Organizational Change Management Quiz

True (A)

Unfreezing, Moving, Refreezing

<p>organizational development</p> Signup and view all the answers

<p>Technology = Includes advancements in software, hardware, and communication systems. Culture = Refers to the values, beliefs, and behaviors of the organization. Structure = Describes the organization's design and hierarchy. Employees = Represents the workforce and their skills, knowledge, and motivation.</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>Financial planning and budgeting (C)</p> Signup and view all the answers

<p>All of the above (D)</p> Signup and view all the answers

<p>Technology can be used to communicate new policies, train employees on new procedures, and provide access to information about change initiatives.</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>Opportunity to perform and manager support</p> Signup and view all the answers

<p>Employee Performance Support System</p> Signup and view all the answers

<p>Climate for transfer = The overall organizational culture that supports and encourages the application of training Technological support = Having the necessary technology and resources to apply training effectively Self-management skills = An employee’s ability to effectively monitor and regulate their own learning and performance Manager support = Supervisors who encourage and facilitate the use of acquired training in the workplace Peer support = Collaborative efforts among colleagues to share knowledge, provide assistance, and support the use of training</p> Signup and view all the answers

<p>Evaluate employees based solely on their participation in training (B)</p> Signup and view all the answers

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

<p>It provides objective evidence of actual performance shortcomings.</p> Signup and view all the answers

<p>Set training objectives (C)</p> Signup and view all the answers

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

<p>An abbreviated task analysis record form helps break down a job into its key tasks and steps, allowing for a more structured and efficient training process.</p> Signup and view all the answers

<p>strategic needs</p> Signup and view all the answers

<p>Set training objectives = Step 1 Develop an abbreviated task analysis record form = Step 3 Use a detailed job description = Step 2 Develop a job instruction sheet = Step 4 Compile training program for the job = Step 5</p> Signup and view all the answers

<p>Creating a formal training program (D)</p> Signup and view all the answers

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

<p>Appraising managers' current performance helps identify areas for improvement and development, providing a baseline for tailoring individual training plans and development opportunities.</p> Signup and view all the answers

<p>Establish a sense of urgency (C)</p> Signup and view all the answers

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

<p>Time series design</p> Signup and view all the answers

<p>research</p> Signup and view all the answers

<p>Reaction of trainees = How trainees feel about the training program Learning that took place = Knowledge or skills acquired during training Behavior that changed = Application of new skills on the job Results achieved = Outcomes from applying training in the workplace</p> Signup and view all the answers

<p>Performance evaluation (C)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>To identify training requirements.</p> Signup and view all the answers

<p>needs analysis</p> Signup and view all the answers

<p>Task Analysis = Assessing new employees' training needs Performance Analysis = Assessing current employees' training needs</p> Signup and view all the answers

<p>Employee personal preferences (C)</p> Signup and view all the answers

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

<p>Task analysis and performance analysis.</p> Signup and view all the answers

<p>On-the-job training (A)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>On-the-Job Training</p> Signup and view all the answers

<p>Experiential</p> Signup and view all the answers

<p>Apprenticeship Training = Hands-on learning under supervision Computer-Based Training (CBT) = Self-paced e-learning modules Job Instruction Training = Step-by-step job guidance Teletraining = Training delivered via electronic means</p> Signup and view all the answers

<p>Requires extensive theoretical knowledge (B)</p> Signup and view all the answers

<p>True (A)</p> Signup and view all the answers

<p>Immediate feedback</p> Signup and view all the answers

A methodical approach to employee training involving needs analysis, instructional design, implementation, and evaluation.

A framework consisting of Analysis, Design, Development, Implementation, and Evaluation used to guide training processes.

A systematic approach to determine what training is required for employees to improve performance.

Evaluating the specific tasks required by a position to identify necessary training needs for new employees.

An evaluation method focusing on the current employees' performance to identify training needs for improvement.

The creation of educational experiences that make the acquisition of knowledge and skill more efficient and effective.

A key step in needs assessment focusing on examining the organization to identify training needs supporting strategic goals.

Considerations such as company strategy, available resources, and management or peer backing in choosing training methods.

Traditional face-to-face teaching led by an instructor.

Learning conducted via remote methods, often using technology.

Training method where an employee learns by doing the actual job.

A system where individuals learn a trade from experienced workers.

Learning conducted via electronic media, typically on the Internet.

Training method that uses virtual environments to mimic real-world scenarios.

Learning method where individuals learn by observing and imitating others.

An approach that combines traditional classroom methods with online learning.

A method of evaluating employees through simulations and exercises to determine training needs.

Formal evaluations of an employee's work performance and competencies.

Tools used to gauge employee attitudes and perceptions related to their training and work.

The application of skills and knowledge learned in training to real-world job performance.

Actions taken by managers to facilitate the application of training in the workplace.

Skills that enable employees to regulate their own training and performance effectively.

The chance employees have to apply what they've learned in their work environment.

Specific goals set for what trainees should learn or achieve.

Detailed outline of tasks and responsibilities for a position, guiding training.

A concise tool to document tasks and skills required for a job role.

A document providing step-by-step guidance on how to perform specific tasks.

The process of assembling the training content and methods for a specific job.

Long-term initiatives aimed at growing and evaluating current and future managers.

Evaluating current management's effectiveness to identify areas for development.

Assessment of the company's strategic requirements to align management programs with growth.

Includes changes in technology, strategy, culture, structure, and employees.

HR managers organize, lead, and effectively utilize practices to manage change.

Opposition from employees when an organization undergoes transformation.

A model consisting of three steps: unfreezing, moving, and refreezing to manage change.

The first step in Lewin’s model that involves preparing for change by breaking down existing mindsets.

The second step in Lewin's model where new behaviors and processes are developed and implemented.

The final step in Lewin's model where new changes are solidified and integrated into the organization.

Strategies and processes that improve the organization’s capability through change management.

The first stage in leading change, where urgency for change is established and commitment is mobilized.

The second stage in leading change, involving creating coalitions, shared vision, and facilitating change.

The final stage in leading change, focused on reinforcing new behaviors and assessing progress.

A process using action research and behavioral science to change organizations in a desired direction.

The process of assessing training effectiveness through various measurement types like reaction, learning, and results.