OL BMGT 311 Chapter 9

Of the six images of managing change, the _____ and _____ images have their foundations in the field of organization theory.
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Underpinned by the _____ image, the organizational development (OD) approach is one where its adherents present their developmental prescriptions for achieving change as being based, at least traditionally, upon a core set of values, values that emphasize that change should benefit not just organizations but the people who staff them.
The introduction of and transition to new techniques and behaviors occur during the _____ phase of action research.change actionsAccording to Cummings and Worley, which of the following is NOT a skill needed by an organization development (OD) practitioner?technical skillsWhich of the following is NOT a part of Kurt Lewin's three-stage model of change?pouringWhich of the following is NOT a criticism of organization development (OD)?problems arising due to too much theoryThe approach and the values underpinning organization development (OD) were predominantly developed in _____.the United StatesAccording to Lewinian/OD views of organizational change, organization development (OD) is linear in that ithas movement from past to present to future.In the context of the core set of values of the organization development (OD) field, _____ values relate to authenticity, growth, and self-realization.developmentalAccording to Cummings and Worley, organization development (OD) practitioners need _____ skills, which include having a well-developed set of values and personal integrity and the ability to retain their own health in high-stress organizational situations.intrapersonalWhich of the following is NOT a technique designed to work with large groups of people at a time?spatial participation designWhich of the following is a difference between dialogic organizational development (OD) and diagnostic organizational development (OD)?A consultant is an involved facilitator in dialogic OD, whereas he or she is a neutral facilitator in diagnostic OD.Which of the following is NOT a component of appreciative inquiry (AI)?communicating to the worldAccording to Fuller et al., which of the following is true of appreciative inquiry?It releases an outpouring of new constructive conversations.Which of the following has been dubbed as a "new movement in organizational science" since its emergence in the early 2000s?positive organizational scholarshipWhich of the following approaches is NOT encompassed in positive organizational scholarship (POS)?organizational sociologyWhich of the following is NOT an issue that Fineman raises in question of whether positive organizational scholarship (POS) can really live up to its "positive" aims?He suggests that negative aspects frequently outweigh the positive.The _____ is an assumption that planned, intended change is necessary in order to disrupt the forces that contribute to a lack of change in an organization so that there is a lag between environmental change and organizational adaptation.assumption of inertiaAccording to Kurt Lewin, removing blockages in the adaptive processes is termed _____.rebalancingThe best change sequence in the event of ineffectiveness in the system is:freeze, rebalance, and unfreeze.According to the text, which of the following is NOT a major organizational change experienced by Nova Scotia Power from 1982 to 2002?expropriationAccording to the sense-making framework, _____ is the notion that people make sense of their actions in hindsight.retrospectionThere is no single, underlying theory that unifies the field of organization development (OD) as a whole.TrueCentral to the traditional organization development (OD) approach is the role of the OD practitioner, who may be either internal or external to an organizationTrueThe three-stage model for change that includes the processes of unfreezing, changing, and refreezing was developed by Joseph Juran.FalseOne of the biggest strengths of the traditional organization development (OD) field was that it was well suited to handle large-scale organizational change.FalseAccording to the organization development (OD) approach, it is the bottom rung of an organization that is committed to the change process.FalseUnder dialogic organization development (OD), the role of the OD consultant moved from being the provider of data for fact-driven decision making to being the facilitator of processes that encouraged "conversations" around change issues.TrueThe dialogic organization development (OD) approach holds that "real change" only occurs when mindsets are altered and that this is more likely to occur through "generative conversations" than persuasion by "facts."TrueAccording to Bean and Hamilton, after the downsizing at Telenor, some staff accepted the corporate "alignment" frame, while others adopted an "alienated" frame and felt marginalized and feared for their job security.TrueThe ability of a powerful actor to project sense-making onto a situation, shaping the interpretations of others, is known as projective sense-making.TrueAnimation is one of the four drivers of organizational change whereby people remain in motion and may experiment.True