Question 1

Which of the following helps to refreeze the desired change?

Accepted Answer

A) Providing information and support to reaffirm the new practices. 
B) Recalibrating feedback systems so that they focus on the new priorities and performance goals. 
C) Altering reward systems to reinforce the new behaviours and attitudes rather than previous practices. 
D) Establishing team norms that are compatible with the change. 
E) All of these can refreeze the desired change. 
A) Providing information and support to reaffirm the new practices. 
B) Recalibrating feedback systems so that they focus on the new priorities and performance goals. 
C) Altering reward systems to reinforce the new behaviours and attitudes rather than previous practices. 
D) Establishing team norms that are compatible with the change. 
E) All of these can refreeze the desired change.

Question 2

Appreciative inquiry is deeply grounded in the emerging philosophy of positive organizational behaviour.

Accepted Answer

A) True 
 B)False

Question 3

The textbook suggests that resistance to change:

Accepted Answer

A) is an indication that change is not required in the organization. 
B) is due to the change agent's distorted perceptions of employee behaviour based on their own doubts about the success of the change process. 
C) leads to discussions that potentially improve procedural justice. 
D) occurs when employees do not want any change in their organization. 
E) All of the choices are suggested. 
A) is an indication that change is not required in the organization. 
B) is due to the change agent's distorted perceptions of employee behaviour based on their own doubts about the success of the change process. 
C) leads to discussions that potentially improve procedural justice. 
D) occurs when employees do not want any change in their organization. 
E) All of the choices are suggested.

Question 4

The fourth principle of appreciative inquiry is called the poetic principle.

Accepted Answer

A) True 
 B)False

Question 5

The simultaneity principle in appreciative inquiry states that inquiry and change are simultaneous.

Accepted Answer

A) True 
 B)False

Question 6

Customer feedback provides a human element that energizes employees to change their current behaviour patterns.

Accepted Answer

A) True 
 B)False

Question 7

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 8

In force field analysis, stability occurs when the driving forces and restraining forces are roughly of equal strength in opposite directions.

Accepted Answer

A) True 
 B)False

Question 9

In one survey, 71 percent of Canadian human resource managers said employees resist changes put forward by management.

Accepted Answer

A) True 
 B)False

Question 10

According to force field analysis, the preferred strategy for unfreezing the status quo is to:

Accepted Answer

A) strengthen existing systems and team dynamics. 
B) increase the driving forces and reduce or remove the restraining forces. 
C) remove the driving forces for change. 
D) increase the driving and restraining forces. 
E) introduce parallel learning structures. 
A) strengthen existing systems and team dynamics. 
B) increase the driving forces and reduce or remove the restraining forces. 
C) remove the driving forces for change. 
D) increase the driving and restraining forces. 
E) introduce parallel learning structures.

Question 11

Which of the following statements about organizational change interventions is FALSE?

Accepted Answer

A) Organizational change activities that work well in North America may not work as well in Asia. 
B) Organizational change interventions that encourage open dialogue and conflict may threaten individual privacy rights. 
C) Organizational change interventions that encourage open dialogue and conflict tend to work better in cultures with low power distance and low collectivism. 
D) Organizational change techniques in North America view change as linear, punctuated by tension and conflict. 
E) Ethical issues are rarely a concern with organizational change interventions. 
A) Organizational change activities that work well in North America may not work as well in Asia. 
B) Organizational change interventions that encourage open dialogue and conflict may threaten individual privacy rights. 
C) Organizational change interventions that encourage open dialogue and conflict tend to work better in cultures with low power distance and low collectivism. 
D) Organizational change techniques in North America view change as linear, punctuated by tension and conflict. 
E) Ethical issues are rarely a concern with organizational change interventions.

Question 12

The best way to manage resistance to change among those who will clearly lose out from the change is to introduce coercion practices.

Accepted Answer

A) True 
 B)False

Question 13

Suppose a coalition of employees will clearly lose out after a change is initiated, and they have enough power to scuttle the change effort. Assuming the change effort can proceed slowly, the preferred strategy for dealing with this type of resistance to change is:

Accepted Answer

A) negotiation. 
B) coercion. 
C) employee involvement. 
D) stress management. 
E) communication. 
A) negotiation. 
B) coercion. 
C) employee involvement. 
D) stress management. 
E) communication.

Question 14

People sometimes resist change because they lack confidence.

Accepted Answer

A) True 
 B)False

Question 15

A large hotel is experiencing conflict and organizational politics among its managers. The hotel's customer service ratings are suffering, so managers are pointing to other departments as the cause of the problem. The conflicts and politics are further contributing to the customer service problems. The CEO of this hotel wants to apply the appreciative inquiry process to improve this situation. Describe the four stages of appreciative inquiry and describe what should happen in each stage. Be sure that your answer describes the appreciative inquiry process in the context of this hotel.

Accepted Answer

Students answering this should provide m

Question 16

Which of the following practices tend to make it more difficult to bring about organizational change?

Accepted Answer

A) Large group interventions 
B) Action research 
C) Appreciative inquiry 
D) All of these make organizational change more difficult. 
E) None of these makes organizational change more difficult. 
A) Large group interventions 
B) Action research 
C) Appreciative inquiry 
D) All of these make organizational change more difficult. 
E) None of these makes organizational change more difficult.

Question 17

Outline the organizational change process based on the action research approach.

Accepted Answer

The action research process begins by es

Question 18

Which of these statements about driving forces is FALSE?

Accepted Answer

A) Driving forces should be created by leaders if there are no reasons for change. 
B) Some driving forces, such as the existence of a competitor, are well known to employees. 
C) Many driving forces are unknown to employees beyond the top ranks of the organization. 
D) Organizational change is more likely to occur if employees experience reasonably strong driving forces. 
E) Customer expectations represent a powerful driver for change. 
A) Driving forces should be created by leaders if there are no reasons for change. 
B) Some driving forces, such as the existence of a competitor, are well known to employees. 
C) Many driving forces are unknown to employees beyond the top ranks of the organization. 
D) Organizational change is more likely to occur if employees experience reasonably strong driving forces. 
E) Customer expectations represent a powerful driver for change.

Question 19

Which organizational change intervention is best known for its problem-solving approach to change?

Accepted Answer

A) Process consultation 
B) Force field analysis 
C) Paralegal learning structures 
D) Appreciative inquiry 
E) Action research 
A) Process consultation 
B) Force field analysis 
C) Paralegal learning structures 
D) Appreciative inquiry 
E) Action research

Question 20

Which of the following reasons for resistance to change is often a deliberate strategy to "prove" that the ideas were not superior to their own?

Accepted Answer

A) Breaking routines 
B) Not-invented-here syndrome 
C) Direct costs 
D) Incongruent organizational systems 
E) Fear of the unknown 
A) Breaking routines 
B) Not-invented-here syndrome 
C) Direct costs 
D) Incongruent organizational systems 
E) Fear of the unknown

Which of the following helps to refreeze the desired change?

Appreciative inquiry is deeply grounded in the emerging philosophy of positive organizational behaviour.

The textbook suggests that resistance to change:

The fourth principle of appreciative inquiry is called the poetic principle.

The simultaneity principle in appreciative inquiry states that inquiry and change are simultaneous.

Customer feedback provides a human element that energizes employees to change their current behaviour patterns.

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.

In force field analysis, stability occurs when the driving forces and restraining forces are roughly of equal strength in opposite directions.

In one survey, 71 percent of Canadian human resource managers said employees resist changes put forward by management.

According to force field analysis, the preferred strategy for unfreezing the status quo is to:

Which of the following statements about organizational change interventions is FALSE?

The best way to manage resistance to change among those who will clearly lose out from the change is to introduce coercion practices.

Suppose a coalition of employees will clearly lose out after a change is initiated, and they have enough power to scuttle the change effort. Assuming the change effort can proceed slowly, the preferred strategy for dealing with this type of resistance to change is:

People sometimes resist change because they lack confidence.

Which of the following practices tend to make it more difficult to bring about organizational change?

Outline the organizational change process based on the action research approach.

Which of these statements about driving forces is FALSE?

Which organizational change intervention is best known for its problem-solving approach to change?

Which of the following reasons for resistance to change is often a deliberate strategy to "prove" that the ideas were not superior to their own?

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

Which of the following helps to refreeze the desired change?

Appreciative inquiry is deeply grounded in the emerging philosophy of positive organizational behaviour.

The textbook suggests that resistance to change:

The fourth principle of appreciative inquiry is called the poetic principle.

The simultaneity principle in appreciative inquiry states that inquiry and change are simultaneous.

Customer feedback provides a human element that energizes employees to change their current behaviour patterns.

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.

In force field analysis, stability occurs when the driving forces and restraining forces are roughly of equal strength in opposite directions.

In one survey, 71 percent of Canadian human resource managers said employees resist changes put forward by management.

According to force field analysis, the preferred strategy for unfreezing the status quo is to:

Which of the following statements about organizational change interventions is FALSE?

The best way to manage resistance to change among those who will clearly lose out from the change is to introduce coercion practices.

Suppose a coalition of employees will clearly lose out after a change is initiated, and they have enough power to scuttle the change effort. Assuming the change effort can proceed slowly, the preferred strategy for dealing with this type of resistance to change is:

People sometimes resist change because they lack confidence.

Which of the following practices tend to make it more difficult to bring about organizational change?

Outline the organizational change process based on the action research approach.

Which of these statements about driving forces is FALSE?

Which organizational change intervention is best known for its problem-solving approach to change?

Which of the following reasons for resistance to change is often a deliberate strategy to "prove" that the ideas were not superior to their own?

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