Question 1

Increasing the driving forces and reducing the restraining forces tends to:

Accepted Answer

A)  reduce the need for change. 
B)  unfreeze the status quo. 
C)  refreeze the status quo. 
D)  increase environmental stability. 
E)  equilibrium. 
A)  reduce the need for change. 
B)  unfreeze the status quo. 
C)  refreeze the status quo. 
D)  increase environmental stability. 
E)  equilibrium. B

Question 2

Future search events minimize resistance to change with little or no involvement from employees.

Accepted Answer

A) True 
 B)False  False

Question 3

A major consumer-products company wanted to create a more entrepreneurial and marketing-oriented culture.After failing to bring about the change through middle management,senior executives worked directly with selected teams of front-line employees.These teams,which represented each area of the organization,worked on special projects outside the normal organizational structure.This intervention is closest to which organizational change strategy?

Accepted Answer

A)  Appreciative inquiry 
B)  Process consultation 
C)  Parallel learning structures 
D)  Action research 
E)  Search conferences 
A)  Appreciative inquiry 
B)  Process consultation 
C)  Parallel learning structures 
D)  Action research 
E)  Search conferences C

Question 4

What change management strategy should be a priority when employees need to break old routines and adopt new role patterns?

Accepted Answer

A)  Coercion 
B)  Employee involvement 
C)  Learning 
D)  Stress management 
E)  Negotiation 
A)  Coercion 
B)  Employee involvement 
C)  Learning 
D)  Stress management 
E)  Negotiation

Question 5

Diffusion of change is more likely to occur when employees are confused about their roles.

Accepted Answer

A) True 
 B)False

Question 6

Firing people and other forms of coercion are sometimes necessary to achieve change.

Accepted Answer

A) True 
 B)False

Question 7

The highest priority and first strategy required for any organizational change is to:

Accepted Answer

A)  fire several senior executives in the organization. 
B)  introduce stress management counseling. 
C)  train employees who do not possess the skills required under the new conditions. 
D)  communicate the need for change and keep employees informed about what they can expect from the change effort. 
E)  negotiate a new set of relations among those who will clearly lose out from the change. 
A)  fire several senior executives in the organization. 
B)  introduce stress management counseling. 
C)  train employees who do not possess the skills required under the new conditions. 
D)  communicate the need for change and keep employees informed about what they can expect from the change effort. 
E)  negotiate a new set of relations among those who will clearly lose out from the change.

Question 8

Employee resistance to change most often takes the form of overt work behaviours.

Accepted Answer

A) True 
 B)False

Question 9

Employee resistance to change is a dysfunctional and irrational response to a desirable initiative which should be eliminated in modern organizations.

Accepted Answer

A) True 
 B)False

Question 10

By creating a sense of urgency for change,change agents are motivating employees to change towards the new conditions.

Accepted Answer

A) True 
 B)False

Question 11

One of the main advantages of quantum change is that it is less risky than incremental change.

Accepted Answer

A) True 
 B)False

Question 12

Change agents are:

Accepted Answer

A)  management consultants. 
B)  transformational leaders. 
C)  employees who are committed to change. 
D)  anyone who posses enough knowledge and power to guide and facilitate the change effort. 
E)  Anyone who is not opposed to change. 
A)  management consultants. 
B)  transformational leaders. 
C)  employees who are committed to change. 
D)  anyone who posses enough knowledge and power to guide and facilitate the change effort. 
E)  Anyone who is not opposed to change.

Question 13

Refreezing requires the establishment of organizational systems that are compatible with the desired change.

Accepted Answer

A) True 
 B)False

Question 14

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Accepted Answer

A) True 
 B)False

Question 15

Of what value are future search events in organizational change?

Accepted Answer

A)  They are an effective form of coercion so that employees agree to abide by the change process. 
B)  They mainly select the best person to serve as the change agent for the process. 
C)  They build commitment to the change process by involving as many employees as possible. 
D)  They interfere with the change process and therefore should be avoided whenever possible. 
E)  They are mainly a forum whereby senior executives can tell employees about their future corporate plans. 
A)  They are an effective form of coercion so that employees agree to abide by the change process. 
B)  They mainly select the best person to serve as the change agent for the process. 
C)  They build commitment to the change process by involving as many employees as possible. 
D)  They interfere with the change process and therefore should be avoided whenever possible. 
E)  They are mainly a forum whereby senior executives can tell employees about their future corporate plans.

Question 16

People sometimes resist change because they have concerns about the process of change itself.

Accepted Answer

A) True 
 B)False

Question 17

Many organizational change practices are built around Western cultural assumptions and values.

Accepted Answer

A) True 
 B)False

Question 18

When encountering resistance,change agents should view it as a resource,rather than an impediment to their change effort.

Accepted Answer

A) True 
 B)False

Question 19

The parallel learning approach model,built on the idea of collecting information from organizational members,raises concerns about the risk of violating individual privacy rights.

Accepted Answer

A) True 
 B)False

Question 20

The force field analysis model includes all of the following EXCEPT:

Accepted Answer

A)  constraining forces. 
B)  driving forces. 
C)  unfreezing. 
D)  refreezing. 
E)  restraining forces. 
A)  constraining forces. 
B)  driving forces. 
C)  unfreezing. 
D)  refreezing. 
E)  restraining forces.

Increasing the driving forces and reducing the restraining forces tends to:

Future search events minimize resistance to change with little or no involvement from employees.

What change management strategy should be a priority when employees need to break old routines and adopt new role patterns?

Diffusion of change is more likely to occur when employees are confused about their roles.

Firing people and other forms of coercion are sometimes necessary to achieve change.

The highest priority and first strategy required for any organizational change is to:

Employee resistance to change most often takes the form of overt work behaviours.

Employee resistance to change is a dysfunctional and irrational response to a desirable initiative which should be eliminated in modern organizations.

By creating a sense of urgency for change,change agents are motivating employees to change towards the new conditions.

One of the main advantages of quantum change is that it is less risky than incremental change.

Change agents are:

Refreezing requires the establishment of organizational systems that are compatible with the desired change.

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Of what value are future search events in organizational change?

People sometimes resist change because they have concerns about the process of change itself.

Many organizational change practices are built around Western cultural assumptions and values.

When encountering resistance,change agents should view it as a resource,rather than an impediment to their change effort.

The parallel learning approach model,built on the idea of collecting information from organizational members,raises concerns about the risk of violating individual privacy rights.

The force field analysis model includes all of the following EXCEPT:

Introduction to the Field of Organizational Behaviour

Individual Behaviour, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and Organizations

Power and Influence in the Workplace

Understanding and Managing Workplace Conflict

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Filters

Exam 15: Organizational Change Additional Cases

Increasing the driving forces and reducing the restraining forces tends to:

Future search events minimize resistance to change with little or no involvement from employees.

What change management strategy should be a priority when employees need to break old routines and adopt new role patterns?

Diffusion of change is more likely to occur when employees are confused about their roles.

Firing people and other forms of coercion are sometimes necessary to achieve change.

The highest priority and first strategy required for any organizational change is to:

Employee resistance to change most often takes the form of overt work behaviours.

Employee resistance to change is a dysfunctional and irrational response to a desirable initiative which should be eliminated in modern organizations.

By creating a sense of urgency for change,change agents are motivating employees to change towards the new conditions.

One of the main advantages of quantum change is that it is less risky than incremental change.

Change agents are:

Refreezing requires the establishment of organizational systems that are compatible with the desired change.

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Of what value are future search events in organizational change?

People sometimes resist change because they have concerns about the process of change itself.

Many organizational change practices are built around Western cultural assumptions and values.

When encountering resistance,change agents should view it as a resource,rather than an impediment to their change effort.

The parallel learning approach model,built on the idea of collecting information from organizational members,raises concerns about the risk of violating individual privacy rights.

The force field analysis model includes all of the following EXCEPT:

Introduction to the Field of Organizational Behaviour

Individual Behaviour, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and Organizations

Power and Influence in the Workplace

Understanding and Managing Workplace Conflict

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Filters