Untitled Quiz

<p>A structured approach to implement changes in strategy (A)</p> Signup and view all the answers

<p>Providing support and communication (C)</p> Signup and view all the answers

<p>To enhance organizational effectiveness (B)</p> Signup and view all the answers

<p>Encouraging risk-taking and creativity (D)</p> Signup and view all the answers

<p>Overconfidence in existing products (C)</p> Signup and view all the answers

<p>Uncertainty about the extent and effects of change (D)</p> Signup and view all the answers

<p>Encouraging active participation in the change process (B)</p> Signup and view all the answers

<p>Feelings of loss in disrupted social networks (C)</p> Signup and view all the answers

<p>Force-field analysis (A)</p> Signup and view all the answers

<p>Potential job reassignments or layoffs (A)</p> Signup and view all the answers

<p>Change may disrupt established workflows (C)</p> Signup and view all the answers

<p>Clearly outlining the benefits and expected outcomes (A)</p> Signup and view all the answers

<p>To guide employees through the transition effectively (B)</p> Signup and view all the answers

<p>To create a platform for integrating and synchronizing activities in an enterprise (A)</p> Signup and view all the answers

<p>To help individuals and groups integrate into the overall planning process (B)</p> Signup and view all the answers

<p>Radical redesign of all aspects of a business (C)</p> Signup and view all the answers

<p>Radical innovation (D)</p> Signup and view all the answers

<p>Decline due to maintenance of the status quo (D)</p> Signup and view all the answers

<p>Organizational effectiveness and health (C)</p> Signup and view all the answers

<p>It modifies existing products or services without significantly affecting competition. (D)</p> Signup and view all the answers

<p>Technical innovation alters the performance or appearance of a product. (B)</p> Signup and view all the answers

<p>Changing marketing strategies exclusively (D)</p> Signup and view all the answers

<p>Employing multiple types of interventions simultaneously (B)</p> Signup and view all the answers

<p>Behavioral science knowledge (B)</p> Signup and view all the answers

<p>The organization consuming its own resources (C)</p> Signup and view all the answers

<p>It includes the development of new uses for existing products. (A)</p> Signup and view all the answers

<p>Improving planning and goal setting among managers (B)</p> Signup and view all the answers

<p>Managed from the top and organization-wide (A)</p> Signup and view all the answers

<p>Directly modifying physical products (C)</p> Signup and view all the answers

<p>Planned change is implemented in anticipation of future events, whereas reactive change is a response to immediate circumstances. (C)</p> Signup and view all the answers

<p>Shutting down operations due to unforeseen circumstances. (A)</p> Signup and view all the answers

<p>Showing individuals why a change is necessary. (C)</p> Signup and view all the answers

<p>Worker's attitudes. (B)</p> Signup and view all the answers

<p>It may overlook long-term implications. (A)</p> Signup and view all the answers

<p>Employees desire to grow and develop (C)</p> Signup and view all the answers

<p>Making the temporary changes permanent and integral. (C)</p> Signup and view all the answers

<p>Team building (B)</p> Signup and view all the answers

<p>To identify employee feelings and suggest changes (B)</p> Signup and view all the answers

<p>They prefer remote work permanently. (B)</p> Signup and view all the answers

<p>Life and career planning (D)</p> Signup and view all the answers

<p>Restructuring an organization after a decline in sales. (A)</p> Signup and view all the answers

<p>Life and career planning (D)</p> Signup and view all the answers

<p>To improve personal views and performance of managers (D)</p> Signup and view all the answers

<p>Third-party peacemaking (C)</p> Signup and view all the answers

<p>Planning and goal setting (B)</p> Signup and view all the answers

Any substantial modification made to a part of an organization, such as work schedules, machinery, or employees.

Pressures that come from an organization's general environment (e.g., economic trends, technology) or its task environment (e.g., competitors, customers) and force it to adapt its competitive strategies.

Pressures originating within the organization that cause changes to its structure or strategy. They can be responses to external forces.

Examples of external forces include: economic downturns, technological advancements, changing customer demands, government regulations, increased competition, and social trends.

Examples of internal forces include: changes in leadership, employee turnover, new products or services, internal conflicts, technological advancements within the organization, and company culture.

Change that is intentional and designed to improve organizational performance.

Change that is implemented in response to a problem or threat, often in a hurried manner.

Planned change is intentional and designed to improve performance, while reactive change is a response to a problem or threat. Planned change is proactive and deliberate, while reactive change is often hurried and unplanned.

The first step in the Lewin Model of change. It involves helping individuals understand why change is necessary.

The second step in the Lewin Model of change. It involves actually putting the change into action.

The final step in the Lewin Model of change. It involves reinforcing and supporting the change so it becomes permanent.

Pressures that originate within an organization that drive change, like employee attitudes or leadership decisions.

Pressures that come from outside an organization that drive change, like competition or economic trends.

Changes in employee beliefs and feelings toward their jobs can influence organizational change.

People often resist change due to factors like uncertainty, threats to their interests, differing perceptions of change's effects, and the disruption of familiar routines and relationships.

One common reason for resisting change is the lack of information or clarity about the nature, extent, and potential outcomes of the change.

Individuals may resist change if they perceive it as a threat to their power, status, or personal gains.

Resistance can stem from differing views on the benefits, risks, and impact of change, leading to conflicts and disagreements.

Change can disrupt existing social connections, friendships, and familiar ways of working, causing emotional discomfort and reluctance.

Engaging people in the change process, by allowing them to contribute ideas and voice concerns, can reduce resistance and build support.

Providing clear and consistent information about the change, its rationale, and its implementation helps alleviate anxieties and build understanding.

A tool used to identify and analyze the forces that drive and resist change, helping to focus efforts on removing barriers and strengthening driving forces.

A comprehensive information system that integrates and synchronizes numerous business activities across an organization, providing a unified platform for managing data and processes.

A radical overhaul of an organization's processes designed to significantly improve cost, service quality, or efficiency.

The natural tendency for organizations to decline over time due to stagnation and lack of adaptation to changing conditions.

The goal of reengineering is to achieve major improvements in cost, service, or time by completely redesigning business processes from the ground up.

A planned, organization-wide effort aimed at increasing organizational effectiveness and health through planned interventions and the use of behavioral science knowledge.

The primary goal of OD is to enhance organizational performance and well-being by improving communication, collaboration, conflict resolution, and overall effectiveness.

OD often utilizes behavioral science techniques, involves planned interventions, and focuses on improving communication, collaboration, and problem-solving skills within the organization.

Organization development (OD) is a process that facilitates positive change within an organization by addressing issues such as communication, teamwork, motivation, and conflict resolution.

Beliefs about employees in organization development (OD) that guide its approach. These assumptions include employees' desire for growth, need for acceptance, and mutual influence between them and the organization.

Strategies in OD that aim to improve group effectiveness and satisfaction. These include activities designed to enhance communication, cooperation, and problem-solving within teams.

A technique where employee surveys are analyzed to identify employee feelings and suggest constructive changes. It helps managers understand morale and make informed decisions.

Training programs in OD that cover both technical and soft skills. These can include classroom instruction, workshops, and simulations aimed at improving employee performance.

OD approaches that focus on enhancing relationships between different groups within an organization. These techniques aim to reduce conflict and promote collaboration.

A technique used in OD to resolve significant conflicts between groups. External mediators facilitate discussions and agreements to achieve resolution.

Supporting managers to understand and improve organizational processes such as communication, decision-making, leadership, and conflict resolution.

Supporting employees in setting and integrating their personal goals with their career aspirations within the organization.

The systematic process of planned change in an organization to improve its effectiveness, efficiency, and employee well-being.

Activities in OD programs that focus on helping managers improve their planning and goal setting processes.

A managed effort by an organization to develop new products, services, or applications for existing products and services.

A completely new product, service, or technology that replaces existing ones, significantly changing competition in the industry.

A modification of an existing product, service, or technology that doesn't significantly alter competition.

Changes to the appearance, performance, or manufacturing process of a product or service.

Changes in the management processes within an organization.

Radical innovation completely replaces existing products or technologies, disrupting the industry. Incremental innovation involves minor improvements that don't significantly alter competition.