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Questions and Answers
What type of change involves responding to external pressures rather than initiating change within an organization?
What type of change involves responding to external pressures rather than initiating change within an organization?
According to the concepts discussed, which of the following is NOT a factor that can drive organizational change?
According to the concepts discussed, which of the following is NOT a factor that can drive organizational change?
What is the primary purpose of organizational development?
What is the primary purpose of organizational development?
Which approach toward innovation emphasizes the systems perspective and integrates various components into a cohesive framework?
Which approach toward innovation emphasizes the systems perspective and integrates various components into a cohesive framework?
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Which of the following is a recommended strategy for managers to help employees overcome fear of change?
Which of the following is a recommended strategy for managers to help employees overcome fear of change?
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Which element is NOT typically included in the Organizational Development (OD) process?
Which element is NOT typically included in the Organizational Development (OD) process?
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Which of the following is a primary use of Organizational Development?
Which of the following is a primary use of Organizational Development?
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What factor is NOT mentioned as influencing the effectiveness of Organizational Development?
What factor is NOT mentioned as influencing the effectiveness of Organizational Development?
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Which question is NOT part of the intervention phase in the OD process?
Which question is NOT part of the intervention phase in the OD process?
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Which of the following statements is accurate regarding the goals of Organizational Development?
Which of the following statements is accurate regarding the goals of Organizational Development?
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What is the primary focus of proactive change?
What is the primary focus of proactive change?
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Which form of change is categorized as 'very threatening'?
Which form of change is categorized as 'very threatening'?
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In Lewin's Change Model, what does the step 'changing' primarily entail?
In Lewin's Change Model, what does the step 'changing' primarily entail?
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What does 'refreezing' accomplish in Lewin’s Change Model?
What does 'refreezing' accomplish in Lewin’s Change Model?
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Which statement best describes adaptive change?
Which statement best describes adaptive change?
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In a systems approach to change, what do the 'outputs' refer to?
In a systems approach to change, what do the 'outputs' refer to?
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What does force-field analysis help determine?
What does force-field analysis help determine?
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Which aspect of change involves assessing how well the change is functioning?
Which aspect of change involves assessing how well the change is functioning?
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What is a key reason employees often resist change in the workplace?
What is a key reason employees often resist change in the workplace?
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Which of the following options best describes a consequence of peer pressure during organizational changes?
Which of the following options best describes a consequence of peer pressure during organizational changes?
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How does maintaining a positive self-view influence an individual’s approach to changes?
How does maintaining a positive self-view influence an individual’s approach to changes?
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What practice involves the acknowledgment that one is not alone in facing difficulties or setbacks?
What practice involves the acknowledgment that one is not alone in facing difficulties or setbacks?
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Which factor is NOT listed as a reason for employee resistance to change?
Which factor is NOT listed as a reason for employee resistance to change?
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What type of competency is described as 'self-motivation' within the context of career readiness?
What type of competency is described as 'self-motivation' within the context of career readiness?
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Which of the following options represents a protective reaction to a threatened self-view?
Which of the following options represents a protective reaction to a threatened self-view?
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What is a common misconception regarding the impact of poor timing during organizational changes?
What is a common misconception regarding the impact of poor timing during organizational changes?
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Which innovation approach primarily focuses on improving existing products?
Which innovation approach primarily focuses on improving existing products?
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What element is crucial for fostering an innovative culture within an organization?
What element is crucial for fostering an innovative culture within an organization?
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What approach does 3-D printing in home construction illustrate?
What approach does 3-D printing in home construction illustrate?
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Which of the following is NOT considered a supporting force for innovation?
Which of the following is NOT considered a supporting force for innovation?
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Which factor can contribute to employee resistance to change?
Which factor can contribute to employee resistance to change?
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What is a significant potential risk of innovation within organizations?
What is a significant potential risk of innovation within organizations?
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Which component is essential for developing necessary human capital in an innovation system?
Which component is essential for developing necessary human capital in an innovation system?
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What best describes the innovation focus of driverless cars?
What best describes the innovation focus of driverless cars?
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Study Notes
Chapter 10: Organizational Change & Innovation
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Learning Objectives:
- Discuss what managers need to know about organizational change.
- Discuss three forms of change, Lewin's change model, and the systems approach to change.
- Describe the purpose of organizational development.
- Describe approaches toward innovation and components of an innovation system.
- Discuss ways managers can help employees overcome fear of change.
- Review methods to increase the career readiness competency of openness to change.
Creativity at Work
- Creativity: The process of generating novel ideas.
- Proactive Learning: A key aspect of creativity.
- Positive Approach: Fostering a positive mindset for creative thinking.
- Problem Solving: Crucial for innovative solutions.
- Self-Motivation: Driving oneself to find creative solutions.
Nature of Change in Organizations
- Fundamental Change: Challenges organizations face.
- Two Types of Change: Reactive (responding to unexpected events) and proactive (managing anticipated events).
- Forces for Change: Internal and external pressures driving organizational change.
Fundamental Change: Examples
- Segmented Marketplace: Niche products and services gaining popularity.
- Increased Competition: Faster speed to market is needed.
- Potential for Radical Change: Some companies might not survive significant changes.
- Offshore Suppliers: Shifting production and operational models.
- Knowledge Advantage: Importance of in-depth knowledge over surface-level information.
Two Types of Change: Reactive and Proactive
- Reactive Change: Responding to problems and opportunities as they arise.
- Proactive Change: Managing anticipated problems and seizing opportunities.
Forces for Change (External & Internal)
- Outside Forces: Demographics (age, skill sets, etc.), technology, shareholders/customers, social/political pressures, and war.
- Inside Forces: Human resource issues, managers' behavior (conflict, leadership), reward systems.
Forms and Models of Change
- Adaptive Change: Least threatening, based on familiar experiences.
- Innovative Change: Moderately threatening, involves new ideas but is not radically different.
- Radically Innovative Change: Highly threatening, utilizes brand-new approaches within the industry.
- Lewin's Change Model: Unfreezing (motivating change), changing (learning new ways), refreezing (making new ways normal).
- Systems Approach to Change: Focusing on inputs (why), identifying necessary change elements, specifying desired outputs.
Systems Approach to Change (continued)
- Feedback: Examining the change's effectiveness and making necessary adjustments.
- Force-Field Analysis: Identifying forces driving and resisting change.
- Applying the Systems Model: Utilizing a systematic approach to managing change effectively.
Components of an Innovation System
- Innovation Strategy: A plan for organizational innovation.
- Committed Leadership: Senior leaders' support for innovation.
- Innovative Culture and Climate: A supportive atmosphere for creativity and risk-taking.
- Appropriate Resources: Providing necessary resources for innovation.
- Required Structure and Processes: Enabling the needed processes within the organization.
- Necessary Human Capital: The right people with proper human resources policies and practices.
Organizational Development
- OD Purposes: Enhancing individual, team, and organizational performance; revitalizing organizations; adapting to mergers.
- OD Process: Diagnosis (assessing the problem), intervention (developing solutions), evaluation (measuring effectiveness), feedback.
- OD Factors Affecting Effectiveness: Multiple interventions, management support, goals geared towards short-term and long-term results, organizational culture.
The Threat of Change and Employee Resistance
- Causes of Resistance to Change: Employee characteristics, change agent characteristics, change agent-employee relationship.
- Reasons Employees Resist Change: Predisposition toward change, surprise and fear of the unknown, climate of mistrust, fear of failure, loss of status/job security, peer pressure, disruption of cultural traditions/group relationships, personality conflicts, lack of tact/poor timing, non-reinforcing reward systems.
Career Readiness
- Model of Career Readiness: Emphasizing openness to change; identifying competencies like knowledge, core skills, soft skills, and attitudes for career success.
- Managing Career Readiness: Applying self-affirmation theory, practicing self-compassion, including mindfulness meditation, and practicing self-kindness to promote resilience and adaptability in the face of change.
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Description
Test your knowledge about Organizational Development (OD) and its principles. This quiz covers various topics such as the factors driving organizational change, the strategies for managing employee fears, and the intervention phases of the OD process. Perfect for students and professionals looking to enhance their understanding of OD.
