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Implementing Organizational Change 3Rd Edition Spector Test Bank Full Chapter PDF
Implementing Organizational Change 3Rd Edition Spector Test Bank Full Chapter PDF
Implementing Organizational Change 3Rd Edition Spector Test Bank Full Chapter PDF
MULTIPLE CHOICE
a. Team
b. Experiential
c. On-the-job
d. Succession
e. Just-in-time
(b: Moderate; p. 103)
11. ________________ can be described as the process of “getting the right people on
the bus” and “the wrong people off the bus.”
a. Removal and replacement
b. Person-organization
c. People alignment
d. Transport scheduling
e. none of the above
(c: Easy; p. 109)
12. ________________a formal process in which top executives regularly review all
managers at or above a certain hierarchical level, looking at both performance and
potential, and devise developmental plans for their most promising individuals.
a. Performance appraisal
b. People alignment
c. Job rotation
d. Succession planning
e. none of the above
(d: Moderate; p. 107)
16. Which of the following is correct about the strengths of behavioral simulation?
a. can focus on specific behaviors
b. valid supplement to other screening mechanisms
c. validity increases when multiple interviewers score results
d. focus on actual rather than recounted behaviors
e. both B and C
(d: Difficult; p. 114)
17. Which of the following is correct about the strengths of paper-and-pencil tests?
a. easy to administer and score
b. inexpensive to use on large scales
c. simple to compare
d. valid job success predictors when used in combination with other
mechanisms
e. all of the above
(e: Moderate; p. 114)
20. Patagonia’s statement that “it’s easier to teach dirt bags to do business than it is to
teach businessmen to be dirt bags” reflects what approach to employee selection?
a. behavioral simulation
b. person-organization fit
c. wilderness training
d. competency assessment
(b: Difficult; p. 114)
21. ____________ is a process in which top executives regularly review all managers
at or above a certain hierarchical level, looking at both performance and potential,
and devise developmental plans for their most promising individuals.
a. Task planning
b. Job planning
c. Policy planning
d. Process planning
e. None of the above
(e: Difficult; p. 116)
23. The statement of “explicit lateral movements replace rapid upward functional
mobility with a far broader set of experiences” refers to which practices for
developing executives capable of adaptation and leading change?
a. structural and design changes
b. explicit international movement
c. career mazes
24. ____________ deals with individuals who cannot or will not develop new
competencies and behaviors.
a. Removal and replacement
b. Career change
c. Training
d. Behavioral replacement
e. none of the above
(a: Moderate; p. 115)
25. ____________ is a widely shared perception that decisions are being made on the
basis of valid criteria.
a. Engagement
b. Fair process
c. Managerial manipulation
d. Sequential approach
(b: Easy; p. 117)
26. In order to accomplish fair process, removal and replacement decisions should be:
a. fair in process.
b. valid in content.
c. appropriate in sequence.
d. timely and accurate.
e. all of the above
f. A and B
g. A, B and C
(g: Moderate; p. 127)
29. Questions such as, “Give me an example of a work-related problem that you had to
deal with” or “talk about a recent group experience you had at work and the role
that you played” are examples of which type of interviews?
a. behavioral simulations
b. paper-and-pencil tests
c. behaviorally anchored interviews
d. human interaction tests
e. communication skill tests
(c: Moderate; p. 112)
30. Dealing with recounted rather than actual behaviors is a weakness of which
technique for person-organization fit screening?
a. behavioral simulation
b. paper-and-pencil test
c. behaviorally anchored interviews
d. human interaction test
e. communication skill test
(c: Difficult; p. 112)
31. Self-appraisal and data from multiple sources can increase the ____________ and
____________ of performance feedback
a. validity; reliability
b. cost; timeliness
c. validity; effectiveness
d. timeliness; effectiveness
(c: Moderate; p. 106)
TRUE / FALSE
36. “Buying” involves injecting the organization with new employees who possess the
desired set of competencies.
(True: Easy; p. 102)
38. Training can help convey to employees how their competitive environment is
changing and why their own behaviors need to be altered.
(True: Moderate; p. 103)
39. Training can, under the right circumstances, help employees gain new behavioral
competencies.
(True: Easy; p. 103)
41. The biggest advantages of formal appraisal are validity and accuracy.
(False: Moderate; p. 106)
42. Approximately 90% of Fortune 500 companies use some form of 360-degree
feedback.
(True: Moderate; p. 106)
43. On-the-job experience is less useful than behavioral and cognitive training in
developing new skills among executives.
(False: Easy; p. 107)
44. When supervisors seek to clone themselves, the effect is damaging for the
employees, not for the organization.
(False: Easy; p. 111)
46. The second component of the change effort and training programs is a knowledge
component: an awareness of the forces demanding strategic renewal and change
and the options available to the organization in response to those forces.
(False: Moderate; p. 103)
47. New behaviors acquired during experiential training will fade out unless the work
environment to which participants return supports new behaviors and participants
understand and accept the fact that outstanding performance will require those
behaviors.
(True: Moderate; p. 104)
49. Workforce reductions and employee layoffs may be effective in improving short-
term performance but will not by themselves produce the human resource
competencies required to support strategic renewal and sustain outstanding
performance.
(True: Moderate; p. 115)
51. Unless removal and replacement decisions are viewed by employees as being fair
in process, valid in content, and appropriate in sequence, the decisions can
undermine commitment to change implementation.
(True: Easy; p. 118)
ESSAY QUESTIONS
53. What are the advantages and disadvantages of make/buy options for
changing human resources?
Make approach:
Advantages: Uses existing talents, knowledge and skills; builds commitment to the
organization
Disadvantages: Not all employees can or want to change; change process may be slow;
training can be costly
Buy approach:
Advantages: Quick; injects the organization with new talents, skills and ideas
Disadvantages: May undercut morale/commitment of existing employees (p. 111)
54. What are the strengths and weaknesses of behaviorally anchored interviews?
Strengths:
Can focus on specific behaviors
Valid supplement to other screening mechanisms
Validity increases when multiple interviewers score results
Weaknesses:
Deal with recounted rather than actual behaviors
Can be slow and expensive to administer (Difficult; p. 112)
55. What are the sources of fairness in removal and replacement decisions?
What would be some key questions in determining each source?
b. Due Process: Are decisions seen as final and arbitrary (low fairness), or are
employees able to voice their opinions and appeal what they consider to be
invalid conclusions (high fairness)?
c. Timing and sequencing: Are decisions made before an employee is given an
opportunity to acquire the required skills (low fairness), or are employees
given an opportunity to develop and display the desired new behaviors (high
fairness)? (Moderate; p. 118)
The concept of person-task fit explains that when the organization has specific
tasks that need to be done, it hires individuals with the requisite skills. Human
resource specialists work in a structured way to define the key knowledge, skills
and abilities required in the performance of core organizational tasks. Individuals
are sought and often tested, to determine their competency levels to perform
specific tasks. The best-qualified individuals are then selected to fill the
organization’s job vacancies. (Moderate; p. 110)
59. Explain the two approaches of “make” and ‘buy” in regards to developing
required competencies.
Scenario-Based Questions
You are the new CEO of a major HR firm, offering specialized HR services to
organizations wishing to outsource all or part of their HR functions. In the past, the firm
has been structured into several divisions, including Compensation, Recruitment, Training
and Development, and Legal Services. As part of Step 1, Organization Redesign, you
have successfully piloted cross-functional teams and a new focus on customer service
which you are now rolling out as the new strategic directive for the entire firm. In order to
make sure that the change succeeds, you are now focusing on the newly identified skills
and competencies and you want to make sure that they exist across all groups,
department and functions.
61. One of your first decisions is between a make or buy approach to HRD. You
decide:
a. buying is the quicker option, and besides, the organization needs lots of new
talent.
b. making is the only way to go – after all, the organization relies on
commitment from its long-time employees.
c. you decide on some combination between buying and making.
d. you heard that this whole process has something to do with people getting
on and off busses, so you propose a “share a ride” program for all
employees.
(c: Moderate; p 102)
62. Training and development is a key component of your strategic change process.
Because your budget is limited, you want to cut one or more of the following
training components. Which one would you cut?
a. skill development training, focusing on teamwork and customer service
b. skill development training, focusing on planning and budgeting
c. knowledge component, dealing with strategic renewal and adaptation
d. training in new behavior support for supervisors and peers
(b: Difficult; p. 103)
63. In order to enhance the validity and accuracy of appraisal and feedback, you
implement:
a. 360-degree feedback.
b. standardized assessment.
c. behavioral simulations.
d. removal and replacement.
(a: Moderate; p. 106)
64. As much as you are committed to developing your existing employees, several key
people have left the organization because they did not agree with the changes and
some others had to be let go because of serious performance challenges. The best
way to ensure that the removal part of the process goes well is:
a. handle it as quickly as possible and behind closed doors – that way no one
gets hurt.
b. involve people in the decision, explain the criteria and the reasoning, and
offer due process.
65. In planning replacement for these employees, you decide on which of the following
strategies?
a. The company has a tried-and-true system in place for employee selection –
don’t break what has been working well in the past.
b. Each of these jobs has an extensive job description and your supervisors
have been trained in behavioral interviewing and administering some good
tests that match the person to the job.
c. In light of the strategic change process, it is essential that you select people
who can see the new strategy – you try to pick people who can work well in
teams and know the importance of customer service.
d. You select people based on education and experience.
(c: Difficult; pp. 115-116)
4 septembre, Rio-de-Janeiro.
En mer, 14 septembre.
L’état social d’un pays, comme son état politique, est un effet et
non une cause, et ceux qui méconnaissent cette vérité élémentaire
tirent de la constatation des faits actuels des conclusions toujours
fausses et injustes. La question de savoir si les espèces se
transforment n’est pas encore résolue ; mais quant aux peuples, cela
est de toute évidence.
Il faut donc, avant de juger une nation, connaître, au moins en
substance, quelle éducation elle a reçue et à quelle époque cette
éducation a commencé. L’aperçu très sommaire et très incomplet
que j’ai donné des richesses du Brésil suffit à faire comprendre
combien les destinées de cet immense empire sont intéressantes
pour l’avenir du monde civilisé ; un coup d’œil rapide sur son histoire
montrera qu’il ne faut pas se hâter d’être sévère à son égard, car nul
n’a été élevé à plus rude et à plus malheureuse école.
En l’an 1500, Pinson, l’un des anciens compagnons de
Christophe Colomb, aborde au nord de Pernambouc et prend