Deck 19: Continuous Change

Question 1

Laying the foundation for self-designing organizations requires

A) diagnosis, knowledge, and valuing
B) diagnosis, change, and evaluation
C) design, assessment, and implementation
D) design, change, and evaluation

Answer 1

A

Question 2

Organization learning (OL) interventions are typically associated with

A) management and leadership teams
B) information systems and technology departments
C) human resources and social processes
D) none of the above

Answer 2

C

Question 3

Knowledge management is more concerned with developing organizational capabilities while organization learning is more concerned with technical issues, such as how to store organization experience.

Answer 3

False

Question 4

Self designing organizations are well suited for stable, predictable markets and environments.

Question 5

Self-designing organizations focus on

A) strategy
B) structure
C) technology
D) all of the above

Question 6

Built-to-change interventions are best suited for organizations that are .

A) experiencing a change in ownership
B) facing a rapidly changing environment
C) performing poorly compared to last year's profits
D) operate in a stable market

Question 7

Organization learning is similar to individual learning.

Question 8

Codification and personalization are techniques used on organization learning interventions.

Question 9

Organization learning is an active process based on interpretive models of change where members interact and learn from their actions.

Question 10

The most prevalent form of learning in organizations is single-loop learning which is focused on improving the status quo.

Question 11

The learning organization is not characterized by _____________.

A) culture that supports openness, creativity among members
B) acquisition and sharing of new skills and knowledge among members
C) structures that emphasize individual unit performance
D) leaders that exhibit openness and risk taking required for learning

Question 12

Which intervention combines OD's traditional human process focus on relationships with an emphasis on strategy and organization design?

A) integrated strategic change
B) dynamic strategy making
C) action research
D) intervention management

Question 13

How can an OD practitioner help an organization become self designing?

Question 14

Built-to-change interventions are characterized by selecting and developing leaders and members, who are quick learners, take initiative and thrive on change.

Question 15

Knowledge management interventions usually begin by .

A) identifying the types of knowledge that create the most value for the organization
B) bringing together members and experts to generate new knowledge
C) putting knowledge into forms that the organization can use readily
D) developing ways for organization members to gain access to necessary knowledge

Question 16

Compare and contrast the organization learning interventions with knowledge management interventions. Discuss the benefits of each.

Question 17

An effective strategic change process should focus on .

A) flexibility over rigidity
B) complexity over simplicity
C) fragmentation over unity
D) patience over speed

Question 18

Organization learning is an iterative process of

A) understanding, integration, and application
B) discovery, innovation, application, and generalization
C) curiosity, understanding, production, and generalization
D) discovery, invention, production, and generalization

Question 19

Organizations can apply the OL processes to all of the following types of learning except .

A) single-loop learning
B) double-loop learning
C) deutero learning
D) turbo learning

Question 20

Explain the four interrelated activities involved in organization learning processes.