OB Final

Jobs grouped according to traditional business tasks such as marketing and human resources are grouped by work process. employee knowledge and skills. business function. client. location.

c

Athena's company specializes in the design of tennis ball canisters, making them sturdier, cheaper, and easier to open. This is an example of which type of innovation? radical incremental systems entrepreneurial strategic

b

Halo runs a tattoo parlor. Customers who place orders have unique words or images inked permanently into their skin. This is an example of mass production. unit production. continuous production. matrix structure. lattice structure.

b

In Lewin's Process Model of change, the process by which people become aware of the need for change is called refreezing. unfreezing. congealing. annealing. dissolving.

b

In a ______________ culture, employee values and behaviors are consistent with the organization's values, and the culture is resistant to change. strong negative strong positive weak negative weak positive moderate neutral

b

In the continuous change process model, the person responsible for managing the change effort is called a(n) transition manager. change agent. ombudsman. modification mogul. evolution emissary.

b

In the integrative framework for the implementation of task redesign, which of the following is NOT diagnosed during the "diagnosis of the work system and context" step? leader behavior board of directors diversity technology organization design group and social processes

b

On the job, which of the following is generally NOT true of Millennials? they prefer positive reinforcement they prefer not to work in teams they like clear job assignments they want flexibility in how to do their jobs they want to be treated as individuals

b

The first step in the integrative framework for the implementation of task redesign is diagnosis of the work system and context. recognition of a need for a change. go/no-go decision. cost-benefit analysis of proposed changes. selection of task redesign as a potential intervention.

b

The internet was an example of which kind of innovation? strategic radical systems incremental cultural

b

The sixth step in the integrative framework for the implementation of task redesign is implementation of any supplemental changes. formulation of the strategy for redesign. evaluation of the task redesign effort. implementation of the task changes. selection of a change agent.

b

The system of reporting relationships in the organization, from the first level up through the president or CEO is known as informal communication channels. hierarchy. bureaucracy. administrative interdependence. formal communication channels.

b

When a firm uses _________, it makes large volumes of identical products, typically using assembly lines and machines. unit production mass production continuous production a primary production system a matrix structure

b

Which generation is characterized by living at home with few responsibilities, experimenting with life, and putting off marriage, childbearing, home purchases, and other adult responsibilities? Generation X Millennials Generation Y Generation Z Baby Boomers

b

Which of the following is NOT considered an example of organization development? Job enlargement to reduce absenteeism and improve morale Automating an assembly line to increase production Autonomous work teams to improve cohesiveness Job enrichment to satisfy esteem needs Sensitivity training to improve communications

b

Which source of individual resistance to change is grounded in the fact that it is easier to do a job the same way every day, and learning an entirely new set of steps makes the job more difficult? economic factors habit fear of the unknown lack of awareness social factors

b

____ is the number of people reporting to a manager. Administrative intensity Span of control Work group size Organizational control Organizational management

b

_________ values and norms are the preferred values and norms explicitly stated by the organization. Enacted Espoused Artifact Assumed Formal

b

A(n) _________ innovation creates a new functionality by assembling existing parts in new ways. strategic radical systems incremental cultural

c

A(n) _________ is a physical manifestation of an organization's culture. enacted value espoused value artifact assumption formal practice

c

According to Fortune magazine, the most admired organizations are those that are the most ____. profitable. successful. innovative. functional. improved.

c

Ben wants to take advantage of the existing culture of his organization. To do this, Ben must first achieve productivity through people. empower his employees. be fully aware of the culture's values. practice hands-on management. implement cultural innovations.

c

Culture resists change for all of the following reasons EXCEPT it is typically communicated through stories and symbols. it embodies the basic values in the firm. it changes so frequently that employees begin to resist further change. it is often taken for granted. it involves changing basic assumptions.

c

Division of labor is often referred to as ____. departmentalization. the organizational chart. specialization. configuration. the administrative hierarchy.

c

Formalization reflects the extent to which organizational rules, procedures, and communications are ethical. fair. written down. comprehensive. top-down.

c

In a ____________, a headquarters is established in major geographical areas that works collaboratively with the product divisions to give the local units clearer operational goals and directions. global area division structure regional lattice structure regional headquarters structure global product division structure global transnational division structure

c

In which type of organization do managers spend a lot of time coordinating and controlling the network of contractors and strategic alliances? multinational organization ​lattice organization network organization matrix organization bureaucratic organization

c

Organizational structure can be analyzed by examining all of the following EXCEPT division of labor. span of control. hierarchy. centralization. All of these can be examined.

e

Rather than dealing openly with conflict, a(n) _________ conflict culture resists conflict with tactics such as withholding information or withdrawing from contact with coworkers. dominating collaborative strategic avoidant passive-aggressive

e

The degree to which members of a work organization are able to satisfy important personal needs through their experiences in the organization is called structural change. system-wide change. change agent success. total quality management. quality of work life.

e

The second step in the integrative framework for the implementation of task redesign is diagnosis of the work system and context. recognition of a need for a change. go/no-go decision. cost-benefit analysis of proposed changes. selection of task redesign as a potential intervention.

e

All of the following statements are true about socialization EXCEPT it is usually something that can be accomplished in a day-long new employee orientation program. it occurs in organizations in much the same way as it occurs in society. it is the process through which individuals learn acceptable behavior. socialization programs do not necessarily change employees' values. employees who are socialized into an organization usually accept the actual cultural values rather than the formal values of the organization.

a

Evading open discussion of the conflict issue is most common within _____________ conflict cultures. avoidant dominating collaborative passive-aggressive none of these

a

If a firm uses unit production and makes custom products, it should have a _________ structure with a _________ managerial span of control is most appropriate. flatter, smaller flatter, larger taller, smaller taller, larger none of these

a

In organizations with a _________, employees report to both a project or product team and to a functional manager. matrix structure functional structure bureaucratic structure prebureaucratic structure lattice structure

a

Organization development involves attempts to plan organization changes, which excludes _________ initiatives. spontaneous premeditated strategic ineffective none of these

a

Overdetermination is sometimes called structural inertia. organizational inertia. group inertia. group stability. organizational stability.

a

The eighth step in the integrative framework for the implementation of task redesign is implementation of any supplemental changes. formulation of the strategy for redesign. evaluation of the task redesign effort. implementation of the task changes. selection of a change agent.

a

The third step in Lewin's Process Model of change is refreezing. unfreezing. change itself. planning. observing.

a

What should a top manager who works in a company with performance-reducing values do? try to change the culture try to fire as many people as possible use restructuring to put all of the bad people in the same division use restructuring to dilute all of the bad people throughout the organization try to sell off the company to a competitor

a

When individuals or groups throughout the hierarchy are not given an opportunity to participate in decision making, authority is centralized. efficient. specialized. flexible. decentralized.

a

Which of the following is NOT true about communities of practice? they must be recognized by executive leadership they usually do not show up on organizational charts they can use the company intranet to develop a sense of community they share knowledge and experience openly and creatively All of these are true of communities of practice.

a

Which of the following is one of the organizational sources of resistance to change found by Katz and Kahn? Threatened expertise Rapidity of change Decentralization Formalization Specificity of change

a

Which source of individual resistance to change occurs when people fear that change will make their jobs obsolete or reduce their opportunities for future pay increases? economic factors habit fear of the unknown lack of awareness social factors

a

_________ conflict management norms resolve conflict openly. Active Passive Agreeable Disagreeable Strategic

a

Sam has good working relationships with his boss and coworkers, and is concerned that the upcoming organization change might disrupt these. Sam is most likely to resist the change because of lack of awareness. fear of the unknown. economic factors. habit. social factors.

b

The expected benefits from quality-of-work-life programs include all of the following EXCEPT positive attitudes. increased centralization of leadership. increased effectiveness of the organization. increased goal accomplishment. increased productivity.

b

The benefits of a matrix organization include all of the following EXCEPT it is flexible. it can provide coordinated responses to pressures. it is cheaper. it improves project coordination. it improves communication.

c

The structure of an organization is defined as the basic purpose of the organization. the sum of the individual working arrangements in place in an organization. a system of task, reporting, and authority relationships. a system of relationships that provides a framework of people. the basis through which individual activities are monitored.

c

In complex societies, the socialization process takes many days. weeks. months. years. centuries.

d

Information processing and communication changes include all of the following EXCEPT a new generation of computers. people may not need offices. work stations will be more electronic than paper and pencil. organizations will have systematic plans for changes. satellite systems for data transmission.

d

Large organizations tend to be _________ than small organizations. more flexible less centralized less bureaucratic more bureaucratic none of these

d

All of the following statements are true about innovation EXCEPT there are many risks associated with being an innovative company. innovation is the process of creating and doing new things that are introduced into the marketplace. one of the biggest challenges is using innovative technology in a cost-effective manner. true organizational innovation is pervasive throughout the organization. only small organizations can truly be innovative.

e

An organization's assumptions are _________ and _________ resistant to change. written down, moderately explicit, not explicit, highly implicit, not implicit, highly

e

Each of the following is a popular type of people-oriented change technique EXCEPT training management development team building survey feedback All of these are popular people-oriented change techniques.

e

Organization development focuses on technological change. has yet to emerge as a distinct field of study. works best as a spontaneous process. is designed to combat unwanted change. is the process of planned change using scientific knowledge.

e

Which term refers to a group of people whose shared expertise and interest in a joint enterprise informally binds them together? community of practice task force liaison role direct contact cross-functional team

a

With respect to management development, which of the following is NOT true? The value of management development is a proven fact. Management development objectives must be compatible with organizational objectives. Management development is a long-range process. Organizations must use care in identifying their unique developmental needs. Management development is multifaceted and complex.

a

The values that make up organization culture are often ____. discussed among employees. popularized in the company. taken for granted. used a strategic planning tool. celebrated on a monthly basis.

c

Which of the following is NOT a good suggestion for creating the conditions that enable communities of practice to flourish? start with a clear area of business need recruit management involvement don't start timidly build on informal employee initiatives already underway celebrate contributions

c

Which of the following keys to successful organization change management would help a manager reduce the spread of rumors regarding a change? Start small Secure top management support Foster open communication Encourage participation Take a holistic view

c

Which type of production requires low levels of supervision because machines do most of the work? unit production mass production continuous production a primary production system a matrix structure

c

​Which of the following is NOT a factor that influences organizational structure? ​external environment ​organization's production technology ​organizational age ​organizational size ​business strategy

c

An organization's culture of _________ reflects the extent to which majority members value efforts to increase minority representation, and whether the qualifications and abilities of minority members are questioned. diversity strategy conflict inclusion multiculturalism

d

An organization's culture takes a _________ time to evolve, and it takes a _________ time to change it. short, long long, short short, short long, long moderate, moderate

d

As organization size increases, each of the following increases as well EXCEPT centralization. the number of rules. the number of levels in the hierarchy. flexibility. specialization of labor.

d

Because workgroups develop their own subcultures, _________ can be used to build a common cultural foundation. mass emails instant messaging programs bulletin boards intranets IRC channels

d

Grouping employees by ___________ is similar to grouping them by output, except that the focus is on specific job tasks rather than on what the final product is. work process employee knowledge and skills business function client location

d

If a business strategy and corporate culture are pulling in two different directions, the _________ will win _________. strategy, unless the culture is really strong strategy, no matter how strong the culture is culture, unless the strategy is extremely good culture, no matter how good the strategy is none of these

d

In a(n) _________ conflict culture, employees actively manage and resolve conflicts cooperatively to find the best solution for all involved parties. dominating collaborative strategic avoidant passive-aggressive

d

In which integrating mechanism do managers from different units informally work together to coordinate or to identify and solve shared problems? community of practice task force liaison role direct contact cross-functional team

d

One factor influencing organizational structure is the organization's technology, which is also called its hours of operation. business strategy. organizational chart. primary production system. secondary production system.

d

Research suggests that organization culture is understood and communicated through the use of observation alone. employee handbooks. psychological contracts. stories and symbols. raises and bonuses.

d

Smaller organizations with low standardization, total centralization, and mostly one-on-one communication have a matrix structure. functional structure. bureaucratic structure. prebureaucratic structure. lattice structure.

d

The fourth step in the integrative framework for the implementation of task redesign is diagnosis of the work system and context. recognition of a need for a change. go/no-go decision. cost-benefit analysis of proposed changes. selection of task redesign as a potential intervention.

d

The main advantage of division of labor is that it promotes worker satisfaction. worker autonomy. the creation of stimulating jobs. efficient use of labor. increased employee motivation.

d

The most common means of developing innovation in the traditional organization is through entrepreneurship intrapreneurship radical innovation corporate research a chief innovation officer

d

The number of people born in the U.S. between 1945 and 1960 was approximately 38 million. 27 million. 100 million. 56 million. 38 million.

d

The silent treatment is most common within _________ conflict cultures. avoidant dominating collaborative passive-aggressive none of these

d

The system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving organizational effectiveness is called change agency. process change. transition management. organization development. none of these

d

When the culture they observe contradicts the culture formally espoused in corporate pamphlets, new employees come to accept a mixture of the two. the pamphlets, unless they prefer the observed culture. the pamphlets, unless they're really badly written. the actual cultural values rather than those formally espoused. the actual cultural values rather than those formally espoused, unless the pamphlets are particularly convincing.

d

Which of the following is NOT one of the keys to successful change management? Reward those who contribute to change. Secure top management support. Encourage participation by those affected by the change. Maximize employee job satisfaction. Foster open communication.

d

Which organizational source of resistance to change occurs when a job redesign or a structural change transfers responsibility for a specialized task from the current expert to someone else? changes in resource allocation narrow focus of change overdetermination threatened expertise group inertia

d

Which type of innovation do other innovations often rely on? strategic radical systems incremental cultural

d

Which type of innovation is the most common? strategic radical systems incremental cultural

d

Which type of structure do new or young organizations typically have? matrix structure functional structure bureaucratic structure prebureaucratic structure lattice structure

d

_________ are those organizational values that have become so taken for granted over time that they become the core of the company's culture. Enacted values Espoused values Artifacts Assumptions Formal practices

d

_________ conflict management norms resolve conflict in a competitive manner. Active Passive Agreeable Disagreeable Strategic

d

_________ is the process of creating and doing new things that are introduced into the marketplace as products, processes, or services. Organizational culture Intrapreneurship Entrepreneurship Innovation Strategy

d

A centralized, heavily edited and filtered intranet reflects a culture in which information flows ______ freely and employee contributions are _______ valued. somewhat, somewhat less, more more, less more, more less, less

e

All of the following statements about change are true EXCEPT An organization may resist change. Change is inevitable. An organization may promote change. Resistance to change is inevitable. Resistance to change should be eliminated.

e

The strength or weakness of a culture reflects the degree to which the culture produces year-over-year bottom line growth. is consistent with the organization's business strategy. is consistent with employee behaviors and values. promotes ethical behavior. resists change.

e

To succeed in a rapidly changing environment, an organization needs to have a more _________ structure. centralized formalized bureaucratic mechanistic flexible

e

Which of the following is NOT a goal of team building? setting team goals and priorities analyzing how work is performed examine how a group is working examine relationships among the people doing the work All of these are goals of team building.

e

Which organizational source of resistance to change occurs when group norms act as a brake on individual attempts at behavior change? changes in resource allocation narrow focus of change overdetermination threatened expertise group inertia

e

Which source of individual resistance to change occurs when people resist change for fear of what others will think? economic factors habit fear of the unknown lack of awareness social factors

e

Which type of multinational organizational structure works best when both global integration and local responsiveness are needed? global area division structure regional lattice structure regional headquarters structure global product division structure global transnational division structure

e

Who is often acknowledged after a change effort? People who were hired once the change began. People who were hired only after the change had ended. People who worked hardest to speed up the change. People who quickly grasped new work assignments. People who tried to stop it.

e