Question 1

Which step in John Kotter's eight-step change model, which was introduced to facilitate organizational change, is critical to making changes endure?

Accepted Answer

Anchoring new approaches in the culture is critical to making changes endure according to John Kotter's eight-step change model. This step ensures that the changes are deeply embedded in the organization's culture, making them more likely to stick and become part of the standard operating procedures.

Question 2

Which phase of the Appreciative Inquiry process of an appreciative interview creates possibility propositions of the ideal organization, articulating an organization design that people feel is capable of drawing upon and magnifying the positive core to realize the newly expressed dream?

Accepted Answer

The Design phase of the Appreciative Inquiry process focuses on creating possibility propositions of the ideal organization, where the design that draws upon and magnifies the positive core to realize the newly expressed dream is articulated.

Question 3

______ is the cooperative, coevolutionary search for the best in people, their organizations, and the world around them. It involves systematic discovery of what gives life to an organization or a community when it its most effective and most capable in economic, ecological terms.

Accepted Answer

Appreciative Inquiry is a model that seeks to engage stakeholders in self-determined change, focusing on the organization's strengths rather than solely on finding and fixing problems. It emphasizes the identification and building upon the core positive aspects of an organization to foster an environment of collaboration and improvement.

Question 4

The generalized values-based culture that emerges from the Competing Values Framework, ______, is entrepreneurial, valuing risk, innovation, freedom, and challenges.

Accepted Answer

The Adhocracy culture, as defined in the Competing Values Framework, emphasizes an entrepreneurial approach that values innovation, flexibility, risk-taking, and a dynamic work environment, making it the correct match for the description provided.

Question 5

The generalized values-based culture that emerges from the Competing Values Framework, ______, is competitive, valuing achievement in reaching goals and outdoing competition.

Accepted Answer

The Market culture, as defined by the Competing Values Framework, emphasizes competitiveness and goal achievement, focusing on transactions with external parties to outperform competitors.

Question 6

Organizational ______ has been defined as planned alterations of organizational components to improve the effectiveness of the organization.

Accepted Answer

Organizational change refers to the process of making planned adjustments or modifications in the structure, strategies, policies, processes, or culture of an organization with the aim of improving its effectiveness.

Question 7

You cannot make changes to design success for others unless you also design the ______ that will support and sustain that success.

Accepted Answer

Culture is the correct answer because it encompasses the values, beliefs, behaviors, and environment that support and sustain success within a group or organization.

Question 8

______ focuses on organizational strengths and stories of success, rather than on problems and what has gone wrong.

Accepted Answer

Appreciative Inquiry is a management approach that focuses on identifying and building upon the strengths and successes of an organization, rather than concentrating on problems and failures. It encourages organizations to discover, dream, design, and deliver by exploring positive potential.

Question 9

Which two generalized values-based cultures of the Competing Values Framework tend toward stability and control?

Accepted Answer

The Hierarchy and Market cultures in the Competing Values Framework emphasize stability and control. Hierarchy focuses on structured environments and formal procedures, while Market emphasizes competitiveness and achieving measurable goals.

Question 10

A ______ is a forward thinking and aspirational image that sets the direction for the organization that others might follow.

Accepted Answer

A vision is a forward-looking statement that defines what an organization wants to achieve in the future, serving as a guide for setting goals and directions.

Question 11

Ford Motor Company, McDonald's, and government agencies which have tightly defined procedures for carrying out routine tasks are an example of what generalized values-based culture in the Competing Values Framework?

Accepted Answer

Hierarchy culture is characterized by a structured and controlled approach with a focus on efficiency, stability, and doing things right, which aligns with the description of organizations like Ford Motor Company, McDonald's, and government agencies that have tightly defined procedures for routine tasks.

Question 12

______ guide organizational members in their day-to-day work and serve as a reminder of the reason the organization exists, and that each and every activity in which they engage meets that end.

Accepted Answer

Mission statements guide organizational members in their day-to-day work by reminding them of the organization's purpose and ensuring that all activities align with that purpose.

Question 13

The CEO of General Electric once stated that every division of the company had to be first or second in their respective industry or be sold or shut down. This statement aligns with the generalized values-based culture, ______, in the Competing Values Framework in that its primary objectives are profitability and bottom-line results.

Accepted Answer

The Competing Values Framework identifies four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy. The Market culture focuses on transactions with external parties and emphasizes competitiveness and productivity with the primary goal of achieving profitability and success in the marketplace. The CEO's statement aligns with the Market culture because it emphasizes the importance of being a leader in the industry to ensure profitability and bottom-line results.

Question 14

Which phase of the Appreciative Inquiry process of an appreciative interview mobilizes the whole system by engaging all stakeholders in the articulation of strengths and best practices? It also identifies the best of what has been and what is.

Accepted Answer

The Discovery phase of the Appreciative Inquiry process focuses on identifying and appreciating the best of "what is" by engaging stakeholders in sharing stories of their organization's strengths and best practices. This phase aims to uncover and mobilize the positive core of the organization.

Question 15

An organizational ______ is the reason for an organization's existence.

Accepted Answer

An organizational mission defines the purpose or reason for the organization's existence, outlining what it seeks to achieve.

Question 16

The generalized values-based culture that emerges from the Competing Values Framework, ______, is described as controlled and structured, valuing organization, efficiency, security, and stability.

Accepted Answer

The Competing Values Framework describes the Hierarchy culture as one that values organization, efficiency, security, and stability, which is characterized by a controlled and structured environment.

Question 17

______ is an activity where leaders and followers visually represent what an organization does, noting the flow of activities, decision points, roles, and other variables involved in getting things done.

Accepted Answer

Process mapping is the activity where the flow of activities, decision points, roles, and other variables involved in an organization's operations are visually represented to understand how work is done.

Question 18

Which two generalized values-based cultures of the Competing Values Framework tend toward flexibility?

Accepted Answer

The Competing Values Framework identifies four types of organizational culture: Clan, Adhocracy, Market, and Hierarchy. Clan and Adhocracy cultures both emphasize flexibility, adaptability, and dynamism. Clan culture focuses on collaboration and a family-like atmosphere, while Adhocracy culture values innovation, creativity, and readiness to adapt to new opportunities.

Question 19

NASA's emergency response team organized to save Apollo 13. This is an example of the generalized values-based culture, ______, in the Competing Values Framework in that it is characterized as a dynamic, creative workplace with a high-risk orientation and a commitment to experimentation and innovation.

Accepted Answer

The correct answer is Adhocracy. In the Competing Values Framework, an Adhocracy culture is defined by its dynamic, entrepreneurial approach, focusing on innovation, flexibility, and a readiness to take risks, which aligns with the description of NASA's approach to resolving the Apollo 13 crisis.

Question 20

Which phase of the Appreciative Inquiry process of an appreciative interview creates a clear results-oriented vision in relations to discovered potential and in relations to questions of higher purpose, such as, "What is the world calling us to become?"

Accepted Answer

The Dream phase of the Appreciative Inquiry process focuses on envisioning a future based on the strengths and potentials discovered in the Discovery phase. It involves imagining what could be, guided by the organization's higher purpose and aspirations, thus creating a clear, results-oriented vision.

Quiz 11: Culture