Changing employees need to be given the tools for

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Intermediate Accounting: Reporting and Analysis
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Chapter 18 / Exercise 18-4
Intermediate Accounting: Reporting and Analysis
Jones/Wahlen
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Changing: Employees need to be given the tools for change: new information, perspectives, and models of behavior. Managers help by providing benchmarking results, role models, mentors, experts, and training.Refreezing: Employees integrate the changed attitudes and behavior into their normal ways of doing things. Managers assist by encouraging them to exhibit the new change and reinforcing the desired change with coaching and modeling.AACSB: AnalyticBlooms: ApplyKinicki - Chapter 10 #138Learning Objective: 10-02 How are employees threatened by change; and how can I help them adjust?Level of Difficulty: 3 HardTopic: The Threat of Change: Managing Employee Fear and Resistance139.Describe what OD is and what it can be used for. OD is a set of techniques for implementing planned change to make people and organizations more effective. It aims for fundamental change that is process oriented and is based in humanistic values. OD can be used to address a variety of problems in organizations, including managing conflict, revitalizing an organization, and adapting to mergers.AACSB: AnalyticBlooms: UnderstandKinicki - Chapter 10 #139Learning Objective: 10-03 What are the uses of OD; and how effective is it?Level of Difficulty: 2 MediumTopic: Organizational Development: What It Is, What It Can Do140.Explain how the OD process works. Suppose you were a student member of your college's or university's committee that was attempting to study why an excessive number of students drop out of your college. Give examples of activities your task force might take in each stage of its OD process. The three steps in the OD process are diagnosis, intervention, and evaluation. Examples of diagnostic actions might be generating a survey of students or interviewing students who dropped out. Examples of interventions might be changes to the advising process or changing the first-year student orientation. Examples of evaluation would be comparing dropouts from before and after the intervention.AACSB: AnalyticBlooms: ApplyKinicki - Chapter 10 #140Learning Objective: 10-03 What are the uses of OD; and how effective is it?Level of Difficulty: 3 HardTopic: Organizational Development: What It Is, What It Can Do
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Intermediate Accounting: Reporting and Analysis
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Chapter 18 / Exercise 18-4
Intermediate Accounting: Reporting and Analysis
Jones/Wahlen
Expert Verified
141.Under what circumstances is OD most likely to be successful? Multiple interventions: Combined interventions such as goal setting, feedback, training, etc. have been found to work better than single interventions.Management support: OD is more likely to succeed when top managers give the OD program their support and are truly committed to the change process and the desired goals of the change program. Also, the expectations for change were not unrealistic.Goals geared to both short- and long-term results: Change programs are more successful when they are oriented toward achieving both short-term and long-term results. Managers should not engage in organizational change for the sake of change. Change efforts should produce positive results.

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