1 .
Organizational renewal often starts with: [Hint]
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| Strategic change.
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| Improved technology.
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| Intense competition.
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| Company's culture.
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2 .
Adopting new corporate values is a part of: [Hint]
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| Communication.
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| Structural change.
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| Cultural change.
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| Rewards and status.
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3 .
Redesigning the company's span of control or decision-making procedures is a part of: [Hint]
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| Structural change.
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| Cultural change.
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| Organizational development interventions.
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| Technological change.
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4 .
Technological change will most likely fail without: [Hint]
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| Organizational development interventions.
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| Employee support.
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| Attitudes and skills.
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| Structural change.
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5 .
Reducing the forces striving to maintain the status quo is termed by Psychologist Kurt Lewin as: [Hint]
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| Moving.
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| Unfreezing.
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| Refreezing.
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| Sense of urgency.
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6 .
According to Lewin, reinforcing changes is necessary to prevent: [Hint]
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| Weakening the status quo.
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| Reverting to former methods.
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| Refreezing the organization.
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| Instituting new systems.
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7 .
Leaders begin organizational change by: [Hint]
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| Developing a vision.
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| Diagnosing problems.
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| Creating a sense of urgency.
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| Creating a coalition.
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8 .
A statement of the organization's intended direction that evokes emotional feelings in members is: [Hint]
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| Sense of urgency.
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| Diagnosis of problems.
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| Moving.
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| Leadership vision.
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9 .
Employees formulate change that's required and implement it in: [Hint]
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| Action research.
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| Human process interventions.
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| Sensitivity training.
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| Organizational development.
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10 .
Helping employees develop a better understanding of their own and others' behaviors and improve that behavior is: [Hint]
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| human process interventions.
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| organizational development.
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| action research.
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| sensitivity training.
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11 .
Four basic types of organizational development include all the following except: [Hint]
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| team building.
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| technostructural.
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| strategic applications.
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| human process.
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12 .
The basis of the four basic types of organizational development applications is: [Hint]
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| human process interventions.
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| action research.
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| human resource management.
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| strategic applications.
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13 .
The most widely used technique in human process applications is: [Hint]
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| sensitivity training.
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| team building.
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| strategic applications.
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| Total Quality Management.
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14 .
T-group training may be viewed as unethical because: [Hint]
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| participation may not be entirely voluntary.
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| it may be dangerous.
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| it depends on feedback from others.
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| participants must feel safe to expose their feelings.
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15 .
Bringing problems into the open so they can be resolved is performed in: [Hint]
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| survey research.
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| strategic applications.
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| sensitivity training.
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| confrontation meetings.
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16 .
Changing firms' structures, methods and job designs are accomplished with: [Hint]
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| strategic applications.
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| technostructural interventions.
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| Total Quality Management.
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| team building.
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17 .
How well a product or service meets customer needs is a measure of: [Hint]
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| quality.
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| Total Quality Management.
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| ISO 9000.
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| continuous improvement.
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18 .
Organization-wide programs aimed at maximizing customer satisfaction through continuous improvements are called: [Hint]
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| Malcolm Baldrige Award.
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| Total Quality Management.
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| ISO 9000
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| Six Sigma.
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19 .
Teams that have the training ability and authority to get their jobs done are said to be: [Hint]
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| enriched.
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| trained.
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| interdependent.
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| empowered.
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20 .
Characteristics of self-directed teams do not include: [Hint]
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| highly trained.
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| empowered.
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| perform enriched jobs.
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| use in small businesses.
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21 .
A formal program that lets employees participate in formulating important work decisions is a(n): [Hint]
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| Total Quality Management.
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| employee involvement program.
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| business process reengineering.
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| teams.
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22 .
_________________ assumes that organizing departments and processes around specialized tasks is wasteful and unresponsive to customers. [Hint]
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| Business process reengineering
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| Building teams
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| Redesigning compensation
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| TQM
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23 .
Business process reengineering means switching from functional departments to: [Hint]
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| commitment.
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| specialized tasks.
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| flextime.
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| process-oriented teams.
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24 .
Workers determine their own starting and stopping hours in a ___________ arrangement. [Hint]
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| Team-based
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| Flextime
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| Job sharing
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| Telecommuting
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25 .
Many flexible work arrangements have failed due to: [Hint]
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| management resistance.
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| supervisory indoctrination.
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| limited worker freedom.
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| flexibility.
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26 .
Two people perform the same job in: [Hint]
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| telecommuting.
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| flextime.
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| job sharing.
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| work sharing.
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27 .
A group of employees voluntarily reduce paid work hours as a part of: [Hint]
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| job sharing.
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| worksharing.
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| layoffs.
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| flextime.
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28 .
With a __________ plan, employees can work variable hours during each month. [Hint]
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| Flextime
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| Job sharing
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| Flexyear
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| Worksharing
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29 .
Business process reengineering requires employees to have high: [Hint]
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| commitment.
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| specialization.
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| flextime.
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| compensation.
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30 .
HR-related guidelines for building effective teams do not include: [Hint]
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| selecting members for skill.
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| selecting people who like teamwork.
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| training extensively.
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| supervising closely.
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Which one of the following consolidates information regarding required tasks and skills in a format that is helpful for determining training requirements?
Some managers supplement the job description and specification with a task analysis record form. This consolidates information regarding required tasks and skills in a form that's especially helpful for determining training requirements.
Which of the following is a purpose of organizational development?
The purpose of OD is to enable an organization to better respond and adapt to industry/market changes and technological advances.
Which one of the following is most likely not measured when evaluating a training program?
Accordingly, overall organizational productivity is not the measure of evaluating the training program because the overall organizational productivity is not based on training programs.
What is the first step in the training process?
Assess training needs:
The first step in developing a training program is to identify and assess needs. Employee training needs may already be established in the organization's strategic, human resources or individual development plans.