Question 1

Discuss effective approaches to managing resistance to change and enlisting employees' cooperation.

Accepted Answer

Effective approaches include:Education a

Question 2

Refreezing is

Accepted Answer

A) the third step in motivating meaningful change in all circumstances. 
B) best when it creates and rewards rigid business-related behaviors. 
C) appropriate when it promotes continued adaptability, flexibility, and experimentation. 
D) most successful when it prevents the need for future changes. 
E) sometimes the first step in the process of motivating people to change. 
A) the third step in motivating meaningful change in all circumstances. 
B) best when it creates and rewards rigid business-related behaviors. 
C) appropriate when it promotes continued adaptability, flexibility, and experimentation. 
D) most successful when it prevents the need for future changes. 
E) sometimes the first step in the process of motivating people to change.

Question 3

Elaborate on any three types of organization development interventions.

Accepted Answer

There are four basic organization develo

Question 4

In managing resistance to change, facilitation and support can be time-consuming and expensive and still fail.

Accepted Answer

A) True 
 B)False

Question 5

Resistance to change is

Accepted Answer

A) usually motivated by self-interest and peer pressure. 
B) typically overestimated by management. 
C) the same across the board, from company to company. 
D) common at all levels of an organization. 
E) a key to organization development. 
A) usually motivated by self-interest and peer pressure. 
B) typically overestimated by management. 
C) the same across the board, from company to company. 
D) common at all levels of an organization. 
E) a key to organization development.

Question 6

Cynthia, Juan, and Ahmed are managers at a department store. They have been notified by their district office, just as the extremely busy holiday season is to begin, that there are several significant changes about to take place in their organization. While none of them are enthusiastic about the changes, their reasons for "fighting back," as they put it, are different. Cynthia thinks it a bad idea to implement the changes during such a busy period. Juan realizes that the proposed changes will cause him to lose certain privileges that he is not willing to sacrifice. Ahmed, on the other hand, does not want to disturb the status quo and prefers the old ways of doing things.Ahmed does not want to disturb the status quo and prefers the old ways of doing things, which is an example of resistance to change motivated by

Accepted Answer

A) inertia. 
B) timing. 
C) surprise. 
D) peer pressure. 
E) self-interest. 
A) inertia. 
B) timing. 
C) surprise. 
D) peer pressure. 
E) self-interest.

Question 7

Force-field analysis involves identifying an employee's charisma and leadership potential.

Accepted Answer

A) True 
 B)False

Question 8

Although Trans-American Consolidated Truck & Transport is a large, bureaucratic organization, it is about to undertake a massive change in the way it does business. These changes will include redesigning processes, reward systems, and managerial selection and training. The ultimate goal of these changes is to improve the company's efficiency, allowing it to achieve many goals at the same time. For the purpose, the company develops a project team, which is asked to identify the factors that prevent people from changing, as well as those that drive them toward change.In order for the project team to identify what prevents people from changing, as well as what drives them toward change, they will need to make use of the technique known as ________ analysis.

Accepted Answer

A) performance gap 
B) facilitation-support 
C) large group 
D) force-field 
E) total organization 
A) performance gap 
B) facilitation-support 
C) large group 
D) force-field 
E) total organization

Question 9

The CEO of Universal Products Group is implementing changes to the company that will be difficult for the employees. The best approach to managing resistance to change would be to ________ the staff about the upcoming changes, before they occur, and to ________ the nature of the changes and their logic.

Accepted Answer

A) learn from; harmonize 
B) educate; minimize 
C) educate; communicate 
D) vaguely communicate to; not mention 
E) freeze; refreeze 
A) learn from; harmonize 
B) educate; minimize 
C) educate; communicate 
D) vaguely communicate to; not mention 
E) freeze; refreeze

Question 10

According to Collins and Porras, an essential characteristic of a built-to-last company is

Accepted Answer

A) incremental goal setting. 
B) competitive focus. 
C) a conservative mindset. 
D) entrepreneurial thinking. 
E) a profit-focused mentality. 
A) incremental goal setting. 
B) competitive focus. 
C) a conservative mindset. 
D) entrepreneurial thinking. 
E) a profit-focused mentality.

Question 11

Juana Ponce, CEO of Gabriel Enterprises, told her vice presidents, "We're a huge company, and we are talking about a massive change in the way we do business. A lot of long-time employees will resist these changes, so we must help them recognize that their old ways are obsolete." How would you advise them to accomplish this?

Accepted Answer

A) Tell the employees that they will be punished severely if they do not switch to the new ways from the obsolete old ways. 
B) Discuss the negative consequences of the old ways by comparing the organization's performance to that of its competitors. 
C) Pin the blame for the organization's poor performance directly and entirely on the workers. 
D) Show the employees the new way to perform their job without consulting them. 
E) Induce fear among employees by bombarding them with facts related to the organization's performance. 
A) Tell the employees that they will be punished severely if they do not switch to the new ways from the obsolete old ways. 
B) Discuss the negative consequences of the old ways by comparing the organization's performance to that of its competitors. 
C) Pin the blame for the organization's poor performance directly and entirely on the workers. 
D) Show the employees the new way to perform their job without consulting them. 
E) Induce fear among employees by bombarding them with facts related to the organization's performance.

Question 12

Cynthia, Juan, and Ahmed are managers at a department store. They have been notified by their district office, just as the extremely busy holiday season is to begin, that there are several significant changes about to take place in their organization. While none of them are enthusiastic about the changes, their reasons for "fighting back," as they put it, are different. Cynthia thinks it a bad idea to implement the changes during such a busy period. Juan realizes that the proposed changes will cause him to lose certain privileges that he is not willing to sacrifice. Ahmed, on the other hand, does not want to disturb the status quo and prefers the old ways of doing things.The behavior of Cynthia, Juan, and Ahmed exemplifies ________ change.

Accepted Answer

A) total organization 
B) resistance to 
C) organizational 
D) reactive 
E) complacency toward 
A) total organization 
B) resistance to 
C) organizational 
D) reactive 
E) complacency toward

Question 13

Gustavo, chief executive officer for Pacific Sunshine, maker of high-end aquariums, has spent some time working as an "undercover boss" on the production line, and what he sees is not pleasing. He has observed shoddy workmanship and a lackadaisical attitude reflected in the quality of the company's products. In Gustavo's estimation, current production quality is not what it should or could be. He has thus

Accepted Answer

A) started a service initiative. 
B) uncovered a performance gap. 
C) performed a force-field analysis. 
D) discovered a need for job posting. 
E) identified adapters. 
A) started a service initiative. 
B) uncovered a performance gap. 
C) performed a force-field analysis. 
D) discovered a need for job posting. 
E) identified adapters.

Question 14

Encouraging words said by senior management help to avoid complacency.

Accepted Answer

A) True 
 B)False

Question 15

"Hanaar, you're in a rut. You must expand your horizons and your knowledge," said her mentor and former manager, Niels. Niels should advise Hanaar to continuously ________ in order to explore, discover, and take action, repeating this cycle as she progresses in her career, making opportunity and advantage renewable.

Accepted Answer

A) learn 
B) adapt 
C) shape 
D) change agents 
E) move 
A) learn 
B) adapt 
C) shape 
D) change agents 
E) move

Question 16

Boardman Metal Works Inc. sent the members of its office staff for training in communication and teamwork. This is an example of a(n)________ organization development intervention.

Accepted Answer

A) strategic 
B) operational 
C) techno-structural 
D) human resource management 
E) human process 
A) strategic 
B) operational 
C) techno-structural 
D) human resource management 
E) human process

Question 17

Salvatore is a fourth-generation owner of a highly traditional Italian restaurant. When his great grandfather opened La Trattoria Napolitana in the early 1900s, he served a neighborhood clientele consisting almost exclusively of recent immigrants eager for the taste of the Old Country. But things have changed dramatically over the years, and though the neighborhood is still an immigrant enclave, now the population is drawn primarily from the third world. He continues to enjoy a reliable Italian American customer base, many of them descendants of his great grandfather's customers, but Salvatore's sales have decreased over the years, and he has become concerned about how to build and sustain success in the twenty-first century. The best approach for him is to

Accepted Answer

A) realize that his great grandfather's way of doing things has become outmoded and completely remake (perhaps even rename)the restaurant. 
B) double down on tradition, billing his restaurant as a throwback to the classic immigrant Italian eatery of the old days, complete with checkered tablecloths. 
C) consider relocating to another area where he is more likely to find a clientele suited to the restaurant as it is. 
D) retain some of his most successful traditional recipes while incorporating fusion dishes apt to appeal both to people from the neighborhood and outsiders. 
E) bring in representatives of various immigrant groups, as well as other client bases, and poll them as to what they think he should do. 
A) realize that his great grandfather's way of doing things has become outmoded and completely remake (perhaps even rename)the restaurant. 
B) double down on tradition, billing his restaurant as a throwback to the classic immigrant Italian eatery of the old days, complete with checkered tablecloths. 
C) consider relocating to another area where he is more likely to find a clientele suited to the restaurant as it is. 
D) retain some of his most successful traditional recipes while incorporating fusion dishes apt to appeal both to people from the neighborhood and outsiders. 
E) bring in representatives of various immigrant groups, as well as other client bases, and poll them as to what they think he should do.

Question 18

Chazz and Hayden are the marketing managers of two different branches of Edwards & Ashton Restaurant Supply. While preparing to submit his monthly sales report, Chazz realizes that his sales executives have consistently failed to reach their monthly targets, and he immediately announces to his team that they will have to work weekends until they reach their quota. On the other hand, due to changes he implemented earlier, Hayden's team members have been able to achieve their monthly targets.Chazz's sales executives have consistently failed to achieve the monthly sales target. This difference between their actual achievement as compared to what they could have achieved is known as a

Accepted Answer

A) performance gap. 
B) reactive change. 
C) performance reaction. 
D) change agent. 
E) reaction gap. 
A) performance gap. 
B) reactive change. 
C) performance reaction. 
D) change agent. 
E) reaction gap.

Question 19

When resistance to change results from adjustment problems, a good way of managing the resistance to change is through

Accepted Answer

A) education and communication. 
B) facilitation and support. 
C) negotiation and rewards. 
D) manipulation and cooptation. 
E) explicit and implicit coercion. 
A) education and communication. 
B) facilitation and support. 
C) negotiation and rewards. 
D) manipulation and cooptation. 
E) explicit and implicit coercion.

Question 20

Tri-State Waste Management put a new program in place to attract employees who have skills that better match the company's needs. This is an example of a ________ organization development intervention.

Accepted Answer

A) human resources management 
B) human process 
C) techno-structural 
D) supply chain 
E) strategic 
A) human resources management 
B) human process 
C) techno-structural 
D) supply chain 
E) strategic

Discuss effective approaches to managing resistance to change and enlisting employees' cooperation.

Refreezing is

Elaborate on any three types of organization development interventions.

In managing resistance to change, facilitation and support can be time-consuming and expensive and still fail.

Resistance to change is

Force-field analysis involves identifying an employee's charisma and leadership potential.

The CEO of Universal Products Group is implementing changes to the company that will be difficult for the employees. The best approach to managing resistance to change would be to the staff about the upcoming changes, before they occur, and to the nature of the changes and their logic.

According to Collins and Porras, an essential characteristic of a built-to-last company is

Encouraging words said by senior management help to avoid complacency.

Boardman Metal Works Inc. sent the members of its office staff for training in communication and teamwork. This is an example of a(n)________ organization development intervention.

When resistance to change results from adjustment problems, a good way of managing the resistance to change is through

Tri-State Waste Management put a new program in place to attract employees who have skills that better match the company's needs. This is an example of a ________ organization development intervention.

Managing and Performing

The External and Internal Environments

Managerial Decision Making

Planning and Strategic Management

Ethics, Corporate Responsibility, and Sustainability

International Management

Entrepreneurship

Organization Structure

Organizational Agility

Human Resources Management

Managing the Diverse Workforce

Leadership

Motivating for Performance

Teamwork

Communicating

Managerial Control

Managing Technology and Innovation

Filters

Exam 18: Creating and Leading Change

Discuss effective approaches to managing resistance to change and enlisting employees' cooperation.

Refreezing is

Elaborate on any three types of organization development interventions.

In managing resistance to change, facilitation and support can be time-consuming and expensive and still fail.

Resistance to change is

Force-field analysis involves identifying an employee's charisma and leadership potential.

According to Collins and Porras, an essential characteristic of a built-to-last company is

Encouraging words said by senior management help to avoid complacency.

Boardman Metal Works Inc. sent the members of its office staff for training in communication and teamwork. This is an example of a(n)________ organization development intervention.

When resistance to change results from adjustment problems, a good way of managing the resistance to change is through

Tri-State Waste Management put a new program in place to attract employees who have skills that better match the company's needs. This is an example of a ________ organization development intervention.

Managing and Performing

The External and Internal Environments

Managerial Decision Making

Planning and Strategic Management

Ethics, Corporate Responsibility, and Sustainability

International Management

Entrepreneurship

Organization Structure

Organizational Agility

Human Resources Management

Managing the Diverse Workforce

Leadership

Motivating for Performance

Teamwork

Communicating

Managerial Control

Managing Technology and Innovation

Filters