can help influence employees to take early and sustained action.

_____ are the ones that management can change most directly.

Which of the following statements can be inferred from the Hawthorne studies?

Employees tend to be more emotionally committed to the vision of charismatic leaders who are trusted and respected.

The Dynamics of People and Organizations

Models of Organizational Behavior

Managing Communications

Social Systems and Organizational Culture

Motivation

Appraising and Rewarding Performance

Leadership

Empowerment and Participation

Employee Attitudes and Their Effects

Issues Between Organizations and Individuals

Conflict, Power, and Organizational Politics

Informal and Formal Groups

Teams and Team Building

Stress and Counseling

Organizational Behavior Across Cultures

Filters

Exam 14: Managing Change

Change is any alteration occurring at work or in the work environment that affects the ways in which employees must act.

Psychological resistance and sociological resistance are _____.

Which of the following statements is true of participation in the context of building support for change?

Double-loop learning prepares the participants to manage future changes even more effectively.

What are the common organization development assumptions about groups?

Double-loop learning involves:

_____ to change arises from challenges to group interests,norms,and values.

What is the Hawthorne effect? What effect does it have on the research design?

Continuous rounds of change can produce negative effects for individuals and corrosive results for the entire organization.

_____ are structured activities designed to help individuals or groups improve their work effectiveness.

A typical organizational development program begins with _____.

Which of the following best describes a chain-reaction effect?

Unless changes can provide benefits above costs,there is no reason for the changes.

Which of the following statements is true of the refreezing stage of the change process?

Appreciative inquiry recognizes that people are energized by success and like to publicly celebrate their achievements.

What are the five reactions to major change that parallel the reactions to terminal illness?

_____ is a leadership quality that can help influence employees to take early and sustained action.

_____ are the ones that management can change most directly.

Which of the following statements can be inferred from the Hawthorne studies?

Employees tend to be more emotionally committed to the vision of charismatic leaders who are trusted and respected.

The Dynamics of People and Organizations

Models of Organizational Behavior

Managing Communications

Social Systems and Organizational Culture

Motivation

Appraising and Rewarding Performance

Leadership

Empowerment and Participation

Employee Attitudes and Their Effects

Issues Between Organizations and Individuals

Conflict, Power, and Organizational Politics

Informal and Formal Groups

Teams and Team Building

Stress and Counseling

Organizational Behavior Across Cultures

Filters