Com 304 Project 6

Front 1

Organizational change is both planned and unplanned.

Back 1

True

Front 2

Organizational silence assists in the process of change.

Back 2

False

Front 3

Which of the following managerial beliefs about employees contribute to organizational silence barriers?
Choose one answer.
a. A belief that employees are self-interested.
b. A belief that leadership and management knows best.
c. A belief that unity is important and dissent is to be avoided.
d. All of the above
e. None of the above

Back 3

d. All of the above

Front 4

The most important aspect for improving knowledge or information deficits barriers is:
Choose one answer.
a. Having employees who are not close to the problem implement change.
b. Reducing data collection time.
c. The quality of organizational participation processes.
d. None of the above

Back 4

c. The quality of organizational participation processes.

Front 5

Knowledge/information deficits, risk perception and uncertainty all are barriers to organizational change.

Back 5

True

Front 6

Which is not a form of active resistance?
Choose one answer.
a. Slow response to requests.
b. Attempts to get others to back the change.
c. Sabotage
d. Appearing to agree while not making the desired change.

Back 6

d. Appearing to agree while not making the desired change.

Front 7

Resistance to change is never appropriate or necessary.

Back 7

False

Front 8

Passive resistance is a variety of overt attempts to block change.

Back 8

False

Front 9

Low organizational trust generates a powerful barrier for effective change.

Back 9

True

Front 10

Organizational development is concerned most with __________.
Choose one answer.
a. change
b. quality of worklife for the worker
c. internal communication exchange
d. none of these

Back 10

a. change

Front 11

Who contended in 1998 that the increasing interdependency of the world requires change and new learning?
Choose one answer.
a. Peter Senge
b. Warren Benis
c. John Veiga
d. Kenneth Thomas
e. None of the above

Back 11

a. Peter Senge
and
b. Warren Benis

Front 12

Organizational development can be described as a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges.

Back 12

True

Front 13

The purchase model of communication consulting applies to a person who:
Choose one answer.
a. may be an employee or an external consultant.
b. could be likened to a medical doctor.
c. relies mainly on International Communication Audits (ICA).
d. all of these

Back 13

a. may be an employee or an external consultant.

Front 14

One of the primary problems of the doctor-patient model is the lack of organizational acceptance of proposed solutions.

Back 14

True

Front 15

The process model for organizational development finds members of the organization working hand-in-hand with the communication professional to identify problems, propose solutions, implement action, and evaluate results.

Back 15

True

Front 16

Four basic activities occur in the process of planned development and change: data collection, data evaluation, planning and implementation of solutions, and evaluating results.

Back 16

True

Front 17

Which of the following, according to the author, is the best technique for gathering data in any organization?
Choose one answer.
a. International Communication Audit (ICA)
b. Interviews and questionnaires
c. Operational performance data
d. Trained observation
e. None of these

Back 17

e. None of these

Front 18

Generally speaking, we can identify two basic approaches to organizational change: structural, and behavioral.

Back 18

False

Front 19

Behavioral change efforts focus on the use of organizational human resources.

Back 19

True

Front 20

Policy refers to established decisions about organizational operating procedures.

Back 20

True

Front 21

Training and development activities
Choose one answer.
a. reflect organizational culture.
b. relate to "shared realities" of the organization.
c. emphasize change within the organization.
d. both A and B.
e. A, B, and C

Back 21

e. A, B, and C

Front 22

Advising and counseling activities are both formal and informal responsibilities of the communication professional.

Back 22

True

Front 23

Organizations frequently use performance measures such as profit and loss, sales quotas, manufacturing output, quality defects, and employee turnover to measure change.

Back 23

True

Front 24

A communication strategy is the general plan for disseminating information and soliciting input during planned organizational change.

Back 24

True

Front 25

A communication plan is a plan to deal with the implementation of strategy.

Back 25

True