Question 1

In implementing new technology,the change agent should continually gather and process information relating to the change,but should insist attempts to customize the new technology for needs of the local situation.

Accepted Answer

A change agent should be open to customizing new technology to fit the local needs, as this can enhance acceptance and effectiveness of the change.

Question 2

Technological change may best be approached as an ongoing process that will inevitably require improvisation as things are being implemented.

Accepted Answer

Technological change is a dynamic process that is constantly evolving and therefore, requires ongoing improvisation as things are being implemented. There is no one fixed solution to the challenges that arise in the process of technological change. Instead, a flexible and adaptive approach is required to ensure successful adoption and implementation.

Question 3

Individual organization development interventions generally recognize that expecting a positive outcome or contribution from individuals is not likely if they are asked to change.

Accepted Answer

Individual organization development interventions often aim to facilitate change by supporting individuals through the process, recognizing that positive outcomes can be achieved with the right support and resources.

Question 4

The first step in the organizational development process is establishing a working relationship with the client system.

Accepted Answer

Establishing a working relationship with the client system is a crucial first step in the organizational development process. This involves building trust, understanding the client's needs, goals, and objectives, and establishing clear communication channels to facilitate collaboration and information sharing.

Question 5

Good advice for an organizational resistance to change would be to: check the benefits,check the compatibility,check the simplicity,and check the triability.

Accepted Answer

Checking the benefits, compatibility, simplicity, and triability of a change can help an organization overcome resistance and improve the likelihood of successful implementation. This approach is known as the "BCST Framework" and is commonly used in change management.

Question 6

Organization development is a comprehensive approach to planned organizational change that involves the application of behavioural science in a systematic and long-range effort to improve organizational effectiveness.

Accepted Answer

This statement accurately describes what organization development entails.

Question 7

Thinking of organizational development as "planned change plus" means that change is accomplished in such a way that organization members are capable of self-renewal and continued development.

Accepted Answer

The statement accurately describes the concept of organizational development as "planned change plus", suggesting that change is not only implemented but also done in a way that ensures ongoing self-renewal and development of members within the organization.

Question 8

An organization development intervention is an activity initiated by change agents or managers to directly facilitate the change process.

Accepted Answer

An organization development intervention is a deliberate action taken by change agents or managers to facilitate the change process within an organization. This can include a wide range of activities, such as team building exercises, leadership training, process re-design, or conflict resolution, aimed at improving the organization's overall effectiveness and ability to adapt to changing circumstances. Interventions can be focused on specific departments, functions, or the entire organization, and may involve different stakeholders, such as employees, customers, suppliers, or community groups. The goal of an intervention is to catalyze positive change, build organizational capacity, and achieve strategic objectives.

Question 9

The outcome goals of organizational development focus on the way people work together.

Accepted Answer

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Question 10

Resistance to change is better viewed as something to be overcome rather than as feedback.

Accepted Answer

Resistance to change can provide valuable feedback about potential issues or concerns that need to be addressed, rather than simply being an obstacle to overcome.

Question 11

The process goals of organizational development focus on the way people work together.

Accepted Answer

The process goals of organizational development are focused on improving the way people work together within the organization, such as communication, collaboration, and problem-solving.

Question 12

The presence of resistance to change usually means that nothing can be done to achieve a better "fit" among the planned change,the situation and the people involved.

Accepted Answer

The presence of resistance to change does not necessarily mean that nothing can be done to achieve a better fit. It may require additional effort, communication, and negotiation to address the concerns and needs of those who resist the change. It is important to understand the reasons behind the resistance and find ways to address them effectively.

Question 13

Achieving a terminal relationship within the organization development process occurs when the consultant leaves the client.

Accepted Answer

A terminal relationship is achieved when the consultant leaves the client after the successful completion of the Organization Development process.

Question 14

There are nine basic checkpoints that help greatly in dealing with resistance and in leading successful organizational changes.

Accepted Answer

There are eight basic checkpoints that help in dealing with resistance and in leading successful organizational changes, not nine.

Question 15

The intervention stage of the organization development process corresponds to the changing phase of Lewin's change model.

Accepted Answer

The intervention stage of the organization development process involves implementing planned changes, which corresponds to the changing phase of Lewin's change model. In this phase, the focus is on implementing and reinforcing the new behaviors and processes that were established in the previous stage.

Question 16

People will resist planned change due to fear of the unknown,loss of confidence,loss of control,and loss of face;but not because of lack of purpose,poor timing,work overload,or disrupted habits.

Accepted Answer

The statement is incorrect. Lack of purpose, poor timing, work overload, and disrupted habits can also contribute to resistance to planned change.

Question 17

Two of the least risky and most desirable approaches to resistance are manipulation and co-optation and explicit and implicit coercion because they have no negative consequences.

Accepted Answer

Both manipulation and coercion involve some form of deceit or force, which can lead to negative consequences and can also harm relationships and trust. Co-optation can also be seen as a form of manipulation, and may still have hidden negative consequences. Therefore, these approaches can be considered risky and may not be desirable in all situations.

Question 18

Role negotiation involves realigning task components to better fit the needs and capabilities of the individual.

Accepted Answer

The answer of Role negotiation involves realigning task components to...

Question 19

Individual organization development interventions generally recognize that people are not likely to assume responsibility for their actions.

Accepted Answer

Individual organization development interventions typically focus on helping individuals and teams assume responsibility for their actions and take ownership of their development and growth.

Question 20

When people resist change,they are most often defending something important that appears threatened.

Accepted Answer

People resist change because they feel like something important to them, whether that be power, authority, or their way of doing things, is being threatened. By understanding and addressing these underlying concerns, change can be more effectively implemented.

Quiz 9: Innovation and Organizational Change