Question 1

Increasing the driving forces and reducing the restraining forces tends to:

Accepted Answer

A) increase environmental stability. 
B) reduce the need for change. 
C) increase equilibrium. 
D) refreeze the status quo. 
E) unfreeze the status quo. 
A) increase environmental stability. 
B) reduce the need for change. 
C) increase equilibrium. 
D) refreeze the status quo. 
E) unfreeze the status quo.

Question 2

A parallel learning structure approach

Accepted Answer

A) includes only specialized team members. 
B) is a highly participative arrangement composed of people from most levels of the organization who follow the action research model. 
C) is notoriously laborious and time consuming. 
D) is a feature of all organizational change interventions. 
E) mostly comprises senior management and some professional staff members. 
A) includes only specialized team members. 
B) is a highly participative arrangement composed of people from most levels of the organization who follow the action research model. 
C) is notoriously laborious and time consuming. 
D) is a feature of all organizational change interventions. 
E) mostly comprises senior management and some professional staff members.

Question 3

A unique feature of appreciative inquiry is that it breaks away from the problem-solving mentality by reframing relationships around what is positive and possible.

Accepted Answer

A) True 
 B)False

Question 4

Action research takes the view that organizational change is all about bringing about real change, not testing theory.

Accepted Answer

A) True 
 B)False

Question 5

Unfreezing occurs by making the driving forces stronger than the restraining forces.

Accepted Answer

A) True 
 B)False

Question 6

Which of these statements about managing change is FALSE?

Accepted Answer

A) Employees who develop an urgency for change tend to increase their motivation to change. 
B) Employees are less likely to resist change when change agents mainly increase the driving forces for change. 
C) Force field analysis includes the ideas of unfreezing the status quo and refreezing the desired conditions. 
D) Change is more successful when the restraining forces are reduced. 
E) Unfreezing the status quo occurs when change agents create disequilibrium between the driving and restraining forces. 
A) Employees who develop an urgency for change tend to increase their motivation to change. 
B) Employees are less likely to resist change when change agents mainly increase the driving forces for change. 
C) Force field analysis includes the ideas of unfreezing the status quo and refreezing the desired conditions. 
D) Change is more successful when the restraining forces are reduced. 
E) Unfreezing the status quo occurs when change agents create disequilibrium between the driving and restraining forces.

Question 7

In organizational change, future search conferences mainly

Accepted Answer

A) refreeze the desired conditions. 
B) give executives the opportunity to negotiate with employees to accept the changes. 
C) train employees in the skills required for the change process. 
D) coerce employees to accept the change. 
E) involve employees and build commitment to the change process. 
A) refreeze the desired conditions. 
B) give executives the opportunity to negotiate with employees to accept the changes. 
C) train employees in the skills required for the change process. 
D) coerce employees to accept the change. 
E) involve employees and build commitment to the change process.

Question 8

The chief executive of a large telecommunications company wanted to restructure the organization so product leaders would have more power than the executives in charge of each region. The regional executives tried to prevent this restructuring because it would weaken their power and possibly reduce their salaries in the long term. This action by the regional executives is mainly an example of resistance due to:

Accepted Answer

A) breaking routines. 
B) negative valence of change. 
C) saving face. 
D) incongruent organizational systems. 
E) fear of the unknown. 
A) breaking routines. 
B) negative valence of change. 
C) saving face. 
D) incongruent organizational systems. 
E) fear of the unknown.

Question 9

Diffusion of change is more likely to succeed if people involved in the pilot project receive recognition and rewards for changing their previous work practices.

Accepted Answer

A) True 
 B)False

Question 10

In Lewin's force field analysis model, refreezing occurs when the organization's systems and structures are aligned with the desired behaviours.

Accepted Answer

A) True 
 B)False

Question 11

Unfreezing refers to:

Accepted Answer

A) ensuring that the change effort is diffused to others within the organization. 
B) producing disequilibrium between the driving and restraining forces of change. 
C) a management practice used to discourage newcomers from staying with the organization. 
D) improving organizational communication. 
E) getting one's own way in organizational politics. 
A) ensuring that the change effort is diffused to others within the organization. 
B) producing disequilibrium between the driving and restraining forces of change. 
C) a management practice used to discourage newcomers from staying with the organization. 
D) improving organizational communication. 
E) getting one's own way in organizational politics.

Question 12

A major consumer-products company wanted to create a more entrepreneurial and marketing-oriented culture. After failing to bring about the change through middle management, senior executives worked directly with selected teams of front-line employees. These teams, which represented each area of the organization, worked on special projects outside the normal organizational structure. This intervention is closest to which organizational change strategy?

Accepted Answer

A) Parallel learning structures 
B) Process consultation 
C) Action research 
D) Search conferences 
E) Appreciative inquiry 
A) Parallel learning structures 
B) Process consultation 
C) Action research 
D) Search conferences 
E) Appreciative inquiry

Question 13

The preferred strategy for unfreezing the current situation is to increase the restraining forces and reduce or remove the driving forces.

Accepted Answer

A) True 
 B)False

Question 14

In some situations, resistance to change occurs when employees are worried that it will make them worse off.

Accepted Answer

A) True 
 B)False

Question 15

The action research approach was first introduced in the 1960s.

Accepted Answer

A) True 
 B)False

Question 16

Information systems and reward systems can help to refreeze the desired conditions in organizational change.

Accepted Answer

A) True 
 B)False

Question 17

Firing people and other forms of coercion are sometimes necessary to achieve change.

Accepted Answer

A) True 
 B)False

Question 18

Which model of organizational change explicitly refers to unfreezing the current situation and refreezing the desired state?

Accepted Answer

A) Transformational analysis 
B) Force field analysis 
C) Parallel learning structures 
D) Appreciative inquiry 
E) Future search analysis 
A) Transformational analysis 
B) Force field analysis 
C) Parallel learning structures 
D) Appreciative inquiry 
E) Future search analysis

Question 19

Which of the following organizational change activities adopts a "whole systems" perspective of the change process?

Accepted Answer

A) Appreciative inquiry 
B) Action research 
C) Large group interventions 
D) Parallel learning structures 
E) Force field analysis 
A) Appreciative inquiry 
B) Action research 
C) Large group interventions 
D) Parallel learning structures 
E) Force field analysis

Question 20

Which of these conditions would tend to LIMIT the diffusion of change to other parts of the organization?

Accepted Answer

A) Employees who do not interact with and learn from others who have already applied the new practices. 
B) The pilot project is successful within the first couple of years. 
C) Top management is committed to the change. 
D) The union leadership supports the change effort. 
E) All of these limit the diffusion of change. 
A) Employees who do not interact with and learn from others who have already applied the new practices. 
B) The pilot project is successful within the first couple of years. 
C) Top management is committed to the change. 
D) The union leadership supports the change effort. 
E) All of these limit the diffusion of change.

Increasing the driving forces and reducing the restraining forces tends to:

A parallel learning structure approach

A unique feature of appreciative inquiry is that it breaks away from the problem-solving mentality by reframing relationships around what is positive and possible.

Action research takes the view that organizational change is all about bringing about real change, not testing theory.

Unfreezing occurs by making the driving forces stronger than the restraining forces.

Which of these statements about managing change is FALSE?

In organizational change, future search conferences mainly

Diffusion of change is more likely to succeed if people involved in the pilot project receive recognition and rewards for changing their previous work practices.

In Lewin's force field analysis model, refreezing occurs when the organization's systems and structures are aligned with the desired behaviours.

Unfreezing refers to:

The preferred strategy for unfreezing the current situation is to increase the restraining forces and reduce or remove the driving forces.

In some situations, resistance to change occurs when employees are worried that it will make them worse off.

The action research approach was first introduced in the 1960s.

Information systems and reward systems can help to refreeze the desired conditions in organizational change.

Firing people and other forms of coercion are sometimes necessary to achieve change.

Which model of organizational change explicitly refers to unfreezing the current situation and refreezing the desired state?

Which of the following organizational change activities adopts a "whole systems" perspective of the change process?

Which of these conditions would tend to LIMIT the diffusion of change to other parts of the organization?

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

Increasing the driving forces and reducing the restraining forces tends to:

A parallel learning structure approach

A unique feature of appreciative inquiry is that it breaks away from the problem-solving mentality by reframing relationships around what is positive and possible.

Action research takes the view that organizational change is all about bringing about real change, not testing theory.

Unfreezing occurs by making the driving forces stronger than the restraining forces.

Which of these statements about managing change is FALSE?

In organizational change, future search conferences mainly

Diffusion of change is more likely to succeed if people involved in the pilot project receive recognition and rewards for changing their previous work practices.

In Lewin's force field analysis model, refreezing occurs when the organization's systems and structures are aligned with the desired behaviours.

Unfreezing refers to:

The preferred strategy for unfreezing the current situation is to increase the restraining forces and reduce or remove the driving forces.

In some situations, resistance to change occurs when employees are worried that it will make them worse off.

The action research approach was first introduced in the 1960s.

Information systems and reward systems can help to refreeze the desired conditions in organizational change.

Firing people and other forms of coercion are sometimes necessary to achieve change.

Which model of organizational change explicitly refers to unfreezing the current situation and refreezing the desired state?

Which of the following organizational change activities adopts a "whole systems" perspective of the change process?

Which of these conditions would tend to LIMIT the diffusion of change to other parts of the organization?

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