Productive innovation refers to innovations in products, services, or processes that radically change competition in an industry.

If organizations don't successfully change and innovate, they die.

An ambidextrous approach means incorporating structures and processes that are appropriate for both the creative impulse and the systematic implementation of innovations.

A product innovation is a change in the organization's product or service outputs.

Exploration is the aspect of product and technology innovation that involves creating mechanisms to make sure new ideas are carried forward, accepted, and implemented.

Creativity is the generation of novel ideas that may meet perceived needs or respond to opportunities for the organization.

Confrontation, authoritarianism, and disciplined exploration are characteristics of creative individuals.

Research shows that managers in creative companies avoid risk and experimentation.

The acceptance of mistakes, the freedom to discuss ideas, and the assignment of nonspecialists to problems are characteristics of creative organizations or departments.

An idea incubator is an in-house program that provides a safe harbor where ideas from employees throughout the organization can be developed without interference from company bureaucracy or politics.

The innovation strategy for changing products and technologies that involves designing the organization to encourage creativity and the initiation of new ideas is known as cooperation.

The innovation strategy for changing products and technologies that involves creating conditions and systems to facilitate internal and external coordination and knowledge sharing is known as exploration.

The horizontal linkage model is increasingly important in high-pressure business environments that require rapidly developing and commercializing products and services.

An approach to innovation that emphasizes shared development of innovations among several departments is referred to as the horizontal linkage model.

A new-venture team is responsible for developing and initiating major innovations.

A skunkworks is a large, formal team designed for leading organizations through major change.

The innovation strategy for changing products and technologies that involves managers putting in place processes and structures to ensure that new ideas are carried forward for acceptance and implementation is known as entrepreneurship.

A person who sees the need for and champions productive change within the organization is called an idea champion.

Centralization and a short time horizon are primarily used by creative organizations.

Skunkworks are a separate small, informal, highly autonomous, and often secretive group that focuses on breakthrough ideas for a business.

A unit that is separate from the mainstream of the organization and is responsible for developing and initiating innovations is called a new-venture team.

People change starts with training everyone in the organization.

Culture change pertains to the organization as a whole.

Culture change refers to a major shift in the norms, values, attitudes, and mind-set of the entire organization.

Two specific tools that can smooth the change process include training and development programs and organization development.

Training is one of the most frequently used approaches to changing people's mind-sets.

Organization development involves the application of behavioral science knowledge and techniques to improve an organization's effectiveness and success.

Three of the most popular and effective organization development (OD) activities are team building, survey feedback, and large-group interventions.

The idea in the large-group intervention is to get a sample of people who may have an interest in the organization, gather perspectives from selected parts of the system, and allow the sample to create a collective future.

The traditional organization development model focuses on the entire system and learning takes place throughout the whole organization.

Refreezing is the reinforcement stage of organization development in which individuals acquire new behaviors or values and are rewarded for adopting them by the organization.

The three distinct steps for achieving behavioral and attitudinal change with organization development are planning, changing, and stabilizing.

Organization development is a planned systematic process of change that helps to strengthen the organization's capacity for adaptation and renewal.

In the unfreezing step, participants must be made aware of problems and be willing to change.

After the need for change has been perceived, the next part of the change process is implementing change.

Managers and employees who are most involved in an innovation or potential change are often those who seem to prefer the status quo.

Reasons employees resist change include self-interest, lack of understanding and trust, uncertainty, and different assessments and goals.

Lack of understanding and trust is a common reason for resistance to change.

The communication and education approach for overcoming resistance to change should be used when the change is technical and the users need accurate information and analysis to understand change.

Two possible tactics for overcoming resistance to change are coercion and negotiation.

When a change involves multiple departments, top management support is especially important.

The disparity between existing and desired performance levels is the need for change.

The creation and implementation of a new idea, solution, or behavior by an organization is known as organizational _____

Which of the following is an example of an organizational change?

For the compact disc industry, the advent of MP3 technology can best be described as which type of innovation?

Which of the following refers to innovations in products, services, or processes that radically change competition in an industry?

Successful change requires that organizations be capable of both creating and implementing ideas, which means the organization must learn to be _____

The generation of novel ideas that may meet perceived needs or respond to opportunities for the organization is called _____

Which of the following refers to the generation of novel solutions to perceived problems?

The innovation strategy for changing products and technologies that involves designing the organization to encourage creativity and the initiation of new ideas is known as _____

Which of the following is a change in the organization's product or service outputs?

Which of the following is a change in the manner in which an organization does its work?

Which of the following types of innovation is related to an organization's production process?

Which of the following is a part of a critical innovation strategy that encourages the flow of ideas from lower levels?

All of the following are characteristics of creative individuals except ____.

Artful Innovations Inc. operates with open channels of communication and an established suggestion system that encourages brainstorming and freewheeling discussions. Artful Innovations can best be described as which type of organization?

Which of the following is NOT a characteristic of a creative individual?

According to Fast Company, in 2021, which company was ranked in the top five of the "World’s 50 Most Innovative Companies"?

Which of the following provides a safe harbor where ideas from employees throughout the company can be developed without interference from company bureaucracy or politics?

Which of the following refers to implementing new ideas with established capabilities and routines?

Shared development of innovations among several departments is emphasized by which of the following approaches to innovation?

The horizontal linkage model is best applied to a(n) ____.

Which of the following is a characteristic of companies that successfully innovate?

Today's most successful innovators are including which of the following groups of people directly in the product and service development process?

Which of the following means extending the search for and commercialization of new ideas beyond the boundaries of the organization and even beyond the boundaries of the industry?

Cooltown University recently invited members of its social network group to enter a contest on YouTube to design the best video promoting the university. This is an example of which innovative approach?

When managers give employees autonomy and reward learning and risk-taking, they are assuming _____

Which of the following is a person who sees the need for and fights for productive change in an organization?

Which of the following describes a person who is passionately committed to a new product idea, despite rejection by others?

Ashley has average technical skills, but her real strengths lie in visualizing the benefits of others' ideas and in finding financial and political support for these ideas. Ashley is an excellent example of a(n) _____

Which of the following is NOT a way to specifically facilitate innovation in an organization?

All of the following are characteristics of creative organizations except _____

Jonathan's company is working on a major new product, which will completely disrupt the way we currently listen to music. Jonathan works in a unit responsible for developing the innovation. Jonathan's unit operates in a separate building and is not constrained by ordinary rules and procedures. Jonathan is most likely working _____

"The Brain" is a permanent secret group within one of the nation’s largest auto manufacturers. Members of this elite group focus intently on developing new and innovative automobile technologies. "The Brain" can best be described as which type of group or team?

Vivian is the vice president of marketing for Flight to Go, a large airplane manufacturer. Vivian realizes that her company may be set in its ways, and she wants to improve innovation by purchasing the small operation of an innovative airline mechanic. Vivian is considering which of the following?

Which of the following is a unit separate from the rest of the organization that is responsible for the development of a major innovation?

Which variation of new-venture teams is described as a small separate, informal, highly autonomous, and often secretive group that focuses on breakthrough ideas for the business?

Which of the following refers to a change in the attitudes and behaviors of a few employees in the organization?

Which of the following refers to a major shift in the norms, values, attitudes, and mindset of the entire organization?

JD is one of several middle managers sent to a training course on leadership skills. Through this effort, JD's organization is attempting _____

Which of the following is defined as a planned, systematic process of change that uses behavioral science knowledge to create a positive corporate culture and improve the way people and departments relate to one another?

Which of the following statements accurately compares the traditional organization development model to the large-group intervention model?

Left-Right Industries employs a diverse set of individuals with strong personalities. Unfortunately, this means there is a great deal of interpersonal disagreement among employees. Which organizational tool would work best in this circumstance to manage conflict?

High-Low Productions recently appointed 75 employees and external stakeholders to a temporary group that would discuss problems and opportunities and would gather perspectives on changes that need to take place within the company. High-Low Productions is utilizing which organizational change tool?

There are many organizational development activities that are effective in solving many different problems. Which of the following enhances the cohesiveness and success of organizational groups?

Which of the following is a characteristic of the large-group intervention model?

Which of the following is an OD intervention technique in which questionnaires on organizational climate and other factors are distributed among employees and the results reported back to them by a change agent?

Which of the following is an approach that brings together participants from all parts of the organization to discuss problems or opportunities and plans for major change?

Which of the following is the stage of implementing change in which individuals acquire a desired new skill or attitude and are rewarded for it by the organization?

Which of the following is the stage of implementing change in which individuals experiment with new workplace behavior?

A step in the stage of implementing change in which participants are made aware of problems is referred to as ______.

Kurt Lewin identified which three distinct steps for implementing changes?

At which stage of implementing change do managers create a vision for change that everyone can believe in?

Which of the following indicates a disparity between existing and desired performance levels?

The final step to be managed in implementing change is known as _____

Kyle is seeing, on a regular basis, a difference between current and expected performance levels. What should Kyle begin to do?