Exam 9: Organizational Cultures, Innovation, and Change: Adaptability and Values Set the Tone

Change that seeks to tweak or modify the existing system is called __________ change.

Change that results in a major and comprehensive redirection of the organization is called __________ change.

A system of shared beliefs and values that guides organizational behavior is called organizational __________.

Name and explain Kurt Lewin's three phases of planned change.

Practices that create meaning and shared community among employees are called __________.

Special creative units set free from the normal organizational structure for the purpose of innovation are called __________ .*

Achievement award programs are __________ that contribute to a company's core values.*

All of the following could be sources of resistance to change EXCEPT:*

The overall process of developing new ideas and putting them into practice is known as __________.

What a person sees or hears when he/she is walking around in an organization is part of the organization's __________.

__________ is the process of turning new ideas into salable products.

The "burning bridge" phase is another way to see Lewin's "unfreezing," as it is an attempt to get people to see that they have to "jump" into the change.

What do employees rely upon the most to indicate the true values, or core culture, of an organization?

Which of the following is a part of the observable culture in an organization?

In the force-coercion change strategy, the __________ tactic involves working indirectly to gain special advantage over other people in order to force change.

Highly innovative companies include innovation in their strategy.

Innovation is the process of taking an idea and putting it into action.

In Lewin's "planned change" process, the step that prepares a system for change is called __________.

One firm now considered a benchmark for its special culture is Zappos.

Creating innovative ways to solve pressing social problems is called social engineering.