Computer Organization 5th Edition V Carl Hamacher, Carl Hamacher, Zvonko G Vranesic, Safwat G Zaky - Solutions

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Explain three basic responses an individual may have to socialization. LO9
Explain the difference between pivotal and peripheral norms. LO9
Identify and demonstrate the uses of the psychological contract. LO9
How does OD differ from a single-change technique such LO9 as management training?
How would you define “organization development”? LO9
Describe the five stages of organization development. LO9
Understand the expectations of the psychological contract formed on joining an organization. LO9
Describe organization culture and understand its impact on the behavior of individuals in an organization. LO9
Define the concept of organization development and recognize the need for change and renewal. LO9
Which community-based intervention, using the community as an active participant, works best for your work?
How many people need to be at the table?
What characteristics can be helpful at the table?
What characteristics can be harmful?
Which person at the table should be focused on the most?
What is the role of the OD practitioner in community intervention?
Name the five purposes for which communities come together?
What could Mr. Brown have done better?
Which participant was the most significant impediment?
What is the primary objective of an OD practitioner when first approaching an organization about conducting an LSI?
What are some problems that an OD practitioner might face when introducing an LSI to an organization? What are some problems that organizations might have in implementing an LSI?
Consider your answers to Question 2. Identify several types of LSIs and give examples where each would make sense to introduce and how you would introduce them.
Compare and contrast the reasons for successful and unsuccessful LSIs.What stands out as critical to the success of the intervention? To what can most LSI failures be attributed?
What is it about a communication strategy that is so integral to the success of an LSI? Identify and explain what communication processes you believe should be in place for a successful LSI.
What should OD practitioners do during the implementation of an OD intervention? List as many action steps or action ideas that you can think of.
Why might the role of OD practitioners differ by the scope of the OD intervention? For instance, why would the role of an OD practitioner in implementing a team-building intervention differ from the role of an OD practitioner in implementing a large-scale organizational change?
Why might the role of OD practitioners differ by the duration of an OD intervention? What are some differences between what an OD practitioner should do in a short-term change effort (e.g., weekend retreat offsite) and a long-term change effort (e.g., facilitating the implementation of a five-year
There are several definitions of OD provided in this chapter. Which one do you most relate to? Why?
Which OD intervention model do you prefer? Explain.
Describe advantages and disadvantages of all the OD intervention models in this chapter.
Do you think a certain OD intervention model is more appropriate for a certain type of OD intervention? Explain.
What competencies do you think are most valuable for an OD practitioner?
Has your organization used any individual intervention change approaches in its attempt to improve someone’s performance and productivity?If Yes, was the approach successful? Why? What was the experience for the individual and the organization?If No, what was standing in the way of your
From your point of view, in your organization, is there a strong relationship between the top management team and the organization’s hierarchy?If Yes, what do you think is causing such strengths?If No, what do you think is interfering with or causing a weak relationship?
How do you describe your relationships with your supervisor?
How do you rate your own performance and productivity at your management position?
Have you ever been involved with any dysfunctions and conflicts with your supervisor or a subordinate?If Yes, what was the dysfunction or conflict, and how was it resolved?If No, what would you attribute to a dysfunction-free operation?
From your point of view, what are the most important values or principles that would strengthen and build a strong bonding between you and your supervisor or your subordinate?
What would be the most destructive behavior or attitude that would cause un-workability in an organization’s management process?
Considering what you have read in this chapter about individual intervention(in executive and managerial coaching format), what else would you suggest adding to elements of individual intervention? What was missing?
Do you think professional coaching and OD consulting would make a difference for establishing strong and cohesive executives and managers?
Has your organization used a team-based approach in its attempt to improve productivity?If Yes, was the approach successful? Why? What was the experience?If No, what was standing in the way of your organization implementing the team-based approach?
From your point of view, in your organization, is there a strong relationship between teams and the organization’s hierarchy?If Yes, what do you think is causing such strengths?If No, what do you think is interfering with or causing a weak relationship?
How do you describe relationships in your team (if you are a member of a team)?
Have you ever been involved with any team dysfunctions and conflicts?If Yes, what was the dysfunction or conflict, and how was it resolved?If No, what would you attribute to your team’s dysfunction-free operation?
From your point of view, what are the most important values or principles that would strengthen a team-building process?
What would be the most destructive behavior or attitude that would cause un-workability in a team-building process?
Considering what you have read in this chapter about team-building, what else would you suggest adding to elements of team-building? What was missing?
Do you think professional coaching and OD consulting would make a difference for establishing a strong and cohesive team, or adding and expanding the knowledge of teams in your organization?
What specific questions should an OD practitioner ask in each step of the ARM?
Explain what an open and closed client system is. What interventions should OD practitioners use to test for their client’s degree of openness to learning?
What roles should OD practitioners play to successfully complete the action planning step? Do you think OD practitioners require different roles in different steps of implementing a change project? Explain.
What are the biggest challenges of OD practitioners in carrying out an OD change project? How can they overcome these challenges?
What are the benefits and challenges of formative, summative, and longitudinal evaluation?
What other advice would you offer to the OD practitioner and the client to better adopt and institutionalize an OD change effort?
This chapter listed several questions OD practitioners should address before the separation step ends. What considerations should the clients address in the separation step?
From your point of view, when is the use of intermediate-sized OD intervention most appropriate and useful to an organization?
What elements or characteristics of an organization make you select an intermediate-sized OD intervention over a team-building intervention?
Has your organization used an intermediate-sized OD intervention?If Yes:• What were the circumstances that made it appropriate for intermediate-sized intervention?• What was the role of the OD practitioner for a successful intermediatesized intervention?
Have you, as an OD practitioner, conducted an intermediate-sized OD intervention? If Yes:• What were the important elements that needed to be considered when you designed an intermediate-sized intervention?• Did you encounter any resistance from the management before and/or during the
As a decision-maker in your organization, what type of behavior or attitude did you notice among your groups that directed you to choose an intermediate-sized OD intervention for that division or section of your organization?
From your point of view, what are the most important values or principles that would strengthen an intermediate-sized OD intervention process?
As a member of one of the groups, how do you describe relationships among your groups and other related groups after the intermediate-sized OD intervention?
Define OD intervention, and distinguish it from other efforts to implement change.
How might values and assumptions influence OD interventions? Describe.
Why might OD interventions fail? Explain how management commitment might be lost, and what could OD practitioners do to sustain continuing management commitment even over long implementation efforts.
The model shown in Figure 1.3 illustrates the relationships between problems, OD interventions/solutions, and size of change efforts. Can you draw a comparable model that shows the relationships between strengths, OD interventions, and size of change efforts? Do so.
How has your personality and temperament changed over time? What has remained the same? To what do you attribute these changes? To what do you attribute the stability?
What is your experience with assessment instruments? Do you believe the instruments you took were valid and reliable? What gives you that impression?
Discuss advantages and disadvantages of using an assessment instrument that is both reliable and valid in lieu of one that is not?
How important might it be for an OD practitioner to “take” the assessment that he or she will administer to others? Explain.
Given the impact of COVID-19 on social interactions, what changes if any might OD practitioners anticipate seeing in the results of interpersonal assessments? (Table 4.3).
In your words, define the four levels of individual interventions. Discuss the positives and negatives in your explanation.
What individual interventions and roles have you been able to experience in your professional capacities? Explain how you used your abilities in each instance.
If an intervention were provided for you by your organization, at which level would you like the person providing the intervention?
Can individual interventions be provided for all persons?
How can be individual interventions be implemented?
What are the advantages and disadvantages of adopting one or more of the nine theoretical perspectives on small groups before, during, or after an intervention?
Which small-group intervention would you deem the most important for an OD practitioner to enroll in as a participant to be more effective?Explain.
Compare and contrast the humanistic and psychodynamic approach to group-based interventions. Identify at least one situation where one approach would be more appropriate over another.
Are small-group interventions sustainable for long-term team effectiveness?Why or why not?
Under what circumstances would the Tavistock Method be more appropriate than a T-group?
Given the impact of COVID-19 on social interactions, what are some new ways of building the competencies expected from small-group interventions?
Should the field of OD create a definition for the term industry?
Should Force Field Analysis become a standard evaluation process when change is driven or influenced by a legislative environment?
Has organizational culture reached a point whereby every hospital should be held accountable for implementing EHR?
Should the body of literature on systems thinking include more case studies on industry-wide interventions?
Are there competencies specifically tied to a person’s ability to lead industry-wide change?
What trend studies can you find on the web? Using at least two recent trend studies, offer your own predictions about the future of OD interventions.
What special competencies may be needed by OD practitioners in the future to address the future challenges described in this chapter?
What opinions do you have about future trends and the competencies that operating managers will need to help workers deal with, or anticipate, the trends unfolding over time? How do the competencies of operating managers differ from, and overlap with, those needed by OD practitioners?
How is conditional execution of ARM instructions (see Part I of Chapter 3) related to predicated execution of IA-64 instructions? Comment on similarities and differ- ences.LO1
The 16-bit Thumb instruction subset of ARM instructions is intended for compact pro- gram encoding. Estimate the number of Thumb instructions needed to program the evaluation of the arithmetic expression shown in Figure 11.9. Assume that the Thumb subset has an appropriate divide instruction (which
Discuss the similarities and differences between the Motorola 680X0 family and the Intel 80X86 family of processors, up to the 68040 and the 80486 versions.LO1
The 68030 microprocessor has a 256-byte instruction cache and a 256-byte data cache. . Is this better than having a 512-byte instruction cache and no data cache? What are the advantages and disadvantages of these two alternatives? Answer the same two questions for a unified 512-byte instruction and
Intel IA-32 processors have special instructions for dedicated I/O operations, as de- scribed in Part III of Chapter 3. Motorola 680X0 processors use only memory-mapped I/O. What are the advantages and disadvantages of memory-mapped I/O compared to dedicated I/O?
Discuss the relative merits of addressing modes in the Motorola 680X0 and Intel 80X86 processors. In particular, discuss how the addressing modes in each processor facilitate program relocation, implementation of a stack, accessing an operand list, and manip- ulating character strings.
Section 11.3.1 explains that an IA-32 processor can view the memory as being organized in four different ways, depending on how segmentation and paging are used. Give some examples of situations in which each of the four possibilities is beneficial.
Write an ARM, 68000, or IA-32 program to evaluate the arithmetic expression in Figure 11.9. How does your program compare to the one in the figure with respect to the number of machine instructions required? Assume that the standard ARM instruction set has an appropriate divide instruction (which
In Alpha processors, only 32-bit and 64-bit aligned loads and stores are directly handled in the datapath between the cache and the processor. Sketch the combinational logic network that would be required in a 32-bit-wide datapath to permit loading any one of the four bytes of a 32-bit quantity
Compare the handling of the register stack in the IA-64 processors to that of the pro- cessor (memory) stack in Chapter 2. In particular, what are the counterparts of the Chapter 2 stack pointer, SP, and frame pointer, FP, in the IA-64 scheme?

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Computer Organization 5th Edition V Carl Hamacher, Carl Hamacher, Zvonko G Vranesic, Safwat G Zaky - Solutions

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