Question 1

What do people need to make change happen?

Accepted Answer

A)  time, knowledge, resources 
B)  more responsibilities, administration 
C)  obstacles, less power 
D)  all of these 
A)  time, knowledge, resources 
B)  more responsibilities, administration 
C)  obstacles, less power 
D)  all of these A

Question 2

What key to changing our thinking and behavior involves establishing new, emotional relationships with people that give you hope, make you believe that you can change, and inspire you with the expectation that change will happen?

Accepted Answer

A)  positive emotional attractor 
B)  support system 
C)  repetition 
D)  capital thinking 
A)  positive emotional attractor 
B)  support system 
C)  repetition 
D)  capital thinking B

Question 3

Changing the behavior of people is just as big a challenge in businesses, non-profit organizations, and government agencies as it is in the health-care system.

Accepted Answer

A) True 
 B)False  True

Question 4

Employees might worry that a change in work procedures will mean an end to ________ among their work group.

Accepted Answer

A)  camaraderie 
B)  naps 
C)  snack time 
D)  socializing 
A)  camaraderie 
B)  naps 
C)  snack time 
D)  socializing

Question 5

In organizations, changes in job design, technology, or structure may mean that some people will no longer have the same type of _____ or ____ they once had.

Accepted Answer

A)  tasks, environment 
B)  parking spot, assistant 
C)  office, desk 
D)  power, prestige 
A)  tasks, environment 
B)  parking spot, assistant 
C)  office, desk 
D)  power, prestige

Question 6

Many people understand that cold, hard facts are not enough to convince someone to change.

Accepted Answer

A) True 
 B)False

Question 7

Managers need a systematic checklist to follow that keeps team and organizational efforts moving in the right direction.

Accepted Answer

A) True 
 B)False

Question 8

What are some important things to remember when communicating change?

Accepted Answer

A)  Change throws everyone into doubt. 
B)  People don't listen well when they feel anxious. 
C)  Actions speak louder than words. 
D)  all of these 
A)  Change throws everyone into doubt. 
B)  People don't listen well when they feel anxious. 
C)  Actions speak louder than words. 
D)  all of these

Question 9

When Sheree introduced a new invoicing system in her office, she calmed everyone's fears by inviting all of the users to practice using the new system repeatedly for a month before actually transitioning to using the new system full time. What did Sheree use to help everyone deal with the change?

Accepted Answer

A)  Positive emotional attractor 
B)  Support system 
C)  Repetition 
D)  Capital thinking 
A)  Positive emotional attractor 
B)  Support system 
C)  Repetition 
D)  Capital thinking

Question 10

A study suggests that nearly _____ percent of all change initiatives crumble simple from lack of attention.

Accepted Answer

A)  25 
B)  50 
C)  75 
D)  100 
A)  25 
B)  50 
C)  75 
D)  100

Question 11

What is an important value in a learning organization?

Accepted Answer

A)  Collaboration and communication across departmental and hierarchical boundaries. 
B)  Traditional management tasks. 
C)  Self-direction among people. 
D)  none of these 
A)  Collaboration and communication across departmental and hierarchical boundaries. 
B)  Traditional management tasks. 
C)  Self-direction among people. 
D)  none of these

Question 12

_______ engages individuals, teams, or the entire organization in creating change by reinforcing positive messages and focusing on learning from success.

Accepted Answer

A)  Affirmation 
B)  Appreciate inquiry 
C)  Direct relationship 
D)  none of these 
A)  Affirmation 
B)  Appreciate inquiry 
C)  Direct relationship 
D)  none of these

Question 13

Which stage do people make a commitment to change?

Accepted Answer

A)  preparation 
B)  contemplation 
C)  maintenance 
D)  active 
A)  preparation 
B)  contemplation 
C)  maintenance 
D)  active

Question 14

The key is to frame the issue in a positive way and keep people focused on ______ rather than looking at what went wrong.

Accepted Answer

A)  assumptions 
B)  attitudes 
C)  improvement 
D)  conflict 
A)  assumptions 
B)  attitudes 
C)  improvement 
D)  conflict

Question 15

What doesn't a new beginning necessarily mean?

Accepted Answer

A)  The change is accomplished. 
B)  There will be backsliding. 
C)  both of these 
D)  neither of these 
A)  The change is accomplished. 
B)  There will be backsliding. 
C)  both of these 
D)  neither of these

Question 16

In what stage do people admit there is a problem but are not ready to do anything about it?

Accepted Answer

A)  preparation 
B)  contemplation 
C)  precontemplation 
D)  active 
A)  preparation 
B)  contemplation 
C)  precontemplation 
D)  active

Question 17

Why do managers analyze the organization and the environment?

Accepted Answer

A)  To look busy. 
B)  To consider personal development. 
C)  To determine what strategy or course of action can help reach desired goals. 
D)  none of these 
A)  To look busy. 
B)  To consider personal development. 
C)  To determine what strategy or course of action can help reach desired goals. 
D)  none of these

Question 18

What are the five stages of grief as applied to change management?

Accepted Answer

1. Denial
2. Anger
3

Question 19

What do managers do to keep people poised for change and adaptation?

Accepted Answer

A)  Strive to create the conditions of a learning organization. 
B)  Change small things constantly. 
C)  Have meetings to discuss change. 
D)  none of these 
A)  Strive to create the conditions of a learning organization. 
B)  Change small things constantly. 
C)  Have meetings to discuss change. 
D)  none of these

Question 20

Where does the energy for true change come from?

Accepted Answer

A)  Seeing how the change can be positive for individuals and the organization. 
B)  The administrations objectives. 
C)  The employers personal gain. 
D)  none of these 
A)  Seeing how the change can be positive for individuals and the organization. 
B)  The administrations objectives. 
C)  The employers personal gain. 
D)  none of these

What do people need to make change happen?

What key to changing our thinking and behavior involves establishing new, emotional relationships with people that give you hope, make you believe that you can change, and inspire you with the expectation that change will happen?

Changing the behavior of people is just as big a challenge in businesses, non-profit organizations, and government agencies as it is in the health-care system.

Employees might worry that a change in work procedures will mean an end to ________ among their work group.

In organizations, changes in job design, technology, or structure may mean that some people will no longer have the same type of _ or they once had.

Many people understand that cold, hard facts are not enough to convince someone to change.

Managers need a systematic checklist to follow that keeps team and organizational efforts moving in the right direction.

What are some important things to remember when communicating change?

When Sheree introduced a new invoicing system in her office, she calmed everyone's fears by inviting all of the users to practice using the new system repeatedly for a month before actually transitioning to using the new system full time. What did Sheree use to help everyone deal with the change?

A study suggests that nearly _____ percent of all change initiatives crumble simple from lack of attention.

What is an important value in a learning organization?

_______ engages individuals, teams, or the entire organization in creating change by reinforcing positive messages and focusing on learning from success.

Which stage do people make a commitment to change?

The key is to frame the issue in a positive way and keep people focused on ______ rather than looking at what went wrong.

What doesn't a new beginning necessarily mean?

In what stage do people admit there is a problem but are not ready to do anything about it?

Why do managers analyze the organization and the environment?

What are the five stages of grief as applied to change management?

What do managers do to keep people poised for change and adaptation?

Where does the energy for true change come from?

Introduction

Your Manager Strengths and Weaknesses

Learning About Yourself

Managing Yourself to Get Things Done

Creative Problem Solving

How Managers Communicate

Becoming an Ethical Manager

Motivating for Performance

Getting Things Done Through Networks, Relationships, and Soft Power

People With Coaching, Delegation, and Deliberate Practice

Handling Difficult Conversations, Conflict, and Negotiation

Managing Your Boss

Managing Teams

Achieving Desired Outcomes: Getting the Right People and Managing Performance

Managing Cross Culturally

Positive Leadership

Filters

Exam 17: Managing Personal and Organizational Change

What do people need to make change happen?

What key to changing our thinking and behavior involves establishing new, emotional relationships with people that give you hope, make you believe that you can change, and inspire you with the expectation that change will happen?

Changing the behavior of people is just as big a challenge in businesses, non-profit organizations, and government agencies as it is in the health-care system.

Employees might worry that a change in work procedures will mean an end to ________ among their work group.

In organizations, changes in job design, technology, or structure may mean that some people will no longer have the same type of _____ or ____ they once had.

Many people understand that cold, hard facts are not enough to convince someone to change.

Managers need a systematic checklist to follow that keeps team and organizational efforts moving in the right direction.

What are some important things to remember when communicating change?

When Sheree introduced a new invoicing system in her office, she calmed everyone's fears by inviting all of the users to practice using the new system repeatedly for a month before actually transitioning to using the new system full time. What did Sheree use to help everyone deal with the change?

A study suggests that nearly _____ percent of all change initiatives crumble simple from lack of attention.

What is an important value in a learning organization?

_______ engages individuals, teams, or the entire organization in creating change by reinforcing positive messages and focusing on learning from success.

Which stage do people make a commitment to change?

The key is to frame the issue in a positive way and keep people focused on ______ rather than looking at what went wrong.

What doesn't a new beginning necessarily mean?

In what stage do people admit there is a problem but are not ready to do anything about it?

Why do managers analyze the organization and the environment?

What are the five stages of grief as applied to change management?

What do managers do to keep people poised for change and adaptation?

Where does the energy for true change come from?

Introduction

Your Manager Strengths and Weaknesses

Learning About Yourself

Managing Yourself to Get Things Done

Creative Problem Solving

How Managers Communicate

Becoming an Ethical Manager

Motivating for Performance

Getting Things Done Through Networks, Relationships, and Soft Power

People With Coaching, Delegation, and Deliberate Practice

Handling Difficult Conversations, Conflict, and Negotiation

Managing Your Boss

Managing Teams

Achieving Desired Outcomes: Getting the Right People and Managing Performance

Managing Cross Culturally

Positive Leadership

Filters

In organizations, changes in job design, technology, or structure may mean that some people will no longer have the same type of _ or they once had.