Chapter 11: Organizational Change And Development
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For policies to be effective, they must reflect not only what the organization does, but also what the organization should be doing
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True
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False
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About This Quiz
Explore key concepts in Chapter 11: Organizational Change and Development through this quiz. Assess your understanding of complacency, risk perception, organizational silence, active resistance, and tipping points in change processes. This quiz is vital for learners seeking to master organizational dynamics and change management.
Quiz Preview
- 2.
Appeciative Inquiry is an organiational change process that affirms the best qualities of an organiation or its employees through discovery, dream, design, and destiny
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True
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False
Correct Answer
A. TrueExplanation
Appreciative Inquiry is indeed an organizational change process that focuses on identifying and affirming the positive qualities of an organization or its employees. It involves a four-step process: discovery, where the strengths and best practices are explored; dream, where a vision for the future is created; design, where strategies and plans are developed; and destiny, where actions are taken to achieve the desired outcomes. Therefore, the statement "Appreciative Inquiry is an organizational change process that affirms the best qualities of an organization or its employees through discovery, dream, design, and destiny" is true.Rate this question:
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- 3.
Planned organizational change is usually the responsibility of professionals within the organization, often top leadership
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True
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False
Correct Answer
A. TrueExplanation
Planned organizational change is typically the responsibility of professionals within the organization, often top leadership. This is because professionals, especially those in leadership positions, possess the knowledge, skills, and experience necessary to effectively plan and implement changes within the organization. They have a deep understanding of the organization's goals, strategies, and resources, which enables them to develop and execute change initiatives that align with the overall objectives. Additionally, professionals in leadership positions have the authority and influence to drive change and ensure its successful implementation throughout the organization. Therefore, it is true that planned organizational change is usually the responsibility of professionals within the organization, often top leadership.Rate this question:
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- 4.
Risk perception is the belief about the potential impact of the change and its overall importance and desirability
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True
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False
Correct Answer
A. TrueExplanation
This statement is true because risk perception refers to an individual's subjective evaluation of the potential consequences and significance of a change. It involves assessing the likelihood and severity of negative outcomes and considering the overall desirability or importance of the change. Therefore, risk perception is indeed related to one's beliefs about the potential impact and significance of a change.Rate this question:
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- 5.
Beliefs that employees are self-interested and therefore untrustworthy, that leadership and management know best, and that unity is important and dissent is to be avoided all contribute to organizational silence
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True
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False
Correct Answer
A. TrueExplanation
The given statement suggests that beliefs such as employees being self-interested and untrustworthy, leadership and management knowing best, and the importance of unity while avoiding dissent, all contribute to organizational silence. This means that these beliefs create an environment where employees are hesitant to speak up or express their opinions, leading to a lack of communication and openness within the organization. Therefore, the statement is true.Rate this question:
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- 6.
The belief that another individual, group or organization is competent, open and honest, concerned about employees, reliable and identifies with common goals, norms and values
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Organizational Trust
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Risk Perception
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Complacency
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None of the Above
Correct Answer
A. Organizational TrustExplanation
Organizational trust refers to the belief that another individual, group, or organization possesses qualities such as competence, openness, honesty, concern for employees, reliability, and shared goals, norms, and values. This belief is essential for establishing positive relationships within an organization and fostering a sense of security and cooperation among its members. Trust enables effective communication, collaboration, and decision-making, ultimately contributing to the overall success and productivity of the organization.Rate this question:
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- 7.
______________________ is defined as differences between two sets of conditions
Correct Answer
ChangeExplanation
Change is defined as the differences between two sets of conditions. It refers to the process of transitioning from one state or situation to another. Change can occur in various aspects of life, such as personal circumstances, organizational structures, or societal norms. It involves a shift or alteration in the existing conditions, leading to a new state or perspective. The concept of change is essential for growth, development, and adaptation in both individuals and systems.Rate this question:
- 8.
Questionnaires, Audits, Interviews, Performance Data, Cost Analysis and Trained Observation are all ___________________ techniques
Correct Answer
Data CollectionExplanation
The question is asking for a term that describes the techniques mentioned, which are questionnaires, audits, interviews, performance data, cost analysis, and trained observation. These techniques are all used to collect data. Therefore, the correct answer is "Data Collection."Rate this question:
- 9.
Many individuals and groups like the way things are in the organization. This preference to the status quo is called:
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Risk Perception
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Uncertainty
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Complacency
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Passive Resistance
Correct Answer
A. ComplacencyExplanation
The answer is complacency.
Risk perception refers to the beliefs held about the potential impact of the change and its overall importance or desirability
Uncertainty is the degree of ambiguity a change brings to both individuals and groups
Passive resistance are covert attempts to block changeRate this question:
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- 10.
Organizations lose vital information necessary for making change when individuals or groups refrain from offering positions or solutions
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Complacency
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Organizational Silence
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Active Resistance
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Risk Perception
Correct Answer
A. Organizational SilenceExplanation
While these are all barriers to change, organizational silence is the only answer that fits here.
Complacency refers to a preference for the status quo
Active Resistance are overt attempts to block change
Risk Perception refers to the impact a change may haveRate this question:
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- 11.
Which of the following is NOT one of the primary practices necessary for sustained excellence, according to Nitin Nohria, William Joyce, and Bruce Roberson?
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Strategy
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Execution
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Culture
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Competition
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Structure
Correct Answer
A. CompetitionExplanation
According to Nitin Nohria, William Joyce, and Bruce Roberson, competition is not one of the primary practices necessary for sustained excellence. While strategy, execution, culture, and structure are all important factors, competition is not considered as essential. This suggests that these authors believe that sustained excellence can be achieved without relying heavily on competition.Rate this question:
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- 12.
Resistance is always inappropriate if an individual disagrees with a proposed change
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True
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False
Correct Answer
A. FalseExplanation
Resistance is not always black and white - resistance to ill-conceived plans or rash decisions are appropriate at times, whereas resistance based on self-interest is inappropriateRate this question:
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- 13.
_______________________ refers to finding the best practices in industries or specific areas of work
Correct Answer
BenchmarkingExplanation
Benchmarking refers to the process of identifying and analyzing the best practices in industries or specific areas of work. It involves comparing one's own performance, processes, and strategies with those of top-performing organizations or competitors in order to identify areas for improvement and implement best practices. By benchmarking, companies can gain insights into how to improve their performance, increase efficiency, and achieve higher levels of success.Rate this question:
- 14.
Tipping Points have been described as important thresholds that impede the rate of change.
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True
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False
Correct Answer
A. FalseExplanation
Tipping points PROPEL the rate of change, not impede it.Rate this question:
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- 15.
Consulting model in which the organization relates to the specialist by requesting particular services to meet a need the specialist has not been involved with identifying
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Doctor-Patient Model
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Purchase Model
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Process Model
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Focus Model
Correct Answer
A. Purchase ModelExplanation
The purchase model is the correct answer
The process model is a consulting model for organizational development in which the communication specialist AND an organization work jointly to identify problems, propose solutions, implement action, and evaluate results.
The doctor-patient model has the communication specialist working alone to diagnose, propose and generate solutionsRate this question:
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- 16.
The following six steps are part of which data collection technique? · Describe the task to be costed in terms of behavior · Indentify behaviors involving communication · Describe network coordinating behaviors · Determine the time spent by each person involved with the task in various communication functions · Value time spent by each person · Compute total cost of communication for the task
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Performance Data
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Audits
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Interviews
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Questionnaires
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None of the Above
Correct Answer
A. None of the AboveExplanation
None of the provided answers are correct - the correct answer is COST ANALYSISRate this question:
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- 17.
The process model for organizational development finds the communication specialist working alone to identify problems, propose solutions, implement action, and evaluate results
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True
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False
Correct Answer
A. FalseExplanation
The process model is a consulting model for organizational development in which the communication specialist AND an organization work jointly to identify problems, propose solutions, implement action, and evaluate results.
The doctor-patient model has the communication specialist working alone to diagnose, propose and generate solutionsRate this question:
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- 18.
Open disagreement and voting are examples of ____________________________
Correct Answer
Active ResistanceExplanation
Active resistance refers to a variety of overt attempts to block change, which can include open disagreement, voting, protests and sabotageRate this question:
- 19.
_______________refers to a set of activities that prepare employees to perform their current jobs more effectively, to assume different positions in the organization, or to move into jobs, positions, and careers that are yet unidentified and undefined
Correct Answer
Human Resource DevelopmentExplanation
Human Resource Development refers to a set of activities that prepare employees to perform their current jobs more effectively, to assume different positions in the organization, or to move into jobs, positions, and careers that are yet unidentified and undefined. It encompasses various training and development programs, performance management, career planning, and succession planning initiatives aimed at enhancing the skills, knowledge, and abilities of employees to meet the present and future needs of the organization.Rate this question:
- 20.
___________________ is a communication model that gives preferential communicatoin access about change to those who provide something to the organiation, such as money, expertise, approval or power
Correct Answer
Quid Pro QuoExplanation
There are six models of communication provided at the end of the chapter, they are:
Equal dissemination: all stakeholders get the same information with the same timing sequences
Equal participation: disseminating information to all stakeholders and seeking input from all stakeholders
Quid Pro Quo: gives preferential communication access about change to those who provide something to the organizations such as money, expertise, approval, power or other resources
Need to Know: addresses information to only those who must have information about change or who have specifically requested information
Marketing: focuses on developing messages for specific stakeholder groups with an emphasis on the particular perspective of a group
Reactionary: provides communication only when required by circumstances or events and is not plannedRate this question:
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Current Version
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Mar 21, 2023Quiz Edited by
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Apr 27, 2011Quiz Created by
Dbundy