Quiz for ORGANIZATIONAL CHANGE AND DEVELOPMENT |
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Question 1
| Multiple-choice | |
process redesign (reengineering) | |
| Select the best answer | |
involves a fundamental redesign of business process to achieve a dramatic improvements (goal is to reduce costs, shorten cycle times, and improve quality) |
forces need to be put in place to keep people and behaviors from giving in to the gravitational pull of the past and reverting back to the old patterns (not an instant process, use positive reinforcement) |
small groups involved in intense discussions of the positive and negative features of products or services |
key distinguishing feature of the OD approach to organizational change that focuses on new forms of behavior and new relationships |
| Multiple-choice | |
change agents | |
| Select the best answer | |
individuals who are responsible for implementing change efforts; they can be either internal or external to the organization |
groups of individuals participating in organizational development sessions away from the workplace, also called basic skills training groups |
economic conditions |
technology - most frequent |
| Multiple-choice | |
movement | |
| Select the best answer | |
technology - most frequent |
-inertia (do things the way have always done) |
individuals who are responsible for implementing change efforts; they can be either internal or external to the organization |
-lack of clarity (main reasons) |
| Multiple-choice | |
unfreezing | |
| Select the best answer | |
economic conditions |
individuals who are responsible for implementing change efforts; they can be either internal or external to the organization |
a concept of organizational change that proposes a goal of flexibility and capability for a continual change |
-inertia (do things the way have always done) |
| Multiple-choice | |
organizational development (OD) | |
| Select the best answer | |
identification, analysis, and comparison of the best practices of competitors against an organizations own practices |
uses the concept of equillibrium, a condition that occurs when the forces for the change, the "driving forces," are balanced by the forces opposing change, the "restraining forces," and results in a relatively steady state (weakening restraints may be more effective to bring about change) |
a concept of organizational change that proposes a goal of flexibility and capability for a continual change |
approach to organizational change that has a strong behavioral and people orientation, emphasizing planned, strategic, long-range efforts focusing on people and their interrelationships in organizations |
| Multiple-choice | |
leading coalition | |
| Select the best answer | |
identification, analysis, and comparison of the best practices of competitors against an organizations own practices |
group of supporters who are favorably inclined toward change and can influence others toward change |
managerial decisions |
groups of individuals participating in organizational development sessions away from the workplace, also called basic skills training groups |
| Multiple-choice | |
behavioral process orientation | |
| Select the best answer | |
groups of individuals participating in organizational development sessions away from the workplace, also called basic skills training groups |
key distinguishing feature of the OD approach to organizational change that focuses on new forms of behavior and new relationships |
exhibited by an organization that is skilled at creating, acquiring, and transforming knowledge, and at modifying its behavior to reflect new knowledge and insights |
sets of structured activities or action steps designed to improve organizations |
