Organizational Development Concepts Quiz

<p>Systems approach to innovation (D)</p> Signup and view all the answers

<p>Foster open communication and transparency (B)</p> Signup and view all the answers

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

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

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

<p>What is the problem? (A)</p> Signup and view all the answers

<p>OD can also be geared towards long-term results. (B)</p> Signup and view all the answers

<p>Managing anticipated problems and opportunities (B)</p> Signup and view all the answers

<p>Radically Innovative Change (D)</p> Signup and view all the answers

<p>Learning new ways of doing things (A)</p> Signup and view all the answers

<p>Instilling the new ways as the standard practice (D)</p> Signup and view all the answers

<p>It is rooted in experience with similar changes. (A)</p> Signup and view all the answers

<p>The resulting effects of the change effort (D)</p> Signup and view all the answers

<p>The forces that either facilitate or resist change (A)</p> Signup and view all the answers

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

<p>Fear of failure (C)</p> Signup and view all the answers

<p>Reinforcement of negative behaviors (C)</p> Signup and view all the answers

<p>It fosters resilience and adaptability (B)</p> Signup and view all the answers

<p>Self-kindness (D)</p> Signup and view all the answers

<p>Excessive communication from management (C)</p> Signup and view all the answers

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

<p>Self-affirmation mode (D)</p> Signup and view all the answers

<p>It leads to decreased employee morale (B)</p> Signup and view all the answers

<p>Incremental Innovation (C)</p> Signup and view all the answers

<p>Commitment from senior leaders (B)</p> Signup and view all the answers

<p>Process Innovation (C)</p> Signup and view all the answers

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

<p>Uncertainty regarding job security (C)</p> Signup and view all the answers

<p>Innovation going too far (D)</p> Signup and view all the answers

<p>Comprehensive human resource policies (A)</p> Signup and view all the answers

<p>Completely new technology directions (C)</p> Signup and view all the answers

The constant shift in business environments that forces organizations to adapt and evolve.

Organizations react to changes in the market or industry by implementing changes as needed.

Organizations anticipate changes and proactively implement strategies to stay ahead of the curve.

Factors outside the organization that drive change such as customer preferences or government regulations.

Factors within the organization that drive change such as a shift in company strategy, a change in management or employee morale.

A systematic approach to improving organizational performance through planned interventions that address human, social, and technical aspects of work. It's about aligning people, processes, and structures for greater effectiveness.

Identifying the root cause of performance issues or areas for improvement within an organization. This involves data collection, analysis, and understanding of the problem to determine the best course of action.

The action taken to address the diagnosed problem in OD. Interventions can range from training programs to structural changes, aiming to resolve the issue and improve performance.

Assessing the effectiveness of the intervention implemented in OD. It measures the impact of the changes on the organization and its people, often through metrics like employee satisfaction or productivity gains.

Providing feedback on the results of the evaluation to guide further adjustments in the OD process. This helps refine the diagnosis and intervention, ensuring the effectiveness of the change efforts.

Types of change that require minimal adjustment and are familiar to those involved.

Types of change that involve significant alterations and require more effort and adaptation.

Types of change that are completely new and involve radical revisions to existing practices.

The first step in Lewin's change model, aiming to prepare individuals or organizations for change by increasing motivation and readiness.

The second step in Lewin's change model, involving the implementation of new processes, behaviors, or structures to achieve the desired change.

The final step in Lewin's change model, solidifying the newly implemented change by making it a permanent part of the organization's culture and practices.

A plan that outlines how an organization will approach innovation, including goals, strategies, and resources.

The commitment of top executives to support and champion innovation within the organization.

Creating a work environment that fosters creativity, experimentation, and a willingness to embrace new ideas.

Structures and processes within an organization that facilitate innovation, such as idea management systems, innovation teams, and resource allocation models.

The skills, knowledge, and experience necessary to drive innovation within an organization.

Policies, practices, and procedures that support and attract innovative talent, promoting learning, development, and risk-taking.

Adequate resources, including funding, technology, equipment, and time, are essential for innovation to flourish.

Causes of resistance to change can be found in employee characteristics, change agent characteristics, and the relationship between the change agent and employees.

The natural inclination of an individual to accept or resist change.

The fear of the unknown can make individuals resistant to change, as they worry about the potential negative consequences.

A climate of mistrust can hinder change efforts, as employees may doubt the intentions or competence of their leaders.

The fear of failing at implementing a change can lead individuals to resist it, especially when they feel their performance is being evaluated.

Change can threaten an individual's current power or position within an organization, leading to resistance.

Peer influence can play a significant role in shaping attitudes towards change, and if peers resist, so might the individual.

Change often disrupts established norms and practices, creating resistance from those who value tradition.

Change can lead to personality clashes and conflicts, especially when people have different perspectives or styles.