Q&A Hero

Q: Organizational _____ consists of the shared values and assumptions of how its members will behave. A. climate B. development C. capital D. culture

Q: Which of the following is the final step in Lussier's change model? A. Controlling the change B. Identifying possible resistance to the change C. Implementing the change D. Planning the change

Q: Which of the following is the first step in Lussier's change model? A. Identifying possible resistance to the change B. Controlling the change C. Planning the change D. Defining the change

Q: In which of the following steps of Lewin's change model do employees learn the new desirable behavior, values, and attitudes? A. Unfreezing B. Refreezing C. Moving D. Freezing

Q: In which of the following steps of Lewin's change model does the desirable performance become the permanent way of doing things? A. Unfreezing B. Refreezing C. Moving D. Freezing

Q: Which of the following is the first step of Lewin's change model? A. Unfreezing B. Moving C. Refreezing D. Reinforcement

Q: Which of the following ways would a blocker adopt to resist change? A. A blocker would accept that it's a good idea but wouldn't do it. B. A blocker would do it but in free time. C. A blocker would suggest someone else to do it. D. A blocker wouldn't want to do it in the way suggested.

Q: Which of the following is a method to overcome resistance to change? A. Direct confrontation B. Minimal advance notice C. Use of power and ethical politics D. Reduction of employee involvement

Q: "Why should I do it when I am paid the least compared to the others?" Identify the resistance to change reflected in this statement. A. Beliefs about self B. Facts about self C. Values pertaining to self D. Facts about the work environment

Q: "I don't think I can do it better than Sandra; let her take this up." Which of the following resistance to change is best reflected in this statement? A. Facts about the work environment B. Facts about self C. Values pertaining to self D. Beliefs about others

Q: "I've never done this job before." Which of the following resistance to change is reflected in this statement? A. Facts about the work environment B. Facts about self C. Values pertaining to self D. Beliefs about self

Q: "I spent all day yesterday doing this job. It's not my turn today." Which of the following sources of resistance does this statement represent? A. Facts about the work environment B. Beliefs about the work environment C. Values pertaining to the work environment D. Beliefs about self

Q: John, an employee at Readers Co., will have to perform the additional work of proof reading with his regular filing job. Which of the following types of change does this statement represent? A. Task change B. People change C. Demographic change D. Technological change

Q: "Mr. Robinson will be in charge of the biology department from now on." Which of the following types of change does this statement represent? A. Technological change B. People change C. Demographic change D. Structural change

Q: The integration of both people and technology is known as creating a _____. A. technostructure B. sociotechnical system C. public automation D. hybrid positioning system

Q: "The new laser printer will expedite the printing process." Which of the following types of change does this statement represent? A. Task change B. People change C. Structural change D. Technological change

Q: Anvil Inc., a steel company, changed its organization chart from hierarchical to flat. Which of the following types of change does this statement represent? A. Technological change B. People change C. Structural change D. Task change

Q: _____ are formal systems for collecting, processing, and disseminating analyzed data that are necessary to aid managers in decision making. A. Management information systems B. Learning management systems C. Content management systems D. Local information systems

Q: Americans tend to focus on small incremental changes to improve processes and products, whereas the Japanese tends to focus on large major changes.

Q: Force field analysis is particularly useful for group problem solving.

Q: Evaluative objectives are used as the basis of administrative decisions to reward or punish past performance.

Q: Development is the process of developing the necessary technical skills of nonmanagers to perform the present job.

Q: Morale is commonly measured on a continuum ranging from high to low morale, based on the seven dimensions of climate.

Q: Culture is based on shared values and assumptions of "how" things should be done, while climate is based on shared perceptions of the "way" things are done.

Q: Organizational climate is the relatively enduring quality of the internal environment of the organization as perceived by its members.

Q: An organizational culture is considered positive when it has norms that contribute to effective performance and productivity.

Q: All organizations with clear values that are shared to the extent of similar behavior have weak cultures.

Q: Organizational culture is learned through observing and interacting with employees, events, and training.

Q: Organizational culture is learned primarily through seminars and manuals.

Q: Identifying possible resistance to a change is the first step in Lussier change model.

Q: Refreezing is the change process in which employees learn the new desirable behavior, values, and attitudes.

Q: Confronting people by persuading them that their facts, beliefs, and values are wrong is one of the major methods to overcome resistance to change.

Q: Employees who participate in developing changes are more committed to them than employees who have changes assigned to them.

Q: One of the reasons people resist change is because the prospect of learning something new itself produces anxiety.

Q: According to the change process, once people get over the initial shock and realize that change is going to be a reality, they accept the change.

Q: During the breakthrough in technology, companies often fight for design dominance to set the market standard.

Q: Discontinuous change breaks the status quo and transforms the competitive environment.

Q: Automation refers to how the organization transforms inputs into outputs.

Q: _____ is an organizational development (OD) technique that uses a questionnaire to gather data that are used as the basis for change.

Q: _____ is the process of developing the necessary skills to perform the present job.

Q: _____ is a dimension of organizational climate that refers to the degree of satisfaction with human relations.

Q: _____ is a state of mind based on employees' attitudes and satisfaction with the organization.

Q: According to Lewin's model of change, the step that involves reducing forces that maintain the status quo is known as _____.

Q: As a form of change, _____ change is a significant breakthrough in technology that leads to design competition and a new technology cycle.

Q: As a form of change, _____ change is continual improvement that takes place within an already existing technology cycle.

Q: The integration of both people and technology is known as creating a(n) _____.

Q: _____ are formal systems for collecting, processing, and disseminating the information necessary to aid managers in decision making.

Q: _____ is the simplification or reduction of human effort required to do a job.

Q: What are the steps involved in coaching? Explain.

Q: What is organizational climate? What are its dimensions?

Q: What is organizational culture? Explain the two dimensions of an organization's culture.

Q: Explain the Lussier change model.

Q: List the methods of overcoming resistance to change.

Q: What are the sources of resistance to change? List the major focuses of resistance.

Q: In _____ power-distance cultures, where more autocratic decisions are made, participation is not as acceptable.

Q: _____ occurs when the group's solution to a problem or opportunity is superior to all individuals'.

Q: The _____ polls a group through a series of anonymous questionnaires.

Q: _____ is the process of generating and evaluating alternatives through a structured voting method.

Q: A(n) _____ is a cooperative attempt to develop a solution acceptable to all employees, rather than a competitive battle in which a solution is forced on some members of the group.

Q: _____ is the process of generating novel alternatives through role-playing and fantasizing.

Q: Using the decision-making model helps us be more rational and focus our intuitive judgment, which is called _____.

Q: The _____ decision maker may be viewed as wishy-washy and indecisive.

Q: The _____ problem member doesn't want to take individual responsibility and do a fair share of the work.

Q: If any one of the components of a team is weak, performance will suffer; this is called the _____ effect.

Q: Describe the stages in the creative process.

Q: Describe the three decision-making styles.

Q: Describe six problem members and mention a way to handle each of them.

Q: Explain the parts of a meeting.

Q: Explain the areas in which meeting planning is needed.

Q: What supervisory styles can be used with groups based on their stages of development?

Q: Describe the various stages of group development.

Q: What is team dynamics? Describe its components.

Q: What is teamwork? Describe the different types of teams.

Q: Many people complain about meetings. Recall a meeting that you have attended. Do you have any complaints about it? State whether or not the meeting had each of the four parts of a written meeting plan (Exhibit 11.5) and whether the meeting included (1) reviewing objectives, (2) covering agenda items, and (3) summarizing and reviewing assignments. How could the meeting have been improved?

Q: Team development stages state that most people coming to a new group are enthusiastic, but that with time they lose some of their morale. What types of things happen in most groups to cause this decline in morale? Be sure to focus on the components of team structure and team dynamics.

Q: The younger generations have been called the "me generation" because they care only about themselves. Do you agree with this statement? How does putting oneself as number one affect group performance? Which group role is illustrated through the "me generation" statement?

Q: Select a work or sports team to which you belong/have belonged. Which team member (not the manager or coach) had the highest level of status? Identify the factors that contributed to that person's high status.

Q: It has been said that success breeds cohesiveness, which in turn leads to more success. What does this mean? How is it supposed to work? Do you agree with the statement?

Q: What is the difference between a rule and a norm? Do norms help or hurt groups? Is it ethical to make group members comply with group norms? Can groups stop having norms?

Q: It has been said that the team performance model is too simplistic; group performance is much more complex. Do you agree with this statement? How can the model be used?