Question 1

The easiest way to change an organization's culture is to change its people.

Accepted Answer

A) True 
 B)False

Question 2

Innovation is the final phase of an organizational development effort.

Accepted Answer

A) True 
 B)False

Question 3

In which of the following phases of an organizational development effort are methods like sensitivity training and team building frequently used?

Accepted Answer

A)  Evaluation 
B)  Diagnosis 
C)  Change planning 
D)  Intervention 
E)  Initiation 
A)  Evaluation 
B)  Diagnosis 
C)  Change planning 
D)  Intervention 
E)  Initiation

Question 4

Cautious,protective,orderly,punctual,and detail-oriented employees thrive in an organization with a _____ culture.

Accepted Answer

A)  low uncertainty avoidance 
B)  tough-person, macho 
C)  work-hard/play-hard 
D)  bet-your-company 
E)  process 
A)  low uncertainty avoidance 
B)  tough-person, macho 
C)  work-hard/play-hard 
D)  bet-your-company 
E)  process

Question 5

The _____ culture involves low risk coupled with little feedback.

Accepted Answer

A)  performance-reward 
B)  process 
C)  work-hard/play-hard 
D)  bet-your-company 
E)  tough-person, macho 
A)  performance-reward 
B)  process 
C)  work-hard/play-hard 
D)  bet-your-company 
E)  tough-person, macho

Question 6

_____ refers to an organizationwide,planned effort managed from the top,with a goal of increasing performance through planned interventions.

Accepted Answer

A)  Organizational climate 
B)  Organizational culture 
C)  Organizational socialization 
D)  Organizational structure 
E)  Organizational development 
A)  Organizational climate 
B)  Organizational culture 
C)  Organizational socialization 
D)  Organizational structure 
E)  Organizational development

Question 7

According to Allan Kennedy,which of the following reasons justify a large-scale cultural change in an organization?

Accepted Answer

A)  The organization is a pioneer in its industry. 
B)  The organization's values are concurrent with the environment. 
C)  The organization is about to join the ranks of the very large companies. 
D)  The industry is in the embryonic stage and is not very competitive. 
E)  The organization is small and is growing slowly but steadily. 
A)  The organization is a pioneer in its industry. 
B)  The organization's values are concurrent with the environment. 
C)  The organization is about to join the ranks of the very large companies. 
D)  The industry is in the embryonic stage and is not very competitive. 
E)  The organization is small and is growing slowly but steadily.

Question 8

Pine and Acorn Inc.sells pre-owned cars.The company emphasizes on high uncertainty avoidance and encourages its employees to expect rapid feedback.Employees who are persistent and have the ability to find a need and fill it are rewarded.Pine and Acorn most likely demonstrates a _____ culture.

Accepted Answer

A)  process 
B)  coercive 
C)  work-hard/play-hard 
D)  bet-your-company 
E)  tough-person, macho 
A)  process 
B)  coercive 
C)  work-hard/play-hard 
D)  bet-your-company 
E)  tough-person, macho

Question 9

In the context of various intervention/education methods,with the _____ method,the change agent communicates the information gathered in the diagnostic and change-planning phases to the involved parties.

Accepted Answer

A)  sensitivity training 
B)  smoothing over the conflict 
C)  groupthink 
D)  direct feedback 
E)  appraisal 
A)  sensitivity training 
B)  smoothing over the conflict 
C)  groupthink 
D)  direct feedback 
E)  appraisal

Question 10

New raw materials are an example of environmental changes.

Accepted Answer

A) True 
 B)False

Question 11

If employees see that the change is inevitable,they will be motivated to make the change work.

Accepted Answer

A) True 
 B)False

Question 12

What steps can be taken to reduce resistance of employees to change?

Accepted Answer

The following steps can be taken to redu

Question 13

Two frequently used principles for creating a learning organization are focused learning and sensitivity training.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following intervention/education methods involves a T-group that meets and has no agenda or particular focus?

Accepted Answer

A)  Sensitivity training 
B)  Change implementation training 
C)  Team building 
D)  EQ training 
E)  Management by objectives method 
A)  Sensitivity training 
B)  Change implementation training 
C)  Team building 
D)  EQ training 
E)  Management by objectives method

Question 15

Outline how threats to power and the fear of skills and expertise losing value play a role in resisting change.

Accepted Answer

Threats to power: Many employees,and esp

Question 16

Which of the following characteristics of an organization's culture refers to the number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior?

Accepted Answer

A)  Learning 
B)  Structure 
C)  Orientation 
D)  Identification 
E)  Support 
A)  Learning 
B)  Structure 
C)  Orientation 
D)  Identification 
E)  Support

Question 17

Systems thinking and mental models are two popular methods used in the intervention phase of an organizational development effort.

Accepted Answer

A) True 
 B)False

Question 18

According to Lewin's three-step model for change,which of the following deals with breaking down the forces supporting or maintaining the old behavior?

Accepted Answer

A)  Unfreezing 
B)  Facilitation 
C)  Molding 
D)  Co-optation 
E)  Revolutionizing 
A)  Unfreezing 
B)  Facilitation 
C)  Molding 
D)  Co-optation 
E)  Revolutionizing

Question 19

The tough-person,macho culture is characterized by individualists who regularly take high risks and get slow feedback.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following types of organization cultures is characterized by individualists who regularly take high risks and get quick feedback on whether their decisions are right or wrong?

Accepted Answer

A)  The performance-reward culture 
B)  The high uncertainty avoidance culture 
C)  The work-hard/play-hard culture 
D)  The bet-your-company culture 
E)  The tough-person, macho culture 
A)  The performance-reward culture 
B)  The high uncertainty avoidance culture 
C)  The work-hard/play-hard culture 
D)  The bet-your-company culture 
E)  The tough-person, macho culture

The easiest way to change an organization's culture is to change its people.

Innovation is the final phase of an organizational development effort.

In which of the following phases of an organizational development effort are methods like sensitivity training and team building frequently used?

Cautious,protective,orderly,punctual,and detail-oriented employees thrive in an organization with a _____ culture.

The _____ culture involves low risk coupled with little feedback.

_____ refers to an organizationwide,planned effort managed from the top,with a goal of increasing performance through planned interventions.

According to Allan Kennedy,which of the following reasons justify a large-scale cultural change in an organization?

Pine and Acorn Inc.sells pre-owned cars.The company emphasizes on high uncertainty avoidance and encourages its employees to expect rapid feedback.Employees who are persistent and have the ability to find a need and fill it are rewarded.Pine and Acorn most likely demonstrates a _____ culture.

In the context of various intervention/education methods,with the _____ method,the change agent communicates the information gathered in the diagnostic and change-planning phases to the involved parties.

New raw materials are an example of environmental changes.

If employees see that the change is inevitable,they will be motivated to make the change work.

What steps can be taken to reduce resistance of employees to change?

Two frequently used principles for creating a learning organization are focused learning and sensitivity training.

Which of the following intervention/education methods involves a T-group that meets and has no agenda or particular focus?

Outline how threats to power and the fear of skills and expertise losing value play a role in resisting change.

Which of the following characteristics of an organization's culture refers to the number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior?

Systems thinking and mental models are two popular methods used in the intervention phase of an organizational development effort.

According to Lewin's three-step model for change,which of the following deals with breaking down the forces supporting or maintaining the old behavior?

The tough-person,macho culture is characterized by individualists who regularly take high risks and get slow feedback.

Which of the following types of organization cultures is characterized by individualists who regularly take high risks and get quick feedback on whether their decisions are right or wrong?

Management in a Diverse Workplace

The Management Movement

Developing Communication Skills

Decision-Making Skills

Ethical, social, and Legal Responsibilities of Management

International Business

The Basics of Planning and Strategic Management

Organizing Work

Organizational Structure

Understanding Work Groups and Teams

Staffing

Employee Training and Development

Motivating Employees

Developing Leadership Skills

Managing Conflict and Stress

Management Control

Appraising and Rewarding Performance

Operations Management and Planning

Operations Control

Filters

Exam 16: Managing Change and Culture

The easiest way to change an organization's culture is to change its people.

Innovation is the final phase of an organizational development effort.

In which of the following phases of an organizational development effort are methods like sensitivity training and team building frequently used?

Cautious,protective,orderly,punctual,and detail-oriented employees thrive in an organization with a _____ culture.

The _____ culture involves low risk coupled with little feedback.

_____ refers to an organizationwide,planned effort managed from the top,with a goal of increasing performance through planned interventions.

According to Allan Kennedy,which of the following reasons justify a large-scale cultural change in an organization?

Pine and Acorn Inc.sells pre-owned cars.The company emphasizes on high uncertainty avoidance and encourages its employees to expect rapid feedback.Employees who are persistent and have the ability to find a need and fill it are rewarded.Pine and Acorn most likely demonstrates a _____ culture.

In the context of various intervention/education methods,with the _____ method,the change agent communicates the information gathered in the diagnostic and change-planning phases to the involved parties.

New raw materials are an example of environmental changes.

If employees see that the change is inevitable,they will be motivated to make the change work.

What steps can be taken to reduce resistance of employees to change?

Two frequently used principles for creating a learning organization are focused learning and sensitivity training.

Which of the following intervention/education methods involves a T-group that meets and has no agenda or particular focus?

Outline how threats to power and the fear of skills and expertise losing value play a role in resisting change.

Which of the following characteristics of an organization's culture refers to the number of rules and regulations and the amount of direct supervision that is used to oversee and control employee behavior?

Systems thinking and mental models are two popular methods used in the intervention phase of an organizational development effort.

According to Lewin's three-step model for change,which of the following deals with breaking down the forces supporting or maintaining the old behavior?

The tough-person,macho culture is characterized by individualists who regularly take high risks and get slow feedback.

Which of the following types of organization cultures is characterized by individualists who regularly take high risks and get quick feedback on whether their decisions are right or wrong?

Management in a Diverse Workplace

The Management Movement

Developing Communication Skills

Decision-Making Skills

Ethical, social, and Legal Responsibilities of Management

International Business

The Basics of Planning and Strategic Management

Organizing Work

Organizational Structure

Understanding Work Groups and Teams

Staffing

Employee Training and Development

Motivating Employees

Developing Leadership Skills

Managing Conflict and Stress

Management Control

Appraising and Rewarding Performance

Operations Management and Planning

Operations Control

Filters