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Principles of Management > HR, Organizational Change & Innovation > Flashcards

HR, Organizational Change & Innovation Flashcards

Chapter 10 SmartBook Assignment

1
Q

Select all that apply.

What are super trends that are currently affecting the future of business?

a. The overall speed of product releases is decreasing
b. Simple, one-size-fits-all solutions are becoming more popular
c. Competitive advantage is coming increasingly from knowledge, not information.
d. The way we work is being impacted by offshore suppliers.

A

C & D

Competitive advantage is coming increasingly from knowledge, not information.

The way we work is being impacted by offshore suppliers.

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2
Q

Which of the following BEST describes “demassification”?

a. Offshoring jobs to countries with cheaper labor and production costs
b. Offering mainstream products to a broad marketplace
c. Eliminating bottlenecks in distribution
d. Segmenting customer groups into smaller, more specialized groups

A

d. Segmenting customer groups into smaller, more specialized groups

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3
Q

As more and more companies become proficient at bringing products and services to market, ______ is emerging as a necessary and powerful competitive weapon.

a. speed
b. raw materials
c. money
d. human resources

A

a. speed

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4
Q

The process through which a product or service takes root initially in simple applications at the bottom of a market and then moves up, eventually displacing established companies, is referred to as ______.

a. incremental innovation
b. disruptive innovation
c. adaptive change
d. reactive change

A

b. disruptive innovation

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5
Q

Making changes in response to problems or opportunities as they arise, rather than attempting to foresee them, is referred to as ______ change.

a. proactive
b. preemptive
c. anticipatory
d. reactive

A

d. reactive

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6
Q

Increasing segmentation of the marketplace and the need to get products to market faster in light of competitors’ specialized solutions are examples of ______ currently influencing the future of business.

a. niche trends
b. discontinuous trends
c. supertrends
d. microtrends

A

c. supertrends

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7
Q

Factors such as the increasing number of women in the workforce and the growing number of older workers exemplify which force for change outside the organization?

a. Supplier practices
b. Market changes
c. Customer demands
d. Demographic characteristics

A

d. Demographic characteristics

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8
Q

What are companies doing to respond effectively to increasing segmentation of the marketplace?

a. Promoting the same product to all potential customers
b. Following a traditional sales model
c. Using more narrowly targeted marketing messages
d. Engaging in conversations with individual consumers

A

c. Using more narrowly targeted marketing messages

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9
Q

Which statement about the need for faster speed-to-market is true?

a. Faster speed-to-market is only possible for small companies
b. Achieving faster speed-to-market requires skipping consumer trials
c. Competitors may be in and out of the market within days
d. Pop-up stores are an ineffective way to increase speed-to-market

A

c. Competitors may be in and out of the market within days

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10
Q

Manufacturing automation and office automation are examples of ______ that are forces for change outside the organization.

a. demographic characteristics
b. supplier practices
c. social and political pressures
d. technological advancements

A

d. technological advancements

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11
Q

The introduction of the DVD-by-mail business model by Netflix changed the video rental business and caused the demise of Blockbuster Video. This is an example of ______.

a. incremental innovation
b. disruptive innovation
c. adaptive change
d. reactive change

A

b. disruptive innovation

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12
Q

B-corporations (benefit corporations) are an example of one way _____ have begun to be more active in pressing for organizational change.

a. managers
b. shareholders
c. stakeholders

A

b. shareholders

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13
Q

Reactive change is change that ______.

a. results from a consensus
b. responds to problems or opportunities as they rise
c. anticipates problems or opportunities
d. creates opposition and controversy

A

b. responds to problems or opportunities as they rise

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14
Q

Which of the following is an adaptive change in an organization?

a. Reintroduction of a practice familiar to the organization
b. Introduction of a method that is new to the organization
c. Introduction of a technique that is new to the organization’s industry
d. Introduction of an innovative change by an organization’s top management

A

a. Reintroduction of a practice familiar to the organization

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15
Q

Which of the following is a demographic characteristic that is a force for change outside the organization?

a. education
b. job satisfaction
c. productivity
d. petroleum prices

A

a. education

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16
Q

The introduction of a practice that is new to a group or organization and involves moderate complexity and cost is called a(n) ______.

a. innovative change
b. radical innovation
c. Lewin initiative
d. adaptive change

A

a. innovative change

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17
Q

Arrange the elements in order.

Place the stages of Lewin’s Change Model in the correct order, with the first stage listed at the top and the final stage listed at the bottom.

A
  1. Unfreezing - Create the motivation to change
  2. Changing - New information, models & procedures
  3. Refreezing - Support & reinforce the change
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18
Q

Any machine or process that enables an organization to gain a competitive advantage in changing materials used to produce a finished product qualifies as ______.

a. intelligence
b. automation
c. technology
d. production

A

c. technology

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19
Q

Demand for organic foods has increased dramatically as Americans become aware of the effects of pesticides and other harmful chemicals in food. This exemplifies which force for change outside the organization?

a. Market changes
b. Supplied practices
c. Technological advances
d. Demographic characteristics

A

a. Market changes

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20
Q

Which type of change implementation makes employees feel the least threatened?

a. innovative change
b. administrative change
c. adaptive change
d. radically innovative change

A

c. adaptive change

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21
Q

Employees need to be given the tools for change, and managers can help by providing role models, mentors, experts, and training, during the ______ stage.

a. changing
b. unfreezing
c. refreezing
d. innovating

A

a. changing

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22
Q

A technical support call center recently decided to extend its hours of operations to include weekends, requiring employees to work different shifts to accommodate the schedule. This change would likely be characterized as ______ change.

a. radical
b. adaptive
c. innovative
d. incremental

A

c. innovative

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23
Q

Select all that apply

What are the stages of the Lewin model for change?

a. changing
b. shattering
c. unfreezing
d. refreezing

A

A, C & D

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24
Q

During which stage of Lewin’s change model should managers encourage employees to exhibit the new behaviors and then reinforce employees making the desired change?

a. innovating
b. refreezing
c. unfreezing
d. changing

A

b. refreezing

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25
Q

One assumption of a systems approach to change is that change ______.

a. relies on having a culture where failure is not an option.
b. can be mitigated through clear management hierarchies.
c. should be avoided at any cost.
d. creates a ripple effect through an organization.

A

d. creates a ripple effect through an organization.

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26
Q

The beliefs, attitudes, and intentions of an organization’s staff regarding the extent of the changes needed and how willing and able they are to implement them is called ______.

a. preparedness for failure
b. readiness for change
c. diversity of attitudes
d. vigilance in adversity

A

b. readiness for change

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27
Q

Select all that apply

What are the four target elements of change?

a. Financial factors
b. Organizational arrangements
c. Methods
d. Social factors
e. People
d. Outputs

A

People, organizational arrangements, methods, and social factors

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28
Q

According to Lewin’s Change Model, during the first stage, referred to as the ______ stage, managers need to instill in employees the motivation to change by encouraging them to let go of attitudes and behaviors that are resistant to motivation.

a. freezing
b. refreezing
c. innovating
d. unfreezing

A

d. unfreezing

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29
Q

Arrange the elements in order.

Place the steps of force-field analysis in order, with the first step at the top.

A
  1. Identify the positive forces (“thrusters”) and negative forces (“counterthrusters”)
  2. Remove the counterthrusters
  3. Increase thrusts if necessary
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30
Q

Select all that apply

What are the three parts of a systems model of change?

a. regulation
b. inputs
c. directives
d. outputs
e. target elements of change

A

inputs, target elements of change, and outputs

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31
Q

Organizational _____ is a set of techniques for implementing planned change to make people and organizations more effective.

a. production
b. value
c. development
d. mission

A

c. development

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32
Q

Select all that apply

How ready an organization is for change depends in part on which of the following?

a. How much top managers support the change
b. How employees regard the consequences of the change
c. How capable employees are of handling the change
d. How well established the corporate hierarchy is

A

A, B, & C

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33
Q

During which phase of Lewin’s model of change is it most important for managers to act as role models and mentors and provide benchmarking results?

a. innovating
b. unfreezing
c. changing
d. refreezing

A

c. changing

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34
Q

Managers use the four levers of targeting elements of change to ______.

a. release products to consumers
b. learn more about the competition
c. create new products
d. diagnose problems

A

d. diagnose problems

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35
Q

Organizational development can be used to manage ______ within an organization.

a. profits
b. diversity
c. promotions
d. conflict

A

d. conflict

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36
Q

The technique used to determine which forces could act for a proposed change and which forces could act against it is referred to as ______.

a. change-agent understanding
b. the levers of change
c. the force-equivalency approach
d. force-field analysis

A

d. force-field analysis

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37
Q

Select all that apply

Organizational development (OD) can help organizations to revitalize themselves by assisting them with _____.

a. dealing with stress
b. increasing offshoring
c. fostering innovation
d. opening communication

A

A, C & D

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38
Q

The common term used to describe the techniques for implementing planned change to make people and companies more effective is called organizational ______.

a. intervention
b. diagnosis
c. development
d. placement

A

c. development

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39
Q

Add the question for each step

Organizational Development Process

  1. Diagnosis
  2. Intervention
  3. Evaluation
  4. Feedback
A
  1. Diagnosis - What is the problem?
  2. Intervention - What should we do about it?
  3. Evaluation - How well has the intervention worked?
  4. Feedback - How can the diagnosis be further refined?
40
Q

What is the first step in organizational development?

a. diagnosis
b. evaluation
c. intervention
d. feedback

A

a. diagnosis

41
Q

The second step in the organizational development process, ______, is the attempt to correct the diagnosed problems.

a. evaluation
b. intervention
c. feedback
d. diagnosis

A

b. intervention

42
Q

Which is a purpose of organizational development?

a. designing products
b. providing training
c. investigating the competition
d. managing conflict

A

d. managing conflict

43
Q

What is the last step of the organizational development process?

a. diagnosis
b. intervention
c. evaluation
d. feedback

A

d. feedback

44
Q

Select all that apply

What are matters that can be addressed by organizational development?

a. managing conflict
b. adapting to mergers
c. revitalizing organizations
d. entering new markets

A

A, B & C

45
Q

True or false

Multiple organizational development interventions have been found to work better than single interventions.

A

True

46
Q

The third step in the organization development process is ______.

a. intervention
b. evaluation
c. diagnosis
d. feedback

A

b. evaluation

47
Q

True or false

Management support has little effect on the success of organizational development.

A

False

48
Q

Select all that apply

How do organizational consultants carry out a diagnosis?

a. by interviewing the competition
b. by using surveys and questionnaires
c. by consulting company records
d. by attending meetings and performing direct observation

A

B, C & D

49
Q

Select all that apply

Organizational development is more successful when it involves ______.

a. no goals
b. short-term goals
c. long-term goals
d. a single goal

A

B & C

50
Q

In the organizational development process, an attempt to correct a problem is called ______.

a. evaluation
b. diagnosis
c. feedback
d. intervention

A

d. intervention

51
Q

The process of creating something new that can be applied profitably is referred to as ______.

a. creativity
b. innovation
c. invention
d. constancy

A

b. innovation

52
Q

What happens during the last step of the organizational development process?

a. The results of the intervention efforts are assessed to see if they solved the problem.
b. The diagnosis and intervention are further refined if the problem was not solved.
c. The intervention is applied in the hopes that it will fix the problem.
d. The problem is diagnosed using a combination of surveys, interviews, observation, and meetings.

A

b. The diagnosis and intervention are further refined if the problem was not solved.

53
Q

Which statement about organizational development is true?

a. It best to master one intervention and use it in all situations
b. Successful organization development usually involves multiple interventions
c. Training is the most successful type of organizational development intervention
d. Single interventions are generally more effective than multiple interventions

A

b. Successful organization development usually involves multiple interventions

54
Q

When a change is made to a product or service that changes its appearance or performance, this is known as a(n) ______ innovation.

a. incremental
b. radical
c. product
d. process

A

c. product

55
Q

When is organizational development most likely to succeed?

a. When it utilizes a single intervention
b. When it involves change for the sake of change
c. When it focuses solely on short-term results
d. When it is supposed by top managers

A

d. When it is supposed by top managers

56
Q

When a company alters the way a product is manufactured, conceived, or distributed it is referred to as ______ innovation.

a. process
b. existing
c. theoretical
d. industry

A

a. process

57
Q

When is organizational development most likely to be successful?

a. When the same intervention is applied to any cultural situation
b. When management remains uninvolved and leaves things up to employees
c. When goals are tied to both short-term and long-term results
d. When it involves a single intervention

A

c. When goals are tied to both short-term and long-term results

58
Q

A set of interdependent processes and structures that dictate how a company seeks out problems and solutions, synthesizes ideas into a business concept and product design, and chooses projects for funding is a(n) ______.

a. organizational system
b. knowledge process
c. innovation system
d. innovation competition

A

c. innovation system

59
Q

Innovations must be ______.

a. incremental
b. disruptive
c. novel
d. physical

A

c. novel

60
Q

Select all that apply

What is achieved by integration of innovation activities into business strategies?

a. Management is encouraged to dedicate resources to innovation
b. Innovation by the competition becomes irrelevant
c. Employees feel committed to innovation in the organization
d. Human capital resources are drastically increased

A

A & C

61
Q

Achievement of strategic goals through organization development is likely to fail if ______.

a. the organization does not understand the competition
b. leaders employ an innovation strategy
c. it involves new-direction innovation
d. top managers are not committed

A

d. top managers are not committed

62
Q

Changing the appearance or the performance of a product or a service, or the creation of a new one, is called ______ innovation.

a. behavioral
b. market
c. customer
d. product

A

d. product

63
Q

Tom’s company is very successful, even though they expect most new ideas to fail. This is likely due to an organizational culture that ______.

a. celebrates failure as vital toward fostering innovation
b. makes an example of employees that fail
c. views experimentation as a boondoggle
d. encourages using techniques that were successful in the past

A

a. celebrates failure as vital toward fostering innovation

64
Q

Rather than worry about introducing a new sports recovery product, Gabriel told his staff that they should repackage the existing products and promote them to professional basketball teams throughout the country. Gabriel is demonstrating ______ innovation.

a. organizational
b. radical
c. process
d. incremental

A

c. process

65
Q

What type of structure is best suited to innovation?

a. external
b. organic
c. nonexistent
d. mechanistic

A

b. organic

66
Q

Select all that apply

Which of the following are among the seven methods of fostering innovation?

a. Create a climate of employee complacency
b. Get commitment from top managers
c. Create an innovation strategy
d. Establish the required structure and processes
e. Institute the necessary human resource policies, practices, and procedures
f. Establish a firm hierarchy, with mechanisms of control at all levels

A

B, C, D & E

67
Q

Which statement about human capital and innovation is true?

a. Companies are more likely to have problems creating truly useful innovation if they have high amounts of human capital.
b. It is possible for companies to invest in human capital or in innovation, but not in both at the same time.
c. Innovation is generally unrelated to human capital because it arises from the work of a dedicated development team.
d. Certain employee characteristics

A
67
Q

Which statement about human capital and innovation is true?

a. Companies are more likely to have problems creating truly useful innovation if they have high amounts of human capital.
b. It is possible for companies to invest in human capital or in innovation, but not in both at the same time.
c. Innovation is generally unrelated to human capital because it arises from the work of a dedicated development team.
d. Certain employee characteristics

A
68
Q

Which statement about human capital and innovation is true?

a. Companies are more likely to have problems creating truly useful innovation if they have high amounts of human capital.
b. It is possible for companies to invest in human capital or in innovation, but not in both at the same time.
c. Innovation is generally unrelated to human capital because it arises from the work of a dedicated development team.
d. Certain employee characteristics, such as intrinsic motivation and creativity, are positively associated with innovation.

A

d. Certain employee characteristics, such as intrinsic motivation and creativity, are positively associated with innovation.

69
Q

A plan for being innovative that requires a company to integrate its innovation activities and business strategies is a(n) ______.

a. resource analysis
b. innovation strategy
c. human capital plan
d. required structure process

A

b. innovation strategy

70
Q

Although commitment from all members of an organization is important, if ______ in particular are not committed to achievement of the organization’s innovation goals, the goals are unlikely to be achieved.

a. employees
b. mid-level managers
c. senior leaders
d. consultants

A

c. senior leaders

71
Q

At Hudson Food Company, managers permit experimentation, risk taking, and tolerate failure. Which step of supporting innovation does this represent?

a. Gaining allies by communicating your vision
b. Fostering an innovative culture and climate
c. Executing the process well
d. Disciplining employees that resist progress

A

b. Fostering an innovative culture and climate

72
Q

Select all that apply

Which statements about rewards and innovation goals are true?

a. There is no meaningful relationship between rewards and innovation goals.
b. Extrinsic reward receipt needs to be tied to creativity and innovation.
c. Reward systems should be aligned with innovation goals.
d. Organization reward systems are rarely at odds with innovation culture.

A

B & C

73
Q

Select all that apply

To promote innovation, organizational structure and internal process should foster ______.

a. cross-functional communication
b. interest in the market
c. agility
d. collaboration

A

A, C & D

74
Q

The productive potential of a company’s employees’ knowledge, experience, and actions is known as its ______ capital.

a. human
b. social
c. natural
d. produced

A

a. human

75
Q

An emotional/behavioral response to real or imagined threats to an established work routine is known as ______.

a. creativity
b. resistance to change
c. innovative change
d. adaptive change

A

b. resistance to change

76
Q

The person who is a catalyst in helping an organization change is the ______.

a. innovator
b. innovation leader
c. change agent
d. top executive

A

c. change agent

77
Q

Miriam’s mother was in the army, so as a child, Miriam moved a lot. It was rare for her to spend more than a year in any location, which meant she was always the new girl in school and had a hard time making friends. She was often lonely and unhappy as a result. Recently, Miriam’s company decided to move into a new building and reorganize the different departments. Miriam is likely to be resistant to this change because ______.

a. the company is promoting a climate of mistrust
b. her childhood predisposed her to dislike change
c. she has a great fear of the unknown and surprises
d. the move will result in disruption of group relationships

A

b. her childhood predisposed her to dislike change

78
Q

For organizational development efforts to succeed, human resource policies, procedures, and packages should ______ the other six parts of the innovation system.

a. replace
b. contradict
c. reinforce
d. remove

A

c. reinforce

79
Q

Employees are more likely to resist change if ______.

a. they do not fear failure
b. they trust their leaders
c. it is a surprise
d. it preserves company culture

A

c. it is a surprise

80
Q

If employees feel fairly treated by their managers during an organizational change, they are less likely to _______ the change.

a. resist
b. facilitate
c. accept

A

a. resist

81
Q

Select all that apply

What are two factors that contribute to resistance to change?

a. market characteristics
b. change agent characteristics
c. competitor characteristics
d. employee characteristics

A

B & D

82
Q

Sometimes changes on the job are intimidating and lead to self-doubt. In this case, employees are most likely to resist change due to _______.

a. fear of failure
b. poor timing
c. peer pressure
d. personality conflicts

A

a. fear of failure

83
Q

Leadership style, personality, tactfulness, and sense of timing are all _____ characteristics that can contribute to employee resistance to change.

a. societal
b. coworker relationship
c. employee
d. change-agent

A

d. change-agent

84
Q

Andre’s company is restructuring, and he is unhappy about it. As a result of the restructuring, Andre will be managing four employees instead of nine. He is most likely resistant to the change because it ______.

a. is resulting in a loss of status
b. is being done in a climate of mistrust
c. lacks a reinforcing reward system
d. creates peer pressure

A

a. is resulting in a loss of status

85
Q

People’s reaction to change depends largely on ______.

a. how they were taught to handle change as children
b. how much they enjoy their jobs
c. how long they have been working for the organization
d. whether or not they are highly educated

A

a. how they were taught to handle change as children

86
Q

Min’s company is implementing a new product approval system that is far more complex and restrictive than the old system. This will not affect Min directly because she is in the marketing department, but it will affect her friend Tyler, who is in the Research and Design department. As a result, Min speaks out against the new system. This is an example of resistance to change due to ______.

a. poor timing
b. personality conflicts
c. fear of failure
d. peer pressure

A

d. peer pressure

87
Q

Select all that apply

What are common reasons that employees resist change?

a. peer pressure
b. familiarity with innovation
c. loss of status or job security
d. fear of the unknown

A

A, C & D

88
Q

Inessa has worked as part of a four-person development team for several years. Recently, however, one of her coworkers transferred to a different office and a replacement was hired. Inessa and her other long-term teammates are having a hard time accepting the new employee. This is most likely due to ______.

a. loss of job security
b. disruption of the group relationship
c. a non-reinforcing reward system
d. fear of failure

A

b. disruption of the group relationship

89
Q

Managers can reduce mistrust and resistance to change by ______.

a. breaking up group relationships
b. being open and honest about changes
c. surprising employees with changes
d. using a non-reinforcing reward system

A

b. being open and honest about changes

90
Q

Laila loves her immediate supervisor, her co-workers, and her job, but she does not like her supervisor’s boss, Hamid. When he decides to institute some new policies that impact Laila, she is automatically resistant. This is most likely due to ______.

a. peer pressure
b. a non-reinforcing reward system
c. poor timing of the changes
d. a personality conflict

A

d. a personality conflict

90
Q

Laila loves her immediate supervisor, her co-workers, and her job, but she does not like her supervisor’s boss, Hamid. When he decides to institute some new policies that impact Laila, she is automatically resistant. This is most likely due to ______.

a. peer pressure
b. a non-reinforcing reward system
c. poor timing of the changes
d. a personality conflict

A

d. a personality conflict

91
Q

Ted’s company has recently reorganized. He has been reassigned into a new role for which he feels unprepared, and he is not sure that he can handle his new responsibilities. Which of the following best describes the reason why Ted is resisting the change?

a. personality conflict
b. peer pressure
c. climate of mistrust
d. fear of failure

A

d. fear of failure

92
Q

Tameka’s company is introducing a new invoicing and billing system. As Tameka is presenting the new system to the accounting team, she is careful to explain why the changes are important. By the time she is done, the accounting team has shown their acceptance of the new procedures. This is likely because ______.

a. Tameka has used tact
b. Tameka has used peer pressure
c. the accountants are predisposed to like change
d. the accountants have no fear of failure

A

a. Tameka has used tact

93
Q

Select all that apply

What are likely to cause resistance to change?

a. preservation of cultural traditions
b. the potential for loss of status
c. fears about job security
d. reinforcing rewards systems

A

B & C

94
Q

What is a common cause of employee resistance to change?

a. a climate of trust
b. peer pressure
c. personality agreement
d. reinforcing rewards systems

A

b. peer pressure

95
Q

What is likely to result in employee resistance to change?

a. changes that involve an aligned reward system
b. changes that are introduced in an insensitive manner
c. changes that preserve company cultural traditions
d. changes that improve employee job security

A

b. changes that are introduced in an insensitive manner

Principles of Management (7 decks)

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