E.4 Different Types of Org. Interventions Used to Enhance Org. Effectiveness, Well-Being, and Productivity (3)

In Lewin’s Force Field Model, which stage emphasizes convincing employees that the current state is unacceptable?
A. Moving
B. Unfreezing
C. Refreezing
D. Implementation

B. Unfreezing

Which stage of Lewin’s model focuses on embedding and stabilizing new behaviors through policies and rewards?
A. Refreezing
B. Transforming
C. Moving
D. Unfreezing

A. Refreezing

Situational: A company announces change but employees resist. Leaders highlight the risks of staying the same and benefits of new ways. This reflects:
A. Refreezing
B. Moving
C. Unfreezing
D. Structural Intervention

C. Unfreezing

Helping a client see and act on patterns of communication and conflict within their team is called:
A. Goal Setting
B. Process Consultation
C. Total Quality Management
D. Performance Appraisal

B. Process Consultation

Which group process element refers to the unwritten rules that guide team behavior?
A. Communication
B. Group Norms
C. Functional Roles
D. Leadership Use

B. Group Norms

An OD consultant teaches an individual how to better handle conversations with colleagues. This is an example of:
A. Individual Intervention
B. Confrontation Meeting
C. Team Building
D. Reward System

A. Individual Intervention

Which type of intervention helps a group understand its own dynamics to improve problem solving and interaction?
A. Structural Intervention
B. Process Intervention
C. Technocultural Intervention
D. Content Intervention

B. Process Intervention

When a group focuses on substantive issues related to its mission and deliverables, this is known as:
A. Content Intervention
B. Microcosm Groups
C. Process Intervention
D. Performance Management

A. Content Intervention

Changing team structures, roles, or methods to support better performance is a:
A. Goal Setting
B. Structural Intervention
C. Reward System
D. Process Consultation

B. Structural Intervention

Situational: A manager organizes activities to improve trust, clarify roles, and strengthen collaboration in a team. This is:
A. Confrontation Meeting
B. Performance Appraisal
C. Team Building
D. Microcosm Groups

C. Team Building

Which group intervention is specifically designed to quickly address serious team conflicts or breakdowns?
A. Refreezing
B. Confrontation Meeting
C. Reward System
D. Team Building

B. Confrontation Meeting

A small, diverse group is formed to study and resolve a larger organizational issue. This is known as:
A. Microcosm Group
B. Process Intervention
C. Content Intervention
D. Large-Group Intervention

A. Microcosm Group

Involving nearly the whole organization in change efforts is best described as:
A. Large-Group Intervention
B. Goal Setting
C. Microcosm Groups
D. Process Consultation

A. Large-Group Intervention

Situational: A company forms a temporary task force to explore sustainability initiatives. This is an example of:
A. Reward System
B. Team Building
C. Refreezing
D. Parallel Structures

D. Parallel Structures

Which approach is an organization-wide method that emphasizes continuous improvement and customer focus?
A. Confrontation Meeting
B. Total Quality Management (TQM)
C. Process Consultation
D. Goal Setting

B. Total Quality Management (TQM)

The most integrated application of employee involvement principles across the entire company is known as:
A. High-Involvement Organization
B. Performance Appraisal
C. Large-Group Intervention
D. Parallel Structures

A. High-Involvement Organization

Which HRM intervention ensures an ongoing cycle of feedback, goal-setting, and coaching between manager and employee?
A. Performance Management
B. TQM
C. Team Building
D. Process Consultation

A. Performance Management

The process of defining measurable objectives for employees within a set timeframe is called:
A. Goal Setting
B. Reward System
C. Performance Appraisal
D. Large-Group Intervention

A. Goal Setting

A formal, periodic assessment of employee performance over time is a:
A. Team Building
B. Structural Intervention
C. Performance Appraisal
D. Process Consultation

C. Performance Appraisal

Which HRM intervention covers monetary, non-monetary, and psychological benefits offered to employees?
A. Microcosm Groups
B. Goal Setting
C. Reward System
D. Parallel Structures

C. Reward System

Situational: A manager coaches staff regularly, checks in on progress, and adjusts goals as needed. This illustrates:
A. Refreezing
B. Content Intervention
C. TQM
D. Performance Management

D. Performance Management

Situational: An HR team defines quarterly targets for sales staff to achieve within three months. This is:
A. Goal Setting
B. Team Building
C. Process Consultation
D. Reward System

A. Goal Setting

Situational: Employees receive quarterly bonuses and recognition awards to maintain motivation. This reflects:
A. Process Consultation
B. Reward System
C. Performance Appraisal
D. Structural Intervention

B. Reward System

A merger between two large companies requires restructuring and blending different systems. This is an example of:
A. Goal Setting
B. Strategic Change Intervention
C. Process Intervention
D. Performance Management

B. Strategic Change Intervention

Which intervention involves transformational changes that reshape an organization’s entire structure and culture?
A. Refreezing
B. Reward System
C. Strategic Change Intervention
D. Confrontation Meeting

C. Strategic Change Intervention

Situational: A company restructures its departments and hierarchy to align with a new business model. This is:
A. Strategic Change Intervention
B. Team Building
C. Process Intervention
D. Developmental Change

A. Strategic Change Intervention

In Lewin’s model, the active phase where the organization takes concrete steps toward new practices is called:
A. Unfreezing
B. Refreezing
C. Moving
D. Transforming

C. Moving

Situational: After adopting new software, managers document new workflows and train employees to maintain consistency. Which Lewin stage is this?
A. Process Intervention
B. Moving
C. Refreezing
D. Unfreezing

C. Refreezing

Situational: An OD consultant observes group meetings and helps members recognize hidden communication patterns. This is:
A. Goal Setting
B. Reward System
C. Process Consultation
D. TQM

C. Process Consultation

When a group focuses on both problem-solving methods and underlying dynamics, it is using:
A. Process Intervention
B. Strategic Change
C. Content Intervention
D. Structural Intervention

A. Process Intervention

Situational: A large organization hosts a company-wide summit to engage employees in shaping future strategies. This is an example of:
A. Process Consultation
B. Reward System
C. Large-Group Intervention
D. Team Building

C. Large-Group Intervention

Which employee involvement approach allows employees to address innovation outside of rigid bureaucratic systems?
A. Group Norms
B. TQM
C. Parallel Structures
D. Strategic Change

C. Parallel Structures

Situational: A company restructures job roles to encourage greater decision-making authority at all levels. This best reflects:
A. Goal Setting
B. Performance Management
C. High-Involvement Organization
D. Process Consultation

C. High-Involvement Organization

A company integrates new performance systems, restructures leadership, and unites with another firm. This is an example of:
A. Strategic Change Intervention
B. Reward System
C. Microcosm Groups
D. Structural Intervention

A. Strategic Change Intervention

Situational: Leaders embed new cultural values through training, policies, and incentives until employees embrace them. This is Lewin’s stage of:
A. Reward System
B. Moving
C. Refreezing
D. Unfreezing

C. Refreezin