Question 1

Unions,as a general rule,should not be involved in a change program.

Accepted Answer

A) True 
 B)False  False

Question 2

Contrary to most people's expectations,the greater the degree of change,the easier it is to implement the change successfully.This is most probably due to the synergy and enthusiasm that occurs once the change process has begun.

Accepted Answer

A) True 
 B)False  False

Question 3

While initiating organization change programs,the problem most likely to be encountered is machinery that will able to fit in or adapt to the changes.

Accepted Answer

A) True 
 B)False  False

Question 4

What are external pressures that enhance acceptance of a change program?

Accepted Answer

These are pressures outside of the organ

Question 5

The shared ideas of how members should behave are called _____.

Accepted Answer

A) functions 
B) commands 
C) problem-solving units 
D) norms 
E) cultural restrictions 
A) functions 
B) commands 
C) problem-solving units 
D) norms 
E) cultural restrictions

Question 6

When a change program gets underway,a certain momentum occurs.This can occur because of _____.

Accepted Answer

A) involvement of organization members in the program 
B) requirements for commitment imposed by top management 
C) a type of chain reaction that is set off permitting changes in other parts of the organization 
D) top management's lack of involvement and willingness to let lower level employees freely choose their course of action 
E) answers b and c 
A) involvement of organization members in the program 
B) requirements for commitment imposed by top management 
C) a type of chain reaction that is set off permitting changes in other parts of the organization 
D) top management's lack of involvement and willingness to let lower level employees freely choose their course of action 
E) answers b and c

Question 7

When change involves a significant impact on culture and structure within an organization,the change will be resisted but the probability of success will be high.

Accepted Answer

A) True 
 B)False

Question 8

The use of either explicit or implicit coercion is to be absolutely avoided in an OD program.

Accepted Answer

A) True 
 B)False

Question 9

What is the role that norms and culture play in a change program?

Accepted Answer

The greater the impact on culture and no

Question 10

In reducing resistance to change,which of the following should be avoided?

Accepted Answer

A) monetary rewards to those participating in the change program since this could be perceived as a bribe and weakness of management 
B) negotiation,such as arranging for early retirement,with potential resisters 
C) arrange management seminars to help key leaders better deal with implementing the changes 
D) all of the above should be avoided 
E) none of the above as they are all acceptable methods 
A) monetary rewards to those participating in the change program since this could be perceived as a bribe and weakness of management 
B) negotiation,such as arranging for early retirement,with potential resisters 
C) arrange management seminars to help key leaders better deal with implementing the changes 
D) all of the above should be avoided 
E) none of the above as they are all acceptable methods

Question 11

Forces that increase the inclination of the client system to implement the proposed change program are referred to as _____.

Accepted Answer

A) disruption of routine 
B) driving forces 
C) uncertainty 
D) loss of existing benefits 
E) all of the above 
A) disruption of routine 
B) driving forces 
C) uncertainty 
D) loss of existing benefits 
E) all of the above

Question 12

A driving force that can serve as a form of encouragement toward acceptance of the change program is _____.

Accepted Answer

A) disruption of the current way of conducting business since this shocks the system out of old and established was 
B) the magnitude of the change program as this provides something to appeal to all members 
C) the fear of the unknown caused by the changes 
D) employees' realize that the organization is dysfunctional and there is a better way of doing things 
E) answers a,b and d 
A) disruption of the current way of conducting business since this shocks the system out of old and established was 
B) the magnitude of the change program as this provides something to appeal to all members 
C) the fear of the unknown caused by the changes 
D) employees' realize that the organization is dysfunctional and there is a better way of doing things 
E) answers a,b and d

Question 13

Restraining forces are those forces that increase the inclination of the client system to implement the proposed change program.

Accepted Answer

A) True 
 B)False

Question 14

Forces motivating change can include _____.

Accepted Answer

A) the manager advocating the change 
B) dissatisfaction with the present situation 
C) being caught up in the momentum 
D) external pressures 
E) all of the above 
A) the manager advocating the change 
B) dissatisfaction with the present situation 
C) being caught up in the momentum 
D) external pressures 
E) all of the above

Question 15

It is not unusual to find during the third phase of a life cycle of resistance to change that the supporters of the change underestimate the extent to which the opposition will go to put a halt to the change.

Accepted Answer

A) True 
 B)False

Question 16

Workers who are concerned that a change will disrupt their normal manner of performing their jobs exhibit what type of resistance to change?

Accepted Answer

A) inconvenience 
B) conformity to culture 
C) disruption of routine 
D) resistance from groups 
E) annoyance 
A) inconvenience 
B) conformity to culture 
C) disruption of routine 
D) resistance from groups 
E) annoyance

Question 17

When a combination of an internal practitioner and an external practitioner are used to implement the OD program,the primary responsibility for the change will be upon the external practitioner who likely has more expertise and experience with OD.

Accepted Answer

A) True 
 B)False

Question 18

Identify methods that increase the motivation to change.

Accepted Answer

Methods for dealing with resistance to c

Question 19

The person who will spearhead the change program is one of the most important forces in the change process.

Accepted Answer

A) True 
 B)False

Question 20

Workers who feel that an upcoming technological change will result in reductions in the work force exhibit what type of resistance to change?

Accepted Answer

A) social disruption and break-up of friendships 
B) fear of economic loss 
C) inconvenience 
D) resistance from groups 
E) incongruent dissonance 
A) social disruption and break-up of friendships 
B) fear of economic loss 
C) inconvenience 
D) resistance from groups 
E) incongruent dissonance

Unions,as a general rule,should not be involved in a change program.

Contrary to most people's expectations,the greater the degree of change,the easier it is to implement the change successfully.This is most probably due to the synergy and enthusiasm that occurs once the change process has begun.

While initiating organization change programs,the problem most likely to be encountered is machinery that will able to fit in or adapt to the changes.

What are external pressures that enhance acceptance of a change program?

The shared ideas of how members should behave are called _____.

When a change program gets underway,a certain momentum occurs.This can occur because of _____.

When change involves a significant impact on culture and structure within an organization,the change will be resisted but the probability of success will be high.

The use of either explicit or implicit coercion is to be absolutely avoided in an OD program.

What is the role that norms and culture play in a change program?

In reducing resistance to change,which of the following should be avoided?

Forces that increase the inclination of the client system to implement the proposed change program are referred to as _____.

A driving force that can serve as a form of encouragement toward acceptance of the change program is _____.

Restraining forces are those forces that increase the inclination of the client system to implement the proposed change program.

Forces motivating change can include _____.

It is not unusual to find during the third phase of a life cycle of resistance to change that the supporters of the change underestimate the extent to which the opposition will go to put a halt to the change.

Workers who are concerned that a change will disrupt their normal manner of performing their jobs exhibit what type of resistance to change?

When a combination of an internal practitioner and an external practitioner are used to implement the OD program,the primary responsibility for the change will be upon the external practitioner who likely has more expertise and experience with OD.

Identify methods that increase the motivation to change.

The person who will spearhead the change program is one of the most important forces in the change process.

Workers who feel that an upcoming technological change will result in reductions in the work force exhibit what type of resistance to change?

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

Role and Style of the Od Practitioner

The Diagnostic Process

Od Intervention Strategies

Process Intervention Skills

Employee Empowerment and Interpersonal Interventions

Team Development Interventions

Intergroup Development

Goal Setting for Effective Organizations

Work Team Development

High-Performing Systems and the Learning Organization

Organization Transformation and Strategic Change

The Challenge and the Future for Organizations

Filters

Exam 6: Overcoming Resistance to Change

Unions,as a general rule,should not be involved in a change program.

Contrary to most people's expectations,the greater the degree of change,the easier it is to implement the change successfully.This is most probably due to the synergy and enthusiasm that occurs once the change process has begun.

While initiating organization change programs,the problem most likely to be encountered is machinery that will able to fit in or adapt to the changes.

What are external pressures that enhance acceptance of a change program?

The shared ideas of how members should behave are called _____.

When a change program gets underway,a certain momentum occurs.This can occur because of _____.

When change involves a significant impact on culture and structure within an organization,the change will be resisted but the probability of success will be high.

The use of either explicit or implicit coercion is to be absolutely avoided in an OD program.

What is the role that norms and culture play in a change program?

In reducing resistance to change,which of the following should be avoided?

Forces that increase the inclination of the client system to implement the proposed change program are referred to as _____.

A driving force that can serve as a form of encouragement toward acceptance of the change program is _____.

Restraining forces are those forces that increase the inclination of the client system to implement the proposed change program.

Forces motivating change can include _____.

It is not unusual to find during the third phase of a life cycle of resistance to change that the supporters of the change underestimate the extent to which the opposition will go to put a halt to the change.

Workers who are concerned that a change will disrupt their normal manner of performing their jobs exhibit what type of resistance to change?

When a combination of an internal practitioner and an external practitioner are used to implement the OD program,the primary responsibility for the change will be upon the external practitioner who likely has more expertise and experience with OD.

Identify methods that increase the motivation to change.

The person who will spearhead the change program is one of the most important forces in the change process.

Workers who feel that an upcoming technological change will result in reductions in the work force exhibit what type of resistance to change?

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

Role and Style of the Od Practitioner

The Diagnostic Process

Od Intervention Strategies

Process Intervention Skills

Employee Empowerment and Interpersonal Interventions

Team Development Interventions

Intergroup Development

Goal Setting for Effective Organizations

Work Team Development

High-Performing Systems and the Learning Organization

Organization Transformation and Strategic Change

The Challenge and the Future for Organizations

Filters