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Questions
Q:
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?
Q:
One of the purposes of college is to train and develop students for future careers. How would you rate your overall college education?
Q:
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.
Q:
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.
Q:
Of the 11 methods for overcoming resistance to change, which one do you think is the best?
Q:
Of the four reasons people resist change, which one do you think is the most common?
Q:
Which single technology change has had the largest effect on your behavior?
Q:
Identify an OD technique and explain how it is used by a specific organization, preferably one with which you have been associated.
Q:
Describe a specific situation in which it would be appropriate to use the coaching model.
Q:
Identify the performance measurement method(s) used to evaluate your job performance. Describe how you would improve the method(s).
Q:
Describe the performance standards for a job you hold or have held. How would you improve them?
Q:
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?
Q:
Describe the morale at the organization.
Q:
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?
Q:
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?
Q:
Identify the cultural heroes, stories, slogans, symbols, and ceremonies for an organization you are or have been a member of.
Q:
Give a specific example of when a change model would be helpful to a specific manager.
Q:
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?
Q:
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.)
Q:
Describe an automation change in an organization, preferably one with which you have been associated.
Q:
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.
Q:
Give reasons why managing change skills are important to managers in an organization for which you work or have worked.
Q:
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?
A. Climate building
B. Closure
C. Process and structure evaluation
D. Problem solving
Q:
Which of the following is a typical team-building agenda?
A. Climate building
B. Performance appraisal
C. Personality building
D. Providing feedback to employees
Q:
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?
A. Survey feedback
B. Team building
C. Force field analysis
D. Performance appraisal
Q:
_____ is a technique that diagrams the current level of performance, the hindering factors against change, and the driving factors toward change.
A. Performance appraisal
B. Survey feedback
C. Process consultation
D. Force field analysis
Q:
_____ is an organizational development (OD) technique that uses a questionnaire to gather data that are used as the basis for change.
A. Force field analysis
B. Management by objectives
C. Survey feedback
D. Managerial grid
Q:
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?
A. Refer to past feedback.
B. Describe desired performance.
C. Get a commitment to the change.
D. Use disciplinary action.
Q:
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?
A. Refer to past feedback.
B. Get a commitment to the change.
C. Describe desired performance.
D. Describe current performance.
Q:
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?
A. Team building
B. Survey feedback
C. Training and development
D. Performance appraisal
Q:
Which of the following steps should one take in the performance appraisal process immediately after job responsibilities are determined?
A. Coach employees.
B. Conduct informal performance appraisals.
C. Develop standards and measurement methods.
D. Prepare for the formal performance appraisal interviews.
Q:
Which of the following steps of the coaching model should a manager take immediately after describing the current low performance of an employee?
A. Refer to past feedback.
B. Describe desired performance.
C. Get a commitment to the change.
D. Praise the work being done.
Q:
Which of the following is the first step of the coaching model?
A. Refer to past feedback.
B. Describe desired performance.
C. Get a commitment to the change.
D. Describe current performance.
Q:
The term _____ describes performance levels in the areas of quantity, quality, time, and cost.
A. demographics
B. standards
C. norms
D. symbols
Q:
Which of the following is a desired result of performance appraisal?
A. Increased turnover
B. Reflexive decision making
C. Enhanced truancy
D. Decreased absenteeism
Q:
_____ is the ongoing process of evaluating an employee's execution of a job.
A. Employee survey
B. Job evaluation
C. Integrated audit
D. Performance appraisal
Q:
Kate's manager decides that Kate has to learn French for her overseas assignment in three months. With which of the following steps of the training cycle can this statement be best identified?
A. Setting objectives
B. Preparing for training
C. Conducting needs assessment
D. Measuring and evaluating results
Q:
"This is how you operate the machine." With which of the following steps of the training cycle can this statement be best identified?
A. Setting objectives
B. Conducting the training
C. Preparing for training
D. Measuring and evaluating results
Q:
"At the end of this session, you should be able to use the software to update your work." With which of the following steps of the training cycle can this statement be best identified?
A. Setting objectives
B. Conducting needs assessment
C. Preparing for training
D. Measuring and evaluating results
Q:
"I can see a lot of improvement in your presentation skills." With which of the following steps of the training cycle can this statement be best identified?
A. Step 1: Conducting needs assessment
B. Step 2: Setting objectives
C. Step 3: Conducting the training
D. Step 4: Measuring and evaluating results
Q:
Which of the following is the first step in conducting a job instructional training (JIT)?
A. Trainer presentation of the job
B. Trainee performance of the job
C. Preparation of the trainee
D. Follow-up
Q:
Which of the following is the first step in the training cycle?
A. Conducting needs assessment
B. Setting objectives
C. Preparing for training
D. Conducting the training
Q:
_____ is the process of developing the ability to perform both present and future jobs.
A. Sensitization
B. Retention
C. Development
D. Orientation
Q:
_____ is the process of developing the necessary skills to perform one's present job.
A. Retention
B. Training
C. Sensitization
D. Orientation
Q:
A(n) _____ is a person responsible for an organizational development (OD) program.
A. active agent
B. change agent
C. symbiotic agent
D. program agent
Q:
_____ is the ongoing planned process of change used as a means of improving an organization's effectiveness in solving problems and achieving its objectives.
A. Organizational development
B. Organizational culture
C. Organizational dynamics
D. Organizational climate
Q:
"The supervisor and my team members are very supportive and encourage participation in all tasks." Which of the following terms best associates with this statement?
A. Organizational structure
B. Organizational culture
C. Organizational climate
D. Organizational development
Q:
Which of the following dimensions of organizational climate refers to the degree of satisfaction with human relations?
A. Support
B. Structure
C. Responsibility
D. Warmth
Q:
_____ is the relatively enduring quality of the internal environment of an organization as perceived by its members.
A. Organizational climate
B. Organizational culture
C. Organizational capital
D. Organizational development
Q:
Which of the following statements is true of a strong culture organization?
A. It does not enforce behavior.
B. It discourages employees from taking risks.
C. It has clear values that are shared to the extent of similar behavior.
D. It is a source of resistance and turmoil.
Q:
Ron Peters, the founder of Culminate Corp., delivered an inspirational speech at the National Conference on Entrepreneurship. Which of the following terms best associates with this statement?
A. Organizational climate
B. Organizational culture
C. Organizational structure
D. Organizational development
Q:
"Mark, my colleague, has been invited to attend his company's annual dinner for outstanding performers." Which of the following terms best associates with this statement?
A. Organizational culture
B. Organizational climate
C. Organizational structure
D. Organizational development
Q:
Organizational _____ consists of the shared values and assumptions of how its members will behave.
A. climate
B. development
C. capital
D. culture
Q:
Which of the following is the final step in Lussier's change model?
A. Controlling the change
B. Identifying possible resistance to the change
C. Implementing the change
D. Planning the change
Q:
Which of the following is the first step in Lussier's change model?
A. Identifying possible resistance to the change
B. Controlling the change
C. Planning the change
D. Defining the change
Q:
In which of the following steps of Lewin's change model do employees learn the new desirable behavior, values, and attitudes?
A. Unfreezing
B. Refreezing
C. Moving
D. Freezing
Q:
In which of the following steps of Lewin's change model does the desirable performance become the permanent way of doing things?
A. Unfreezing
B. Refreezing
C. Moving
D. Freezing
Q:
Which of the following is the first step of Lewin's change model?
A. Unfreezing
B. Moving
C. Refreezing
D. Reinforcement
Q:
Which of the following ways would a blocker adopt to resist change?
A. A blocker would accept that it's a good idea but wouldn't do it.
B. A blocker would do it but in free time.
C. A blocker would suggest someone else to do it.
D. A blocker wouldn't want to do it in the way suggested.
Q:
Which of the following is a method to overcome resistance to change?
A. Direct confrontation
B. Minimal advance notice
C. Use of power and ethical politics
D. Reduction of employee involvement
Q:
"Why should I do it when I am paid the least compared to the others?" Identify the resistance to change reflected in this statement.
A. Beliefs about self
B. Facts about self
C. Values pertaining to self
D. Facts about the work environment
Q:
"I don't think I can do it better than Sandra; let her take this up." Which of the following resistance to change is best reflected in this statement?
A. Facts about the work environment
B. Facts about self
C. Values pertaining to self
D. Beliefs about others
Q:
"I've never done this job before." Which of the following resistance to change is reflected in this statement?
A. Facts about the work environment
B. Facts about self
C. Values pertaining to self
D. Beliefs about self
Q:
"I spent all day yesterday doing this job. It's not my turn today." Which of the following sources of resistance does this statement represent?
A. Facts about the work environment
B. Beliefs about the work environment
C. Values pertaining to the work environment
D. Beliefs about self
Q:
John, an employee at Readers Co., will have to perform the additional work of proof reading with his regular filing job. Which of the following types of change does this statement represent?
A. Task change
B. People change
C. Demographic change
D. Technological change
Q:
"Mr. Robinson will be in charge of the biology department from now on." Which of the following types of change does this statement represent?
A. Technological change
B. People change
C. Demographic change
D. Structural change
Q:
The integration of both people and technology is known as creating a _____.
A. technostructure
B. sociotechnical system
C. public automation
D. hybrid positioning system
Q:
"The new laser printer will expedite the printing process." Which of the following types of change does this statement represent?
A. Task change
B. People change
C. Structural change
D. Technological change
Q:
Anvil Inc., a steel company, changed its organization chart from hierarchical to flat. Which of the following types of change does this statement represent?
A. Technological change
B. People change
C. Structural change
D. Task change
Q:
_____ are formal systems for collecting, processing, and disseminating analyzed data that are necessary to aid managers in decision making.
A. Management information systems
B. Learning management systems
C. Content management systems
D. Local information systems
Q:
Americans tend to focus on small incremental changes to improve processes and products, whereas the Japanese tends to focus on large major changes.
Q:
Force field analysis is particularly useful for group problem solving.
Q:
Evaluative objectives are used as the basis of administrative decisions to reward or punish past performance.
Q:
Development is the process of developing the necessary technical skills of nonmanagers to perform the present job.
Q:
Morale is commonly measured on a continuum ranging from high to low morale, based on the seven dimensions of climate.
Q:
Culture is based on shared values and assumptions of "how" things should be done, while climate is based on shared perceptions of the "way" things are done.
Q:
Organizational climate is the relatively enduring quality of the internal environment of the organization as perceived by its members.
Q:
An organizational culture is considered positive when it has norms that contribute to effective performance and productivity.
Q:
All organizations with clear values that are shared to the extent of similar behavior have weak cultures.
Q:
Organizational culture is learned through observing and interacting with employees, events, and training.