Đang tải... (xem toàn văn)
Trọn bộ câu hỏi trắc nghiệm môn HÀNH VI TỔ CHỨC bao gồm câu hỏi trắc nghiệm thông thường và trắc nghiệm đúng sai (True or False). Chapter 15: Organizational Change and Development. After reading this chapter, you should be able to: Identify four forces for change in the business environment. Describe the elements of Lewins force field analysis model. Outline six reasons why people resist organizational change. Discuss six strategies to minimize resistance to change. Outline the role of change agents. Define organization development. Discuss three things consultants need to determine in a client relationship. Explain how appreciative inquiry differs from the more traditional approach to organization development. Discuss four ethical issues in organization development.
Chapter 15: Organizational Change and Development 15-1 As the web of computer networks expands, the distance will shrink and eventually become irrelevant This refers to a the force field analysis b the law of telecosm c incongruent organizational system d mankind's deterioration due to technology e the law of effect The question was not answered The correct answer is "b" 15-2 All of these factors have played a role in increasing global and local competition except a technology b government deregulation c diversity d privatization e All of these factors have played a major role in increasing global and local competition The question was not answered The correct answer is "c" 15-3 Which of these best describe the restraining forces? a Unfreezing b Driving forces c Negotiation d Refreezing e Resistance to change The question was not answered The correct answer is "e" 15-4 Which of these is the first part of the change process, according to Lewin's model? a Unfreezing b Driving forces c Negotiation d Refreezing e Resistance to change The question was not answered The correct answer is "a" 15-5 The main reasons why people create obstacles to change include all of these except a direct costs b poor leadership c breaking routine d fear of unknown e saving face The question was not answered The correct answer is "b" 15-6 When people resist change as a political strategy to "prove" that the decision is wrong or that the person encouraging change is incompetent refers to which of these forces resisting organizational change? a Direct costs b Poor leadership c Breaking routine d Incongruent organizational system e Saving face The question was not answered The correct answer is "e" 15-7 The preferred option under the unfreezing stage is a increase the restraining forces b increase the driving forces c reduce the driving forces d reduce or remove the restraining forces e both b and d The question was not answered The correct answer is "e" 15-8 All of these methods try to reduce the restraining forces except a stress management b negotiation c communication d employee involvement e training The question was not answered The correct answer is "b" 15-9 Which of these is the highest priority and first strategy required for any organizational change? a Communication b Stress management c Negotiation d Training e Employee involvement The question was not answered The correct answer is "a" 15-10 Which of these methods for dealing with resistance to change creates a psychological ownership of the decision? a Communication b Stress management c Negotiation d Training e Employee involvement The question was not answered The correct answer is "e" 15-11 are system-wide group sessions, usually lasting a few days in which participants identify environmental trends and establish strategic solutions for these conditions a Negotiations b Training c Search conferences d OD e Stress management sessions The question was not answered The correct answer is "c" 15-12 Organizational change is, in large measure, a a social activity b cruel activity c training activity d political activity e None of these The question was not answered The correct answer is "d" 15-13 The adage "What gets measured, gets done" applies in which of these stages? a Changing to the desired future state b Unfreezing c Refreezing d Restraining forces e All of these The question was not answered The correct answer is "c" 15-14 Change agents are typically people a within the organization b who are transformational leaders c with appropriate knowledge for change d with power to facilitate the change effort e All of these The question was not answered The correct answer is "e" 15-15 is a database, problem-oriented process that diagnoses the need for change, introduces the OD activity, and then evaluates and stabilizes the desired changes a Process consultation b Action research c Quantum change d Sensitivity training e Organizational incongruency The question was not answered The correct answer is "b" 15-16 The organizational development process begins by a forming a relationship between the client and consultant b diagnosing the need for change c introducing change d evaluating change e initiating sensitivity training The question was not answered The correct answer is "a" 15-17 Which of these involves helping the organization solve its own problems by making it aware of organizational processes, the consequences of those processes and the means by which they can be changed? a Organizational diagnosis b Sensitivity training c Force field analysis d Process consultation e Search conferences The question was not answered The correct answer is "d" 15-18 is an unstructured and agendaless session in which participants become more aware through their interactions of how they affect others and how others affect them a Organizational diagnosis b Sensitivity training c Force field analysis d Process consultation e Search conferences The question was not answered The correct answer is "b" 15-19 Which of these is true of parallel learning structures? a They are highly participative arrangements b They involve people from most levels of the organization who follow action research model to produce change c They are social structures d Participants are sufficiently free of the constraints of the larger organization e All of these The question was not answered The correct answer is "e" 15-20 Which of these is the first stage of the appreciative inquiry? a Delivery b Dialogue c Discovery d Designing e Dreaming The question was not answered The correct answer is "c" TRUE or FALSE 15-1 Force field analysis includes driving forces and restraining forces True / False The question was not answered The correct answer is "True" (Coaching responses are only available for answered questions) 15-2 Driving forces represent the booster rockets that pushes employees out of their comfort zones True / False The question was not answered The correct answer is "True" (Coaching responses are only available for answered questions) 15-3 Change agents minimize resistance to change introducing restraining forces and removing driving forces True / False The question was not answered The correct answer is "False" (Coaching responses are only available for answered questions) 15-4 People sometimes resist change because they are worried that they cannot adapt to the change True / False The question was not answered The correct answer is "True" (Coaching responses are only available for answered questions) 15-5 After the desired change has occurred, the change agent needs to unfreeze the new conditions True / False The question was not answered The correct answer is "False" (Coaching responses are only available for answered questions) 15-6 Employee involvement is the highest priority and first strategy required for any organizational change True / False The question was not answered The correct answer is "False" (Coaching responses are only available for answered questions) 15-7 Search conferences minimize resistance to change mainly as a form of stress management True / False The question was not answered The correct answer is "False" (Coaching responses are only available for answered questions) 15-8 Effective change agents are transactional leaders True / False The question was not answered The correct answer is "False" (Coaching responses are only available for answered questions) 15-9 Most OD activities rely on action research as the primary blueprint for planned change True / False The question was not answered The correct answer is "True" (Coaching responses are only available for answered questions) 15-10 Process consultation occurs when the OD consultant helps the organization solve its own problems True / False The question was not answered The correct answer is "True" (Coaching responses are only available for answered questions) 15-11 OD processes today almost exclusively focus on interpersonal and small group dynamics rather than macro-organizational changes True / False The question was not answered The correct answer is "False" (Coaching responses are only available for answered questions) 15-12 A parallel learning structure is a highly participative social structure alongside the formal organization constructed to improve organizational learning True / False The question was not answered The correct answer is "True" (Coaching responses are only available for answered questions) 15-13 Sensitivity training is one of the emerging trends in organization development True / False The question was not answered The correct answer is "False" (Coaching responses are only available for answered questions) 15-14 Appreciative inquiry takes the view that organizational change involves identifying problems and who caused these problems True / False The question was not answered The correct answer is "False" (Coaching responses are only available for answered questions) ... that diagnoses the need for change, introduces the OD activity, and then evaluates and stabilizes the desired changes a Process consultation b Action research c Quantum change d Sensitivity training... The organizational development process begins by a forming a relationship between the client and consultant b diagnosing the need for change c introducing change d evaluating change e initiating... resist change as a political strategy to "prove" that the decision is wrong or that the person encouraging change is incompetent refers to which of these forces resisting organizational change?