Chapter 11: Organizational Change And Development

This statement suggests that in order for policies to be successful, they need to align with both the current actions of the organization and its desired actions. Policies should not only reflect the current practices of the organization, but also guide and shape its future actions. By ensuring that policies reflect what the organization should be doing, it helps to promote consistency, accountability, and progress towards the organization's goals. Therefore, the statement is true.

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.

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.

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.

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.

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.

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.

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."

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 change

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 have

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.

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 inappropriate

Tipping points PROPEL the rate of change, not impede it.

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.

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 solutions

None of the provided answers are correct - the correct answer is COST ANALYSIS

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 solutions

Active resistance refers to a variety of overt attempts to block change, which can include open disagreement, voting, protests and sabotage

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.

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 planned