Org. Theory and Design: Chapter 10 (Matching)

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Questions and Answers

Match the following with their typical kind of change efforts:

Investment in training and development activities = Human resources Transfer of resources to functions where the most value can be created = Functional resources Database queries = Technological capabilities Styling web pages = Organizational capabilities

Match the following with their primary usage:

Python = General-purpose programming JavaScript = Client-side scripting for web applications SQL = Database queries CSS = Styling web pages

Match the following change management processes with their descriptions:

Unfreezing = The process of preparing the organization to accept that change is necessary Refreezing = The process of stabilizing the organization in a new state after the change has been implemented Top-down change = Change implemented by managers at a high level in the organization Bottom-up change = Change implemented by employees at low levels in the organization and gradually rises until it is felt throughout the organization

Match the following organizational development techniques with their purposes:

Counselling = Helping workers manage their interactions with other people in the organization more effectively Sensitivity training = An intense type of counselling to help individuals interpret and react to other people and events in a variety of ways Process consultation = Assisting individuals and groups in organizations to improve their problem-solving, decision-making, and performance Action research = A strategy for generating and acquiring knowledge that managers can use to define an organization’s desired future state and to plan a change program towards that future state Signup and view all the answers

Match the following organizational change strategies with their characteristics:

Reengineering = Redesigning how tasks are bundled into roles and functions to improve organizational effectiveness Restructuring = Changing task and authority relationships and redesigning organizational structure and culture to improve organizational effectiveness Innovation = The successful use of skills and resources to create new technologies or new goods and services E-engineering = Companies’ attempts to use all kinds of information systems to improve their performance Signup and view all the answers

Match the following Total Quality Management (TQM) concepts with their descriptions:

Flexible work team = A group of workers responsible for performing all the operations necessary for completing a specified stage in the manufacturing process Quality circles = Groups of workers who meet regularly to discuss the way work is performed in order to find new ways to increase performance Revolutionary change = Rapid, dramatic, and broadly focused change involving a bold attempt to quickly find new ways to be effective Institutionalizing action research = Making action research a required habit or a norm adopted by every member of an organization Signup and view all the answers

Match the types of change with their characteristics:

Evolutionary change = Gradual, incremental, and narrowly focused Revoluntary change = Drastic or sudden altering of the basic nature of an organization’s strategy and structure Sociotechnical systems theory = Theory proposing the importance of changing role and task relationships to increase organizational effectiveness Total quality management = Approach focused on constant attempt to improve, adapt, and adjust strategy and structure incrementally Signup and view all the answers

Match the forces for organizational change with their descriptions:

Competitive forces = Necessity to match or surpass competitors in efficiency, quality, or innovation Economic, political and global forces = Continual influence compelling organizations to change production methods and locations Demographic and social forces = Changes in workforce demographics leading to the need for new management styles and understanding diverse members effectively Ethical forces = Increasing demands for responsible and honest corporate behavior Signup and view all the answers

Match the levels of resistance to organizational change with their descriptions:

Organization-level resistance = Impediments to change caused by power struggles, functional differences, mechanistic structure, and organizational culture Group-level resistance = Resistance produced by strong informal norms, group cohesiveness, and groupthink in cohesive groups Individual-level resistance = Reasons for resistance including uncertainty, selective perception, and habit preference for familiar actions and events Lewin’s force-field theory of change = Theory stating that opposing forces within an organization determine how change will take place Signup and view all the answers

Match the organizational capabilities with their descriptions:

Technological capabilities = Enormous capacity to change an organization to exploit market opportunities Constant stream of new products or modifications = One of an organization’s core competences Organizational capabilities = Involves changing relationships between people and functions Changes in structure and culture = Include changing routines, work group relationships, division integration, and corporate culture Signup and view all the answers

Match the following OD techniques with their descriptions:

Process Consultation = Facilitator works closely with a manager to improve interactions with group members Team Building = Facilitator observes group interactions and helps them become aware of ways to improve work interaction Intergroup Training = Uses team building to improve different functions or divisions working together Organizational Confrontation Meeting = Brings all managers of an organization together to confront the issue of meeting organizational goals effectively Signup and view all the answers

Match the following OD techniques with their primary focus:

Process Consultation = Improving manager's interaction with group members Team Building = Improving work interaction and awareness of group members Intergroup Training = Improving interdependent groups' effectiveness Organizational Confrontation Meeting = Meeeting organizational goals effectively Signup and view all the answers

Match the following OD techniques with their target level of intervention:

Process Consultation = Individual/managerial level Team Building = Group level Intergroup Training = Inter-group level Organizational Confrontation Meeting = Organizational level Signup and view all the answers

Match the following OD techniques with their goal for organizational performance improvement:

Process Consultation = Improving manager's interaction with group members Team Building = Improving work interaction and awareness of group members Intergroup Training = Improving interdependent groups' effectiveness Organizational Confrontation Meeting = Confronting organizational goals effectively Signup and view all the answers

Match the following OD techniques with their focus on group interactions:

Process Consultation = Manager's interactions with group members Team Building = Observing and improving group interactions Intergroup Training = Improving inter-group interactions Organizational Confrontation Meeting = Bringing managers together for confronting organizational issues Signup and view all the answers

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Study Notes

Change Management Concepts

Match different types of change efforts with their characteristics
Recognize the primary usage of various change management processes
Identify organizational development techniques with their purposes
Link organizational change strategies with their characteristics
Understand Total Quality Management (TQM) concepts and their descriptions
Distinguish between types of change and their characteristics
Identify forces for organizational change and their descriptions
Recognize levels of resistance to organizational change and their descriptions
Match organizational capabilities with their descriptions
Identify OD techniques with their descriptions, primary focus, target level of intervention, and goal for organizational performance improvement
Recognize OD techniques that focus on group interactions