Org. Change Ch. 8 (MC)
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Questions and Answers

What is the objective of inter-group confrontation?

  • To increase awareness of each other's activities (correct)
  • To discourage collaboration between the groups
  • To highlight the weaknesses of each group
  • To encourage competition between the groups

    • What is the key characteristic of a short-term win in the context of organizational transformation?

  • It is secretive and not visible to many people
  • It is visible and related to the change effort (correct)
  • It is irrelevant to the change effort
  • It is costly and may not justify the short-term costs involved
  • It is ambiguous and subject to debate

    • In the context of change, what is necessary for the new order resulting from any change to be institutionalized?

  • Clear communication of the change effort (correct)
  • Constant resistance from employees
  • No reinforcement from leaders
  • Ignoring cultural norms

    • What are some ways available for measuring the softer issues associated with change?

    <p>Interviews with individuals or focus groups, and an examination of turnover and absenteeism rates</p> Signup and view all the answers

    According to Acko, what does it mean to resolve a problem?

    <p>Selecting a course of action that yields an outcome that is good enough</p> Signup and view all the answers

    What is the 'research' approach to mess management, according to Acko?

    <p>A method heavily reliant on research-based scientific methods, techniques, and tools</p> Signup and view all the answers

    What does it mean to dissolve a problem, as per Acko?

    <p>Change the nature and/or the environment of the entity in which it is embedded</p> Signup and view all the answers

    What distinguishes the 'design' approach to problem solving, according to Acko?

    <p>Seeking to redesign the characteristics of the larger system containing the problem</p> Signup and view all the answers

    What is the primary focus of organizational development (OD)?

    <p>Enhancing intact work teams</p> Signup and view all the answers

    What is the role of top management in organizational development (OD)?

    <p>Essential support and involvement</p> Signup and view all the answers

    What is the main goal of OD practitioners in organizational development?

    <p>To develop the client system's problem-solving ability through continuous learning</p> Signup and view all the answers

    What type of learning does double-loop learning in OD focus on?

    <p>Process-oriented learning</p> Signup and view all the answers

    What is the main focus of the process-oriented approach in organizational development (OD)?

    <p>Changing people's behaviors and organisational structures and cultures</p> Signup and view all the answers

    According to Lewin's three-phase model of change, what is the first phase?

    <p>Unfreezing: Shake up people's habits, strengthen forces for change, weaken opposing forces</p> Signup and view all the answers

    What is the focus of Stage 1a in the action research model of change?

    <p>Diagnose current situation, assess environmental factors, examine organisational purposes, structure, culture, and individual motivations</p> Signup and view all the answers

    According to Pugh's principles, what should be considered when persuading participants of the need for change?

    <p>Consider the implications for various groupings, address people's jobs, career prospects, motivation, status, power, and the prestige of different groups</p> Signup and view all the answers

    What is an important stage in the Organizational Development (OD) process?

    <p>Identifying who will guide the planning and implementation of the change</p> Signup and view all the answers

    What specific competencies are required for an effective change agent?

    <p>Help define the problem, diagnose causes, offer alternatives</p> Signup and view all the answers

    What technique was introduced by Beckhard and Harris to clarify required behaviors for change tasks and reduce ambiguity?

    <p>Responsibility charging</p> Signup and view all the answers

    What should effective action plans be aligned with?

    <p>Change goals and priorities</p> Signup and view all the answers

    Study Notes

    • Principle 4 in Organizational Development (OD) process: change is most acceptable when initiated with successful, confident individuals and groups.
    • Develop an action plan is a crucial stage in OD process, marking the phase of transitioning from an organization's current state to its desired future state.
    • Identify who will guide the planning and implementation of the change is essential in this stage of the OD process.
    • Define what exactly needs to change to achieve the vision is important.
    • Where and at what level intervention should take place needs consideration.
    • An effective change agent requires specific competencies, such as: help define the problem, diagnose causes, offer alternatives, lead implementation, and transmit learning.
    • Beckhard and Harris introduced 'responsibility charging,' a technique to clarify required behaviors for change tasks and reduce ambiguity.
    • Pugh designed an OD matrix to help with action planning, focusing on the type and level of change needed.
    • OD interventions should consider the impact on different organizational subsystems, such as top management, management-ready systems, hurting systems, new teams, and support structures.
    • Effective action plans should be relevant, specific, integrated, chronological, adaptable, and aligned with change goals and priorities.
    • Surveys can be used to assess attitudes and morale and provide modifications to the action plan or implementation methods.
    • Organizational mirroring involves feedback from various organizational groups to the host group about its perceived actions and behavior.

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    Related Documents

    Organizational Change - Chapter 8 PDF

    Description

    Explore the process-oriented approach in organizational development, which focuses on changing behaviors, structures, and cultures within the workplace. Learn about identifying stakeholders, addressing issues, and facilitating change within the organization.

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