A) a social structure created alongside the formal organization for the purpose of refreezing the desired conditions. B) a highly participative process of planned change. C) a form of team building. D) the theoretical foundation for appreciative inquiry. E) None of these describes action research. A) a social structure created alongside the formal organization for the purpose of refreezing the desired conditions. B) a highly participative process of planned change. C) a form of team building. D) the theoretical foundation for appreciative inquiry. E) None of these describes action research.

Exam 15: Organizational Change

Comment on the accuracy of the following statement and explain your answer. "Rewards, information technology, and other organizational systems can both assist and impede orga change."

(Essay)

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Question 101

The force field analysis model states that stability is achieved only when the driving forces for change subside and are replaced by restraining forces acting in the same direction.

(True/False)

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Question 102

ABC Corp. selected employees from across the organization to find new ways to serve customers. The team operated independently of the main organization and experimented with new service delivery approaches. This team is most similar to:

(Multiple Choice)

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Question 103

Large group interventions minimize resistance to change mainly as a form of employee involvement.

(True/False)

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Question 104

Resistance to organizational change may be caused by:

(Multiple Choice)

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Question 105

Coercion should never be used to manage change in organizations

(True/False)

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Question 106

Which of the following organizational change strategies should be applied only when time is limited and other options are unlikely to succeed?

(Multiple Choice)

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Question 107

The philosophy of positive organizational behaviour provided a deep grounding for

(Multiple Choice)

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Question 108

A leader's strategic vision minimizes employee fear of the unknown.

(True/False)

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Question 109

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

(True/False)

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Question 110

In Lewin's force field analysis model, refreezing involves producing disequilibrium between the current and unfrozen state.

(True/False)

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Question 111

Organizational change is more successful if the change agent prevents its diffusion from one part of the organization to other parts.

(True/False)

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Question 112

Pilot projects are usually more flexible and less risky than centralized, organization-wide programs.

(True/False)

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Question 113

One drawback with increased communication during the change process is that it also increases the level and sources of resistance.

(True/False)

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Question 114

Action research adopts the emerging philosophy of positive organizational behaviour.

(True/False)

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Question 115

Action research is a problem-focused process of organizational change

(True/False)

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Question 116

Action research is

(Multiple Choice)

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Question 117

Negotiation is the highest priority and first strategy required for any organizational change.

(True/False)

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Question 118

Employees tend to resist change when:

(Multiple Choice)

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Question 119

Viral change is an increasingly respected way to support the organizational change process.

(True/False)

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Question 120

Showing 101 - 120 of 161

Comment on the accuracy of the following statement and explain your answer. "Rewards, information technology, and other organizational systems can both assist and impede orga change."

The force field analysis model states that stability is achieved only when the driving forces for change subside and are replaced by restraining forces acting in the same direction.

ABC Corp. selected employees from across the organization to find new ways to serve customers. The team operated independently of the main organization and experimented with new service delivery approaches. This team is most similar to:

Large group interventions minimize resistance to change mainly as a form of employee involvement.

Resistance to organizational change may be caused by:

Coercion should never be used to manage change in organizations

Which of the following organizational change strategies should be applied only when time is limited and other options are unlikely to succeed?

The philosophy of positive organizational behaviour provided a deep grounding for

A leader's strategic vision minimizes employee fear of the unknown.

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

In Lewin's force field analysis model, refreezing involves producing disequilibrium between the current and unfrozen state.

Organizational change is more successful if the change agent prevents its diffusion from one part of the organization to other parts.

Pilot projects are usually more flexible and less risky than centralized, organization-wide programs.

One drawback with increased communication during the change process is that it also increases the level and sources of resistance.

Action research adopts the emerging philosophy of positive organizational behaviour.

Action research is a problem-focused process of organizational change

Action research is

Negotiation is the highest priority and first strategy required for any organizational change.

Employees tend to resist change when:

Viral change is an increasingly respected way to support the organizational change process.

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

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