09 Organizational Development and Change Free Online FlashCards

What is organizational culture?

Organizational culture is the shared pattern of beliefs, values, and behaviors that shapes how people interpret situations and work together.

What can resistance to change reveal?

Resistance can signal uncertainty, conflicting interests, loss of valued routines, or a flaw in the proposed change. Listening to concerns can improve the plan.

What are cultural artifacts?

Artifacts are visible cultural practices and symbols, such as meeting routines, office layout, stories, or dress.

Why should culture diagnosis consider different groups?

Departments, occupations, or locations may develop distinct subcultures, so diagnosing culture requires listening to different groups and examining daily work.

How do incremental and transformational change differ?

Incremental change refines existing practices; transformational change substantially alters how the organization operates.

Why can a new information system require more than a technology change?

A new information system can also change responsibilities, coordination, and required skills; successful adoption may require adjustments beyond installing the technology.

What is organization design?

Organization design is the deliberate arrangement of work, authority, and coordination to support organizational goals.

What is a benefit of grouping work by function?

Grouping by function, such as finance or marketing, builds specialized expertise.

What is a key trade-off between centralized and decentralized structures?

Centralized, formal structures can support consistency and clear accountability; decentralized, flexible structures can enable faster local decisions and adaptation.

What is organization development (OD)?

Organization development (OD) is a planned, collaborative approach to improving organizational effectiveness and capacity for change, informed by behavioral and social science.

What are the main stages of a typical OD process?

A typical OD process clarifies the concern, gathers and analyzes information, shares findings, implements suitable interventions, and evaluates and sustains results. The stages may overlap or repeat.

How should an OD intervention be selected?

An intervention should match the diagnosed issue and its level. For delays caused by unclear interdepartmental handoffs, mapping the handoffs and clarifying decision rights may address the root cause better than training one team alone.