Question 1

Decreasing the driving forces and increasing the restraining forces:

Accepted Answer

A) makes the change process easier to implement. 
B) give the change agent more power in the change process. 
C) are the main recommendations of appreciative inquiry. 
D) represents the first step in the change process. 
E) are related to none of these statements. 
A) makes the change process easier to implement. 
B) give the change agent more power in the change process. 
C) are the main recommendations of appreciative inquiry. 
D) represents the first step in the change process. 
E) are related to none of these statements.

Question 2

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 3

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

Accepted Answer

A) True 
 B)False

Question 4

Which of the following strategies for minimizing resistance to change should be used when all other strategies are ineffective?

Accepted Answer

A) Coercion 
B) Indoctrination 
C) Abandonment of change 
D) Stress management 
E) Negotiation 
A) Coercion 
B) Indoctrination 
C) Abandonment of change 
D) Stress management 
E) Negotiation

Question 5

Which of the following is a problem identified in your text regarding the use of social networks to support the organizational change process?

Accepted Answer

A) It is not easily controlled. 
B) It is not a process that ensures employee privacy. 
C) It is usually ineffective. 
D) It is not a respected process in management. 
E) All of the choices are correct. 
A) It is not easily controlled. 
B) It is not a process that ensures employee privacy. 
C) It is usually ineffective. 
D) It is not a respected process in management. 
E) All of the choices are correct.

Question 6

A minimalist communication strategy should always be used to facilitate organizational change, because it minimizes the potential for misunderstandings.

Accepted Answer

A) True 
 B)False

Question 7

Future search conferences are meetings among a small task force of senior executives who have been given the mandate to look for a change agent on a particular corporate strategy.

Accepted Answer

A) True 
 B)False

Question 8

In organizational change, unfreezing may occur by:

Accepted Answer

A) increasing the restraining forces. 
B) reducing the urgency to change. 
C) both increasing the driving forces AND reducing the restraining forces. 
D) increasing the driving forces. 
E) reducing the restraining forces. 
A) increasing the restraining forces. 
B) reducing the urgency to change. 
C) both increasing the driving forces AND reducing the restraining forces. 
D) increasing the driving forces. 
E) reducing the restraining forces.

Question 9

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

Accepted Answer

Appreciative inquiry reframes relationsh

Question 10

One of the concerns with future search meetings is that they generate high expectations about an ideal future state that are difficult to satisfy in practice.

Accepted Answer

A) True 
 B)False

Question 11

Which approach to organizational change explicitly embraces the dual philosophy that change is both applied change and theory testing?

Accepted Answer

A) Parallel learning structures 
B) Search conferences 
C) Appreciative inquiry 
D) All of these embrace this dual philosophy. 
E) None of these embraces this dual philosophy. 
A) Parallel learning structures 
B) Search conferences 
C) Appreciative inquiry 
D) All of these embrace this dual philosophy. 
E) None of these embraces this dual philosophy.

Question 12

Increasing the restraining forces and reducing or removing the driving forces would:

Accepted Answer

A) make the change process more difficult to implement. 
B) have no effect on the change process. 
C) give the change agent more power in the change process. 
D) remove any resistance to change. 
E) make the change process easier to implement. 
A) make the change process more difficult to implement. 
B) have no effect on the change process. 
C) give the change agent more power in the change process. 
D) remove any resistance to change. 
E) make the change process easier to implement.

Question 13

Senior executives at a large retail organization want employees to become more customer-friendly. Employees think they are serving customers well enough and the company is the dominant player in the market. What should the executives do in this situation?

Accepted Answer

A) Keep pushing employees to change even though they don't see the need to change. 
B) Find information in the external environment indicating that the company's dominant position will be threatened unless they become more customer-friendly. 
C) Stop trying to convince employees that they should change. 
D) Threaten to fire employees who do not become more customer-friendly. 
E) Do none of these things. 
A) Keep pushing employees to change even though they don't see the need to change. 
B) Find information in the external environment indicating that the company's dominant position will be threatened unless they become more customer-friendly. 
C) Stop trying to convince employees that they should change. 
D) Threaten to fire employees who do not become more customer-friendly. 
E) Do none of these things.

Question 14

The textbook describes several strategies to initiate change. Which two of these strategies should be applied when every other strategy has failed?

Accepted Answer

A) Coercion and negotiation 
B) Stress management and employee involvement 
C) Coercion and stress management 
D) Communication and negotiation 
E) Learning and communication 
A) Coercion and negotiation 
B) Stress management and employee involvement 
C) Coercion and stress management 
D) Communication and negotiation 
E) Learning and communication

Question 15

Some organizational change practices run the risk of violating individual privacy rights.

Accepted Answer

A) True 
 B)False

Question 16

To reduce the restraining forces, which of the following should be applied in the most logical order presented?

Accepted Answer

A) Learn, involve, and communicate 
B) Coerce, involve, and negotiate 
C) Coerce, negotiate, and manage stress 
D) Communicate, learn, and involve 
E) Negotiate, involve, and communicate 
A) Learn, involve, and communicate 
B) Coerce, involve, and negotiate 
C) Coerce, negotiate, and manage stress 
D) Communicate, learn, and involve 
E) Negotiate, involve, and communicate

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

What value do future search conferences have in the context of organizational change?

Accepted Answer

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

Question 19

Discovery, dreaming, and delivering are the first three stages of appreciative inquiry.

Accepted Answer

A) True 
 B)False

Question 20

Until recently, employees at a regional building of a large telephone company were throwing out nearly two tons of rubbish every day. To reduce the amount of waste at the 12-storey building, a special task force was set up consisting of respected employees representing most areas within the building. The task force reviewed practices in other organizations and developed action plans to implement the changes. Employees received weekly information via email during the two months before the program started about what changes they should expect. Employees attended special sessions that showed them how to reduce paper waste by using both sides of paper, using scrap paper as memo pads, reusing office envelopes and relying more on email and voice mail than written memos. A special telephone hotline was set up so that employees could get answers to questions about recycling and ease their concerns about the change. The program also created barriers to wasteful behaviour. Paper towels were replaced with electric hand dryers in the washrooms. Styrofoam cups were replaced with reusable mugs at each employee's desk. Wastepaper baskets in each cubicle were removed. In their place, employees were given tiny reusable bags to carry non-recyclables to specially marked trash cans located elsewhere in the building. The task force monitored waste every week and displayed the results on a large graph in the building entrance. What strategies did this company use to minimize resistance to change?

Accepted Answer

This true incident at a telephone compan

Decreasing the driving forces and increasing the restraining forces:

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

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

Which of the following strategies for minimizing resistance to change should be used when all other strategies are ineffective?

Which of the following is a problem identified in your text regarding the use of social networks to support the organizational change process?

A minimalist communication strategy should always be used to facilitate organizational change, because it minimizes the potential for misunderstandings.

Future search conferences are meetings among a small task force of senior executives who have been given the mandate to look for a change agent on a particular corporate strategy.

In organizational change, unfreezing may occur by:

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

One of the concerns with future search meetings is that they generate high expectations about an ideal future state that are difficult to satisfy in practice.

Which approach to organizational change explicitly embraces the dual philosophy that change is both applied change and theory testing?

Increasing the restraining forces and reducing or removing the driving forces would:

Senior executives at a large retail organization want employees to become more customer-friendly. Employees think they are serving customers well enough and the company is the dominant player in the market. What should the executives do in this situation?

The textbook describes several strategies to initiate change. Which two of these strategies should be applied when every other strategy has failed?

Some organizational change practices run the risk of violating individual privacy rights.

To reduce the restraining forces, which of the following should be applied in the most logical order presented?

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

What value do future search conferences have in the context of organizational change?

Discovery, dreaming, and delivering are the first three stages of appreciative inquiry.

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

Decreasing the driving forces and increasing the restraining forces:

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

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

Which of the following strategies for minimizing resistance to change should be used when all other strategies are ineffective?

Which of the following is a problem identified in your text regarding the use of social networks to support the organizational change process?

A minimalist communication strategy should always be used to facilitate organizational change, because it minimizes the potential for misunderstandings.

Future search conferences are meetings among a small task force of senior executives who have been given the mandate to look for a change agent on a particular corporate strategy.

In organizational change, unfreezing may occur by:

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

One of the concerns with future search meetings is that they generate high expectations about an ideal future state that are difficult to satisfy in practice.

Which approach to organizational change explicitly embraces the dual philosophy that change is both applied change and theory testing?

Increasing the restraining forces and reducing or removing the driving forces would:

Senior executives at a large retail organization want employees to become more customer-friendly. Employees think they are serving customers well enough and the company is the dominant player in the market. What should the executives do in this situation?

The textbook describes several strategies to initiate change. Which two of these strategies should be applied when every other strategy has failed?

Some organizational change practices run the risk of violating individual privacy rights.

To reduce the restraining forces, which of the following should be applied in the most logical order presented?

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

What value do future search conferences have in the context of organizational change?

Discovery, dreaming, and delivering are the first three stages of appreciative inquiry.

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