Question 1

Resistance to change potentially engages people to think about the change strategy and process.

Accepted Answer

A) True 
 B)False  True

Question 2

Large group interventions tend to be less participative because too many people are involved.

Accepted Answer

A) True 
 B)False  False

Question 3

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

Accepted Answer

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

Question 4

Which of the following is NOT a feature of action research?

Accepted Answer

A) The goal is to bring about change. 
B) The approach recognizes that organizations are open systems. 
C) The change process should involve employees. 
D) The change process tests theory. 
E) The change process is most successful when people reveal their inner secrets. 
A) The goal is to bring about change. 
B) The approach recognizes that organizations are open systems. 
C) The change process should involve employees. 
D) The change process tests theory. 
E) The change process is most successful when people reveal their inner secrets.

Question 5

Resistance is a form of voice.

Accepted Answer

A) True 
 B)False

Question 6

Using the MARS model as a template, describe how change get diffused from a pilot project to other parts of an organization.

Accepted Answer

The text refers students back to Chapter

Question 7

The main objective of force field analysis is to help change agents to:

Accepted Answer

A) identify ways to force employees to change their behaviour. 
B) find ways to increase the driving forces for change. 
C) determine whether change is necessary at all. 
D) diagnose the situation better by understanding the drive and restrain proposed organizational change. 
E) do none of these things. 
A) identify ways to force employees to change their behaviour. 
B) find ways to increase the driving forces for change. 
C) determine whether change is necessary at all. 
D) diagnose the situation better by understanding the drive and restrain proposed organizational change. 
E) do none of these things.

Question 8

In organizational change, employee involvement should be used

Accepted Answer

A) every time the organization needs to change. 
B) when the company needs greater employee commitment to the change and has sufficient time to implement the change. 
C) when employees will clearly lose something of value and the company must change quickly. 
D) when other strategies are ineffective and the company needs to change quickly. 
E) when employees need to break old routines and learn new role patterns. 
A) every time the organization needs to change. 
B) when the company needs greater employee commitment to the change and has sufficient time to implement the change. 
C) when employees will clearly lose something of value and the company must change quickly. 
D) when other strategies are ineffective and the company needs to change quickly. 
E) when employees need to break old routines and learn new role patterns.

Question 9

The final stage of appreciative inquiry is known as delivering, but is also called destiny.

Accepted Answer

A) True 
 B)False

Question 10

One reason why employees resist change is that they dislike predictable role patterns.

Accepted Answer

A) True 
 B)False

Question 11

What key principle of appreciative inquiry states that organizations are open books, so we have choices in how they may be perceived, framed, and described?

Accepted Answer

A) Open page principle 
B) Poetic principle 
C) Book principle 
D) Literal principle 
E) Figurative principle 
A) Open page principle 
B) Poetic principle 
C) Book principle 
D) Literal principle 
E) Figurative principle

Question 12

Ideally, a guiding coalition is made up of senior executives at the top level of the organization.

Accepted Answer

A) True 
 B)False

Question 13

Action research usually assumes that the change agent originates outside the system.

Accepted Answer

A) True 
 B)False

Question 14

The constructionist principle of appreciative inquiry takes the position that conversations don't describe reality.

Accepted Answer

A) True 
 B)False

Question 15

If change agents adopted the view that resistance is a resource and harnessed its motivational force, they could strengthen commitment to change initiatives.

Accepted Answer

A) True 
 B)False

Question 16

To minimize resistance to change, change agents need to reduce the restraining forces and increase the driving forces.

Accepted Answer

A) True 
 B)False

Question 17

When managing change, learning interventions should be used

Accepted Answer

A) to break routines that cause resistance to change. 
B) when employees resist change due to direct costs. 
C) when incongruent organizational systems reinforce past behaviours and cause resistance to new behaviours. 
D) in all change management activities. 
E) only when all other strategies have failed. 
A) to break routines that cause resistance to change. 
B) when employees resist change due to direct costs. 
C) when incongruent organizational systems reinforce past behaviours and cause resistance to new behaviours. 
D) in all change management activities. 
E) only when all other strategies have failed.

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

Which of the following statements about the force field model is TRUE?

Accepted Answer

A) It views change as continuous and cyclical by nature. 
B) It is equally applicable in any cultural setting and the model has no inherent cultural dimensions. 
C) It is equally applicable in any cultural setting. 
D) It views change as linear. 
E) The model has no inherent cultural dimensions. 
A) It views change as continuous and cyclical by nature. 
B) It is equally applicable in any cultural setting and the model has no inherent cultural dimensions. 
C) It is equally applicable in any cultural setting. 
D) It views change as linear. 
E) The model has no inherent cultural dimensions.

Question 20

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

Accepted Answer

A) True 
 B)False

Resistance to change potentially engages people to think about the change strategy and process.

Large group interventions tend to be less participative because too many people are involved.

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

Which of the following is NOT a feature of action research?

Resistance is a form of voice.

Using the MARS model as a template, describe how change get diffused from a pilot project to other parts of an organization.

The main objective of force field analysis is to help change agents to:

In organizational change, employee involvement should be used

The final stage of appreciative inquiry is known as delivering, but is also called destiny.

One reason why employees resist change is that they dislike predictable role patterns.

What key principle of appreciative inquiry states that organizations are open books, so we have choices in how they may be perceived, framed, and described?

Ideally, a guiding coalition is made up of senior executives at the top level of the organization.

Action research usually assumes that the change agent originates outside the system.

The constructionist principle of appreciative inquiry takes the position that conversations don't describe reality.

If change agents adopted the view that resistance is a resource and harnessed its motivational force, they could strengthen commitment to change initiatives.

To minimize resistance to change, change agents need to reduce the restraining forces and increase the driving forces.

When managing change, learning interventions should be used

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

Which of the following statements about the force field model is TRUE?

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

Introduction to the Field of Organizational Behaviour

Individual Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Filters

Exam 15: Organizational Change

Resistance to change potentially engages people to think about the change strategy and process.

Large group interventions tend to be less participative because too many people are involved.

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

Which of the following is NOT a feature of action research?

Resistance is a form of voice.

Using the MARS model as a template, describe how change get diffused from a pilot project to other parts of an organization.

The main objective of force field analysis is to help change agents to:

In organizational change, employee involvement should be used

The final stage of appreciative inquiry is known as delivering, but is also called destiny.

One reason why employees resist change is that they dislike predictable role patterns.

What key principle of appreciative inquiry states that organizations are open books, so we have choices in how they may be perceived, framed, and described?

Ideally, a guiding coalition is made up of senior executives at the top level of the organization.

Action research usually assumes that the change agent originates outside the system.

The constructionist principle of appreciative inquiry takes the position that conversations don't describe reality.

If change agents adopted the view that resistance is a resource and harnessed its motivational force, they could strengthen commitment to change initiatives.

To minimize resistance to change, change agents need to reduce the restraining forces and increase the driving forces.

When managing change, learning interventions should be used

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

Which of the following statements about the force field model is TRUE?

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

Introduction to the Field of Organizational Behaviour

Individual Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Filters