Question :
78.According to the action research model, which of the following : 1243827
78.According to the action research model, which of the following occurs during the “diagnose the need for change” step?
A.Analysis of data
B.Establishment of client-consultant relationship
C.Determination of the change effectiveness
D.Establishment of new conditions
E.Selection of external consultant
79._____ tries to break out of the problem-solving mentality of traditional change management practices by reframing relationships around the positive and the possible.
A.Parallel learning structure
B.Large group intervention
C.Force field analysis
D.Action research
E.Appreciative inquiry
80.The positive principle, the constructionist principle, and the simultaneity principle are principles of:
A.parallel learning structures.
B.appreciative inquiry.
C.action research.
D.process consultation.
E.large group interventions.
81.The four stages of appreciative inquiry, in order, are:
A.problem identification, envisioning, choosing the best solution, and appreciating.
B.dialogue initiating, innovating, creating, and appreciating.
C.problem identification, causal analysis, recommended solutions, and choosing the best solution.
D.discovery, dreaming, designing, and delivering.
E.problem identification, envisioning, performing, and evaluating.
82.According to the Four-D Model, appreciative inquiry begins by:
A.determining the cause of the problem.
B.determining whether there is a problem that needs to be fixed.
C.involving employees in the process of refreezing.
D.identifying the positive elements of an organization or work unit that is performing well.
E.creating a common image among participants of what should be in their own organization.
83.In organizational change, future search conferences are used mainly to:
A.force employees to accept the changes to be implemented.
B.involve as many employees and other stakeholders as possible in the change process.
C.give executives an opportunity to negotiate with employees to accept the changes.
D.train employees in the skills required for the change process.
E.refreeze the desired conditions in the organization.
84.Which of the following organizational change activities “puts the entire system in the room”?
A.Future search conference
B.Action research
C.Appreciative inquiry
D.Force field analysis
E.Parallel learning structures
85.What is the role of future search conferences in the process of organizational change?
A.They are an effective form of coercion so that employees agree to abide by the change process.
B.They mainly select the best person to serve as the change agent for the process.
C.They build commitment to the change process by involving as many employees as possible.
D.They interfere with the change process and therefore should be avoided unless the other approaches fail.
E.They are mainly a forum whereby senior executives can tell employees about their future corporate plans.
86.A parallel learning structure:
A.is a feature of all organizational change interventions.
B.includes highly participative teams constructed alongside the formal organizational hierarchy.
C.exists in organizations where employees are located in two or more buildings.
D.is mostly comprised of senior management and some professional staff members.
E.includes a specialized team of experts who possess the necessary skills to monitor the change process.
87.A major consumer-products company wanted to create a more entrepreneurial and marketing-oriented culture. After failing to bring about the change through middle management, senior executives worked directly with selected teams of front-line employees. These teams, which represented each area of the organization, worked on special projects outside the normal organizational structure. They followed the action research model to produce meaningful organizational change. Which of the following change strategies does this intervention represent?
A.Appreciative inquiry
B.Process consultation
C.Parallel learning structures
D.Sequential intervention
E.Top-down approach
88.ABC Corp selected employees from across the organization to find new ways to serve its customers. The team operated independently of the main organization and experimented with new service delivery approaches. This team is most similar to:
A.the sequential approach to organizational change.
B.a parallel learning structure.
C.the appreciative inquiry approach to organizational change.
D.theprocess of diffusing organizational change.
E.the process of creating an urgency to change.
89.Which of the following statements is true concerning Lewin’s Force Field model in the context of changes in other cultures?
A.Lewin’smodel is equally applicable in any cultural setting.
B.Lewin’s model, like the Western perspective on change, views change as linear.
C.Lewin’s model decreases the presence of ethical concerns often associated with change in other cultures.
D.Lewin’s model views change as a harmonious process revolving around an equilibrium.
E.Lewin’s model assumes that change is interconnected.
90.The CEO of Trendy Fashions should know that the four stages of appreciative inquiry, in order, are:
A.problem identification, envisioning, choosing the best solution, and appreciating.
B.dialoguing, innovating, creating, and appreciating.
C.problem identification, causal analysis, recommended solutions, and choosing the best solution.
D.discovery, dreaming, designing, and delivering.
E.problemidentification, envisioning, performing, and evaluating.
91.The CEO will need to know that the first step in his appreciative inquiry change effort will begin with:
A.determining the cause of the problem.
B.determining whether there exists a problem that needs to be fixed.
C.involving employees in the process of unfreezing.
D.identifying the positive elements of the organization or work unit that is performing well.
E.creating a common image among participants of what should be in their own organization.
92.One reason the CEO’s idea of using an appreciative inquiry approach might be successful is that this approach takes the organization from “what is” to ultimately:
A.”what will be.”
B.”what should be.”
C.”what could be.”
D.”what might be.”
E.”what cannot be.”
