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Organization Development

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Question
Answer
fourth and final stage of emotional reaction to downsizing, in which employees accept that lay-offs will occur and are ready to take steps to secure their future   show
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second stage of emotional reaction to downsizing, in which employees become angry at the organization   show
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leaders use available information to make a decision without consulting their subordinates   show
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show autocratic II strategy  
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show bandwidth  
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show change agent  
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person who is not afraid of change but makes changes only when there is a compelling reason to do so   show
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show change resister  
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24-hour cycle of physiological functions maintained by every person   show
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work schedules in which 40 hours are worked in less than the traditional five-day workweek   show
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leaders share the problem on an individual basis with their subordinates and then make a decision that may or may not be consistent with the thinking of the group   show
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leaders share the problem with the group as a whole and then make a decision that may or may not be consistent with the thinking of the group   show
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hours in a flextime schedule during which every employee must work   show
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show denial stage  
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show empowerment charts  
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third emotional stage following the announcement of a layoff, in which employees worry about how they will survive financially   show
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shift schedule in which employees never change the shifts they work   show
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part of a flextime schedule in which employees may choose which hours to work   show
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flextime schedule in which employees have flexibility in scheduling but must schedule their work hours at least a week in advance   show
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flextime schedule in which employees can choose their own hours without any advance notice or scheduling   show
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show group I strategy  
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show job sharing  
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show modified flexitour  
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working more than one job   show
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shared values, beliefs, and traditions that exist among individuals in an organization   show
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process whereby new employees learn the behaviors and attitudes they need to be successful in an organization   show
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process of having certain organizational functions performed by an outside vendor rather than an employee in the organization   show
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show receptive changer  
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person who will initially resist change but will eventually go along with it   show
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procedures in which employees participate to become “one of the gang”   show
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show rotating shifts  
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show sacred cow hunt  
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show survivors  
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organizational behaviors or practices that convey messages to employees   show
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show telecommuting  
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employees hired through a temporary employment agency   show
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temporary employees are also called   show
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show victim  
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show internalization  
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show dissatisfaction  
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show make it himself  
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show absolute  
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universal about employees' desire for empowerment   show
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show restricted overtime  
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show layoff victims  
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according to research, employees who work 12-hour shifts are __ than those working 8-hour shifts   show
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research indicates that less absenteeism, slight increases in productivity, & higher job satisfaction are ALL associated with   show
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employee who works only the morning shift each day has a(n)   show
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process of improving organizational performance by making organization-wide, rather than individual, changes   show
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show aspects  
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sacred cow hunt is an organization-wide attempt to get rid of practices that   show
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show sacred cow hunts  
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show paper cow  
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show paper  
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good annual practice is to review all forms & reports to determine whether they are   show
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show their current format  
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to reduce number & length of meetings, ask person calling meeting to   show
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to reduce number & length of meetings, consider whether the cost will exceed __ __   show
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when people are forced to consider benefits of most meetings against their cost, most meetings   show
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show unnecessary deadlines  
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show thinking  
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in addition to sacred cow hunts, effective change can be encouraged by not being __ with something that is working well   show
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show rules  
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in addition to sacred cow hunts, effective change can be encouraged by __ employees for making the attempt to change or to try something new   show
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show reluctant  
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employees may be reluctant towards change because they fear it will result in less favorable __ __   show
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show economic  
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feeling out of control & if they are losing their identity, meaning, & belonging   show
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show theories about change process  
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show distinct time  
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difference between stage & phase is that phases can __ with one another   show
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show Lewin theory of change process  
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organization must convince employees & other stakeholders that current state of affairs is unacceptable & that change is necessary   show
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show moving stage  
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show refreezing stage  
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Carnell suggests that employees typically go through denial, defense, discarding, adaptation, & internalization during   show
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show denial  
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employees begin to believe that change will actually occur, they become defensive & try to justify their positions/ways of doing things   show
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during defense stage, there is the idea that if an organization is changing the way in which employees perform, there is __ __ that employees must have previously been doing things wrong   show
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employees begin to realize not only that organization is going to change but that employees are going to have to change as well   show
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show old ways  
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employees test new system, learn how it functions, & begin to make adjustments in way they perform   show
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during adaptation stage, employees spend __ __ at this stage & can often become frustrated & angry   show
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final stage, employees have become immersed in new culture, become comfortable with new system, & accepted their new coworkers 7 environment   show
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show accept; handle  
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show Warner Burke  
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show evolutionary change  
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"real jolt to the system" that drastically changes way things are done   show
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show examples of revolutionary change  
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change from Windows XP to Vista, change in supervisor whom one reports, or change in how to submit travel receipts for reimbursement   show
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revolutionary change is __ __ than is evolutionary change   show
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employee __ of change is often a function of reason behind the change   show
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employees __ change that is due to financial problems, external mandates, or attempts to improve organization   show
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show organizational philosophy  
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acceptance is lower when employees perceive change to be a(n) __ on the part of the person making the change   show
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show changing  
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employees are least likely to accept change if they do not understand or were not told __ __ the change   show
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show person  
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workers are more positive about change when the source of change is   show
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changes proposed by leaders who are well liked & respected and who have history of success are __ __ to be accepted   show
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show trust organization  
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there is __ __ in way in which people instigate/react to change   show
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reasoned change is good, but change for the sake of change is __   show
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show agent's  
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a change __ motto might be "If it ain't broke, leave it alone; if its broke fix it"   show
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show change constantly  
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__ changer's motto might be "If its broke I'll help fix it"   show
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show self-esteem  
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show personalities  
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show control  
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show reluctant  
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show resisters  
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important factor is employee acceptance of change is the way   show
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show linear  
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typically there is a(n) __ __ for each phase of a change process   show
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show seldom  
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show setbacks  
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according to Denton, 1st steps in organizational change is to   show
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show surveyed  
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show creating an atmosphere for change  
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show remembering "good old days"  
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after creating dissatisfaction with the status quo, Denton advised organizations to work hard to __ __ of change by providing emotional support   show
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after creating dissatisfaction with the status quo, Denton advised organizations to reduce the fear of change by allowing employees to vent & discuss their __   show
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after creating dissatisfaction with the status quo, Denton advised organizations to reduce the fear of change by providing employees with __ __ that allows them to make mistakes during transition period   show
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fear of change can be reduced by having someone in organization __ benefits of change   show
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show kept well informed  
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unless their is need for secrecy, employees should be aware of and involved in __ __ of change   show
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if employees are kept in the dark until the very end about a change, they usually suspect that   show
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most successful organization changes occur in a(n) __ __   show
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show things to wrong  
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show disillusioned  
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show change mode  
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show corporate; climate  
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establishes workplace norms of appropriate behavior & defines roles & expectations that employees & management have of each other   show
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show subculture  
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culture & norms are also result from __ or __ the behaviors of others   show
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organizational culture has traditionally been ignored during restructuring & other changes because there is __ __ that culture can't be changed   show
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organizational culture has traditionally been ignored during restructuring & other changes because many organizations do not __ __ to change their cultures   show
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important that organization know how to __ __ in its change process   show
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show successful elements; new elements  
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show 1st step in changing culture  
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show 2 additional step in changing culture  
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involves great deal of discussion & analysis; including needs assessment, determining executive direction, implementation considerations, training, & evaluation of new culture   show
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show what might need to change  
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show reviewed  
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usually collected through observations, review of existing documentation, & employee interviews/surveys consisting of questions that ask for potential recommendation of changes   show
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in order to determine executive direction, management must analyze the needs assessment to determine decisions or actions that will   show
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show feasibility  
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according to research, it takes __ __ of top management to implement empowering philosophy   show
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addressing possible obstacle to culture change during transformation process can usually   show
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show implementation considerations  
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show participate  
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all organizational members must be __ in a new philosophy for new culture to thrive & be long-lasting   show
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show biggest barrier  
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show different interpretations  
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management and employees have different interpretations of how to __ __ empowerment culture   show
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show ambiguity  
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must be established to review new culture   show
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show ideal culture  
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show existing culture & status quo must be upset  
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show cultural transformation  
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once the process of transformation has started, it is important that it   show
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if new culture is expected to last, developing new __ __ & __ __ should occur   show
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show participating; cooperating  
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show optimize  
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show frozen  
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show reinforce  
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organizational socialization helps any newcomer to organization define their __ and what is expected of their position   show
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show informal strategies of socialization  
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show negative stories  
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show formal  
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symbols are formal way to __ socialization process   show
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can range from asking employees for their opinions to giving them complete decision-making control   show
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empowering employees is also referred to as ways to increase levels of   show
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employees need to be involved in decisions in circumstances in which __ of the decision is important   show
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employees need to be involved in decisions in circumstances in which decision __ employees   show
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show trust  
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1st factor to be considered in making decision is whether one decision will be   show
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2nd factor in decision making involves extent to which leaders have __ __ to make decision alone   show
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if leaders do not have sufficient information to make a decision alone, then __ with other is desired only if leaders wants subordinates to feel involved   show
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if leaders lack sufficient knowledge to make a decision   show
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show what; how  
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show problem's structure  
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4th decision-making factor involves degree to which it is important that decision   show
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show subordinate  
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show gain support  
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show motivated  
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show conflict  
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show five  
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Autocratic I is an effective strategy when leader has __ information   show
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show acceptance by group  
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show important  
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main difference between Consultative I & II strategies is that with II   show
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Consultative II is used when acceptance of decision by __ is important   show
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Consultative II is used when individual group members are likely to __ with on another about the best solution   show
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the role of leader in Group I strategy is merely to __ in decision-making process   show
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Group I is effective when group acceptance of decision is important & when group can be __ to arrive at decision that is consistent with org goals   show
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research on Vroom-Yetton Model found that managers who used decision-making strategy recommended by model made __ decisions   show
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when employers talk about empowering employees they most often want to give employees __ __ in day-to-day activities   show
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show apply different meaning to word than intend by employers  
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at __ level, employees are given instructions about what to do, when to do it, & how it should be done   show
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show real control  
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employees at following level can be those who are   show
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show decision-making  
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at ownership of own product level, employees are still told what to do but are __ __ for quality of their output   show
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ownership of own product level removes   show
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every person's work is checked by another person   show
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logic behind redundant systems is that with more than one person checking quality, there is less chance of __ __ reaching consumer   show
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show lessened  
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show check their work more carefully  
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show ownership  
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show autonomy; independence  
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employees are asked to provide feedback, suggestions, & input into a variety of organizational concerns   show
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show no guarantee  
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key at advisory level is that the __ __ is that organization will seriously consider employee advice   show
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show best knowledge  
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show best decision  
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allows employee to make a decision; however, it is made at a group level   show
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in shared/participative/team level in __ __ is the team's decision not implements   show
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show take on responsibility of making decisions  
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give employee final authority to make decision on their own, no group consensus, no supervisory approval   show
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show absolute power  
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rather than punishing employees on absolute level who make a bad decision, it is better to discuss what would have been a better decision and explain why   show
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organization never have just __ __ of employee input & control that applies to every employee   show
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show employee; task  
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show reduce confusion  
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new employees are likely to placed at following level until they __ __ in performing the task   show
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show systematic plan  
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research indicates that increased empowerment typically results in __ __ __ for employees in US, Mexico, & Poland not for India   show
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show bad decisions  
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show decrease in size of their workforce  
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show profitable  
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show 80%  
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employee assistance/wellness programs, benefits & payroll administration, training, data processing, housekeeping, & landscaping   show
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as an alternative to downsizing/layoffs organizations will __ hiring of new permanent employees   show
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as an alternative to downsizing/layoffs organizations will encourage employees to __ __ & then help them learn skills need to make it   show
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show retirement packages  
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drawback to early retirements packages is that only 10-20% of __ __ agree to take it   show
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as an alternative to downsizing/layoffs organizations ask employees to   show
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show less than a year  
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to get employees to agree to a pay cut organizations will offer __ __ that is worth more than the pay cut   show
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as an alternative to downsizing/layoffs organizations can ask employees to __ work scheduled   show
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restricting overtime, implementing job sharing, encouraging employees to work at home, implementing payless holidays/shortened workweek, & reducing employees' pay are ways many organization attempt o   show
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show monitoring  
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show signs of possible economic trouble in an organization  
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show take stock  
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show criteria to choose employees for lay offs  
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committee deciding which employees will leave should be diverse in terms of race, sex, & age in order to   show
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show adverse impact  
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show intentional discrimination  
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are best done in person & employees need to receive concrete information   show
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show employees' questions  
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show outplacement programs  
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after receiving word of being laid off employees go through four stages that are similar to   show
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show help them  
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during anger stage, it is important that employees be given a(n) __ __ through which to vent their anger & frustration   show
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show empathic and soothing  
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show specific offers of assistance  
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show financial counseling process  
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show potential careers  
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major issue that arises during career assessment & guidance process is the ability of layoff victim to   show
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increases in headaches, stomach upsets, sleeping problems, cholesterol levels, physical illness, hospitalization rates, heart trouble, hypertension, ulcers, vision problems, & shortness of breath are reported by   show
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show psychological trauma  
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show future productivity  
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show become afraid  
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research indicates that survivors of downsizing __ __ stressed, anxious, secretive, skeptical, cynical, & distrustful   show
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research indicates that survivors of downsizing have __ role conflict & ambiguity   show
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research indicates that survivors of downsizing __ __ in themselves & management   show
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research indicates that survivors of downsizing have __ __ of morale & job satisfaction   show
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research indicates that survivors of downsizing feel a lose of   show
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survivors of downsizing will be more productive & feel more secure if they __ __ to participate in decisions & make suggestions, given moderate level of security, supported by supervisors & org if layoff victims are treated well   show
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show talk positively  
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it is important that the organization keep an open __ __ policy with survivors   show
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it is important that the organization communicate __ __ to survivors   show
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show negative effects  
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show peak-time pay  
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