Q. Formulating 'SMART' performance training objectives are a part of

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Q. Analyzing and identifying specific skills, needed for specific job is called

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Q. In Lewin organizational change process, the 'creation of sense of urgency' is called

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Q. The organizational development consists of

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Q. The 'organizational confronting meeting' is an example of

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Q. A technique, including formal methods for testing effectiveness of training program, considered as

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Q. A stage, leaders create task forces to diagnose problem while carrying shared understanding, regarded as

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Q. A method, executive's strengths and weaknesses are being questioned by external consultant, known as

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Q. A category, testing the learned skills and principles, known as

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Q. The reinforcement of new culture, by the organization's manager can be concluded in

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Q. The 'cooperative union-management projects' is an example of

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Q. The 'integrated strategic management' is an example of

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Q. The 'unfreezing stage' in Lewin organizational change process, considered as

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Q. The 'reward systems' is an example of

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Q. Comparison of company's performance, in context of before and after change is

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Q. In Lewin organizational change process, the 'communication of shared vision' is

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Q. The training effects that are to be measured consist of

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Q. The 'formal structural change' is an example of

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Q. Providing step by step training and enlisting job's basic tasks is

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Q. The two basic issues to address in training evaluation are

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