Conceptual models play a key role in the

process because they help us to

decide which aspects of organizational behavior require attention and provide a focus for

gathering.

A$.$ diagnostic, information

B$.$ information, diagnostic

C$.$ interview, diagnostic

D$.$ force$-$field, cultural

Which is a key leadership task?

A$.$ Sense$-$making

B$.$ Aligning

C$.$ Enabling

D$.$ All of the above

Power is inherent in any relationship in which one person or group is

on another.

A$.$ self$-$interested

B$.$ dependent

C$.$ independent

D$.$ motivated

Action research is the basic model underpinning most organizational development

interventions.

A$.$ True

B$.$ False

In action research, the motive force for learning and change is

and the

experience of

A$.$ freezing, untreez$$ng

B$.$ participation, collaboration

C$.$ cognitive dissonance, disconfirmation

D$.$ dependence, freezing

inquiry is a process that involves exploring the best of what is and amplifying

this dest practice. $$he essence of inquiry is the generation of a shared image of

a better future: 'What would the future de $$ke in tne dest of what is became the norm?$\text{'}$

A$.$ Appreciative, appreciative

B$.$ Action, action

C$.$ Lean, lean

D$.$ Training, re$-$engineering

$14$ learning occurs when leaders are able to think outside the box by reflecting

on outcomes, identifying and challenging the assumptions and beliefs that underpinned the

decisions and actions that led to these outcomes, and, where appropriate, revising their

assumptions in ways that open the possibility of experimenting with new ways of behaving.

A$.$ Single$-$loop

B$.$ Double$-$loop

C$.$ Continuous$-$loop

D$.$ Bouncing$-$loop

Appreciative inquiry is based on the assumption that we are free to choose which aspects of

our experience we pay attention to$.$

A$.$ True

B$.$ False Which statement is false?

A$.$ Organizational change is typically associated with some degree of individual change.

B$.$ The training needs analysis involves three steps: systems$-$level review, task analysis, and

persona analysis.

C$.$ Training is a key determinant of the success of teams.

D$.$ A task analysis review determines how the proposed change will affect organizational goals,

objectives and task demands.

Training is not a key determinant of the success of teams.

A$.$ True

B$.$ False

Which statement is false regarding the evaluation of training effectiveness?

A$.$ At level one, the criterion is how trainees reacted to the training.

B$.$ At level two, the criterion is what they learned.

C$.$ It is relatively easy to apply the relevant principles of learning to design a training activity that

will encourage learning, but much more difficult to design one that will ensure that the learning is

transferred and used in the work situation.

D$.$ At level four, the criterion is behavior.

High performance management is an intervention that change agents can use to improve

performance by aligning people management practices. This is a much more effective intervention

than working to improve separate people management practices, such as training, performance

management or reward systems, in isolation.

A$.$ True

B$.$ False

The maWhich is not a driver of self$-$reinforcing sequences?

A$.$ Increasing returns

B$.$ Psychological commitment to past decisions

C$.$ Cognitive biases

D$.$ Backlash

Which is not a step in Lewin's three$-$step process?

A$.$ Unfreeze or unlock the existing level of behavior

B$.$ Move to a new level

C$.$ Leading and managing the people issues

D$.$ Refreeze behavior at this new level

change is more intense than

change and reactive change is

more intense tnan.

change.

A$.$ Transformational, incremental, proactive

B$.$ Incremental, transformational, proactive

C$.$ Proactive, transformational, incremental

D$.$ Incremental, proactive, transformational

Many organizations have adopted the

to help managers widen the criteria

they use to assess performance.

A$.$ customer perspective

B$.$ balanced scorecard

C$.$ cycle of competitor behavior

D$.$ trap of success

Effective change managers require and can be helped to acquire:

A$.$ confidence in their own abilities to make a difference

B$.$ the motivation to change

C$.$ conceptual models and action tools$/$interventions

D$.$ all of the above

The most effective mode of intervening can vary over the course of a helping relationship. The

mode might be especially effective at the beginning of the helping process.

A$.$ information$-$gathering

B$.$ challenging

C$.$ supportive

D$.$ theorizing

Which statement is false?

A$.$ Organizational change not only involves a change in situational factors, such as technology,

structures and systems, but also a series of personal transitions for all those affected.

B$.$ New structures and systems may not work as planned until organizational members let go of

the way things used to be and adjust to the new situation.

C$.$ Incremental changes are those that are perceived to be relatively lasting in their effects, take

place over a relatively short period of time, and affect large

areas of an individual's assumptive world.

D$.$ The process of personal transition involves a number of stages of