Which one of the following is how to win support of the most powerful and influential individuals in the company when we are trying to overcome resistance to organizational change?
Create a learning organization
Reward constructive behaviors
Educate the workforce
Shape political dynamics
Which one of the following is not a common organization development (COD) technique?
Management by objectives
Corporate downsizing
Work restructuring
Team building
Which one of the choices below is the term used for the following description:” An approach to improving quality of work life in which small groups of volunteers meet regularly to identify and to solve problems related to work.”?
Quality of work life programs
Quality circles
Competitive intelligence
Survey feedback
When organizational change involves radical change that is multidimensional, and multilevel, it is most likely going through:
Structural change
Technology based change
Second order change
First order change
When an organization agent combines departmental responsibilities and widens spans of control, the change agent is making ________ change.
People
Physical setting
Structural
Technological
When people resist change because they hear what they want to hear and they ignore information that challenges those perceptions, they are resisting change because of:
Economic factors
Their fear of the unknown
Selective information processing
Their security needs
When employees anxiety is high and time is not critical, an excellent tactic for overcoming resistance to change and reducing anxiety is:
Manipulation and co-optation
Coercion
Negotiation
Facilitation and support
A popular approach to managing change that involves examining how to increase individual behaviors that support the change effort and how to decrease anything that hinders movement away from the existing equilibrium is:
Organisational development
Lewin’s three-step model
Action research
Process consultation
________ is an organizational change approach that focuses on data collection and analysis using a scientific methodology.
Action research
Lewin’s three-step model
Organizational development
Process consultation
An organizational development change technique that involves unstructured group interaction in which members learn by observing and participating rather then being told, is:
Survey feedback
Team building
Sensitivity training
Process consultation
Intergroup development seeks to:
Facilitate entry and exit of members into groups
Change attitudes, stereotypes and perceptions the groups have of each other
Change the group structure and leadership
Merge two groups into one functioning team
The primary disadvantage of using participation to overcome resistance to change is that it:
Decreases the quality of the change decision
Uses valuable time
Increases resistance
Requires the application of direct threats
The primary difference between a human relations perspective and an interactionist perspective regarding conflict is simply that:
The former holds that conflict is inevitable but can be prevented, while the latter argues it cannot be
The former accepts conflict as natural the latter actually seeks to encourage conflict
The former sees conflict as bad, the latter as good
Of a different time frame the former was dominant in the 1930’s and the latter in the 1970’s
If, in a conflict, one person will do whatever is necessary to get his/her way and shows little concern fort the other party’s concerns, then we would say this person demonstrates a ________ conflict-handling intention
Comprising
Collaborating
Competing
Cooperating
The conflict-handling intention that seeks to appears the other party and demonstrates a willingness to put the other party’s interests above one’s own, is
Accommodating
Collaborating
Avoiding
Compromising
When we discuss and think about conflict, we are most likely thinking about which stage of conflict?
Stage II: Cognition
Stage IV: Behaviour
Stage V: Outcomes
Stage III: Intention
The third-party negotiator who can enforce an agreement on both parties and whose process always results in a settlement is a/an:
Arbitrator
Consultant
Mediator
Conciliator
The cultural context of a negotiation primarily influences:
The amount and type of preparation.
The emphasis placed on relational issues.
The tactics used.
All of these.
The most costly method of managing intergroup relations is
Integrating departments
Rule and procedures
Task forces
Team
The most complex form of a group interdependence is
Pooled
All of the above are equally complex forms of a group interdependence
Reciprocal
Sequential
Which technique is NOT generally used to stimulate conflict?
Appointing a devil’s advocate
Communication
Bringing in outsiders
Authoritative command