chapter 10 quiz

OD intervention strategies that are successful in one country are highly likely to be successfully applied in other countries. True False

False OD effectiveness is affected by cross-cultural considerations. Thus, an OD intervention that worked in one country should not be blindly applied to a similar situation in another country.

Innovation happens in a "Eureka!" moment and it can be systematized. True False

False Two myths about innovation are that it happens in a "Eureka!" moment and that it can be systematized.

Adaptive change is the introduction of a practice that is new to the organization. true false

False Adaptive change is reintroduction of a familiar practice—the implementation of a kind of change that has already been experienced within the same organization. Innovative change is the introduction of a practice that is new to the organization.

Organizational development managers and consultants follow a moving vehicle model. True False

False Like physicians, OD managers and consultants follow a medical-like model; that is, they follow the rules of evidence-based management. They approach the organization as if it were a sick patient, using diagnosis, intervention, and evaluation: "diagnosing" its ills, "prescribing" treatment or intervention, and "monitoring" or evaluating progress.

Innovation can be easily systematized. True False

False Lots of people believe that innovation can be systematized, or made a codified and standardized process that can be designed to always yield fruitful results. Obviously, if this could be done, many companies would be doing it. The problem with innovation, however, is that there are too many challenges associated with it, which makes success unpredictable.

When a manager is trying to foster innovation, the first thing he or she should do is work to overcome employee resistance. True False

False The first step in fostering innovation is to recognize problems and opportunities, and devise solutions.

Which of the following is not a recommended way to manage innovation and change? Look for opportunities in unconventional ways. Prevent failure at all cost. Give one consistent explanation for the change. Have the courage to follow your ideas. Don't stomp on new ideas.

Prevent failure at all cost. Ways to deal with change and innovation include allowing room for failure.

The value of Kotter's steps for leading organizational change is that they provide specific recommendations about behaviors that managers need to exhibit to successfully lead organizational change. True False

True The value of Kotter's steps is that they provide specific recommendations about behaviors that managers need to exhibit to successfully lead organizational change.

Disruptive innovation is a process by which a product or service takes root initially in simple applications at the bottom of a market and then relentlessly moves up market, eventually displacing established competitors. True False

True Disruptive innovation is a process by which a product or service takes root initially in simple applications at the bottom of a market and then relentlessly moves up market, eventually displacing established competitors. One example is technological breakthrough such as digitalization.

Managers hoping to foster innovation must gain allies by communicating their vision. True False

True Once you've decided how you're going to handle the problem or opportunity, start developing and communicating your vision. Among the details you'll need to communicate to gain support are the following: showing how the product or service will be made, showing how potential customers will be reached, and demonstrating how you'll beat your competitors.

Radical innovation creates products, services, or technologies that don't exist yet. True False

True Radical (transformational) innovation creates products, services, or technologies that don't exist yet.

A consultant with a background in behavioral sciences who can be a catalyst in helping organizations deal with old problems in new ways is known as a _____. conversion specialist modification expert development counselor change agent transformation consultant

change agent Often OD is put into practice by a person known as a change agent, a consultant with a background in behavioral sciences who can be a catalyst in helping organizations deal with old problems in new ways.

The organizational development (OD) process has three steps: ____, ____, and ____. evaluation, data collection, and diagnosis management, revitalization, and adaptation diagnosis, intervention, and evaluation management, diagnosis, and implementation intervention, implementation, and execution

diagnosis, intervention, and evaluation The organizational development (OD) process has three steps: diagnosis, intervention, and evaluation.

Employees resist change for all the following reasons except _____. disruption of group relationships fear of the unknown or failure peer pressure faith in change agent's intentions individuals' low predisposition toward change

faith in change agent's intentions The top reasons employees resist change are (1) individuals' low predisposition toward change; (2) surprise and fear of the unknown; (3) climate of mistrust; (4) fear of failure; (5) loss of status or job security; (6) peer pressure; (7) disruption of cultural traditions or group relationships; (8) personality conflicts; (9) lack of tact or poor timing; and (10) nonreinforcing reward systems.

When a grocery store chain adopts a new practice of its competitors by staying open 24 hours a day, requiring employees to work flexible schedules, it is considered a(n) ______ change. process innovative radically innovative adaptive impermanent

innovative Innovative change is the introduction of a practice that is new to the organization. It is apt to trigger some fear and resistance among employees. For example, should a grocery store decide to adopt a new practice of competitors by staying open 24 hours a day, requiring employees to work flexible schedules, it may be felt as moderately threatening.

Which of the following is not one of the four steps for fostering innovation? recognize problems and opportunities and devise solutions effectively managing people, groups, and organizational processes and systems in the pursuit of innovation gain allies by communicating your vision issue a mandate: change or leave empower employees and reward them to achieve progress

issue a mandate: change or leave Four steps for fostering innovation are to (1) recognize problems and opportunities and devise solutions; (2) gain allies by communicating your vision; (3) overcome employee resistance and empower and reward them to achieve progress; and (4) execute well by effectively managing people, groups, and organizational processes and systems in the pursuit of innovation.

An emotional or behavioral response to real or imagined threats to an established work routine is known as _____. fight or flight response resistance to change irrational insecurity need for stability performance anxiety

resistance to change Resistance to change is an emotional/behavioral response to real or imagined threats to an established work routine. Resistance can be as subtle as passive resignation and as overt as deliberate sabotage.

Resistance to organizational change is considered to be the interaction of three causes. These causes can be generally described as employee characteristics, change agent characteristics, and _____. the change agent-employee relationship community characteristics employee longevity technology life cycles organizational size

the change agent-employee relationship Resistance to change is an emotional/behavioral response to real or imagined threats to an established work routine. Resistance can be as subtle as passive resignation and as overt as deliberate sabotage. Resistance can be considered to be the interaction of three causes: (1) employee characteristics, (2) change agent characteristics, and (3) the change agent-employee relationship.

To explain how to initiate, manage, and stabilize planned change, Kurt Lewin developed a model with three stages. They were _______. Look for opportunities in unconventional ways. Prevent failure at all cost. Give one consistent explanation for the change. Have the courage to follow your ideas. Don't stomp on new ideas.

unfreeze, change, and refreeze To explain how to initiate, manage, and stabilize planned change, Kurt Lewin developed a model with three stages—unfreeze, change, and refreeze.

In the ______ stage of Kurt Lewin's change model, managers try to instill in employees the motivation to change, encouraging them to let go of behaviors that are resistant to innovation. modeling freezing diagnosing unfreezing refreezing

unfreezing In the unfreezing stage, managers try to instill in employees the motivation to change, encouraging them to let go of attitudes and behaviors that are resistant to innovation.