Question 1

Match the following:
-Disenchantment

Accepted Answer

A) Radical changes in the organization. 
B) Negative feelings about change. 
C) A lost and confused response to change. 
D) A method for identifying and studying opposing personal and organizational forces. 
E) The final step in Lewin's change process model. 
A) Radical changes in the organization. 
B) Negative feelings about change. 
C) A lost and confused response to change. 
D) A method for identifying and studying opposing personal and organizational forces. 
E) The final step in Lewin's change process model. B

Question 2

In Lewin's force field analysis technique, the status quo can be viewed as a/an:

Accepted Answer

A) state of equilibrium 
B) restraining force 
C) non-moveable force 
D) acceleration force 
A) state of equilibrium 
B) restraining force 
C) non-moveable force 
D) acceleration force A

Question 3

Which of the following is NOT one of Levinson's areas for diagnostic analysis?

Accepted Answer

A) organization's history 
B) data about attitudes, relationships, and other organizational attitudes 
C) view of organization as a whole, especially focus on structure and processes 
D) external stake holder groups and their views of the organization 
A) organization's history 
B) data about attitudes, relationships, and other organizational attitudes 
C) view of organization as a whole, especially focus on structure and processes 
D) external stake holder groups and their views of the organization D

Question 4

Ethical considerations or concerns regarding the use of organization development include all of the following except:

Accepted Answer

A) selection of the OD method to be used 
B) voluntary participation 
C) potential for manipulation by the change agent 
D) selection of members of the change team 
A) selection of the OD method to be used 
B) voluntary participation 
C) potential for manipulation by the change agent 
D) selection of members of the change team

Question 5

Which of the following is NOT an individually targeted organization development technique?

Accepted Answer

A) team building 
B) job redesign 
C) career planning 
D) stress management programs 
A) team building 
B) job redesign 
C) career planning 
D) stress management programs

Question 6

The individual or group who undertakes the task of introducing and managing a change in an organization is known as unfreezing.

Accepted Answer

A) True 
 B)False

Question 7

Survey feedback can be used to determine other organization development techniques that may be appropriate to improve the performance of the organization.

Accepted Answer

A) True 
 B)False

Question 8

Match the following:
-Quality Programs

Accepted Answer

A) Solicitation of employee attitudes through questionnaires. 
B) Goal setting and performance planning between employee and supervisor. 
C) Change agent facilitation to improve individual and organizational processes. 
D) Intra- and intergroup process improvements. 
E) An attempt to culturally embed quality throughout the organization. 
A) Solicitation of employee attitudes through questionnaires. 
B) Goal setting and performance planning between employee and supervisor. 
C) Change agent facilitation to improve individual and organizational processes. 
D) Intra- and intergroup process improvements. 
E) An attempt to culturally embed quality throughout the organization.

Question 9

When an organization moves to a radically different, and sometimes unknown, future state, they have made what type of change?

Accepted Answer

A) strategic 
B) transactional 
C) transformational 
D) incremental 
A) strategic 
B) transactional 
C) transformational 
D) incremental

Question 10

Match the following:
-Disorientation

Accepted Answer

A) Radical changes in the organization. 
B) Negative feelings about change. 
C) A lost and confused response to change. 
D) A method for identifying and studying opposing personal and organizational forces. 
E) The final step in Lewin's change process model. 
A) Radical changes in the organization. 
B) Negative feelings about change. 
C) A lost and confused response to change. 
D) A method for identifying and studying opposing personal and organizational forces. 
E) The final step in Lewin's change process model.

Question 11

Match the following:
-Leadership Training and Development

Accepted Answer

A) A technique to reduce job ambiguity and conflict. 
B) Correction of the fit between individual skills and job tasks. 
C) Matching of individual career aspirations and organizational career opportunities. 
D) Pioneered in Europe, action learning. 
E) First step in the change process model. 
A) A technique to reduce job ambiguity and conflict. 
B) Correction of the fit between individual skills and job tasks. 
C) Matching of individual career aspirations and organizational career opportunities. 
D) Pioneered in Europe, action learning. 
E) First step in the change process model.

Question 12

Match the following:
-Force-Field Analysis

Accepted Answer

A) Radical changes in the organization. 
B) Negative feelings about change. 
C) A lost and confused response to change. 
D) A method for identifying and studying opposing personal and organizational forces. 
E) The final step in Lewin's change process model. 
A) Radical changes in the organization. 
B) Negative feelings about change. 
C) A lost and confused response to change. 
D) A method for identifying and studying opposing personal and organizational forces. 
E) The final step in Lewin's change process model.

Question 13

Action learning is an effective individual-focused intervention that enhances:

Accepted Answer

A) leadership training 
B) executive coaching 
C) role negotiation 
D) team building 
A) leadership training 
B) executive coaching 
C) role negotiation 
D) team building

Question 14

An empathic and supportive approach to change would be most appropriate when:

Accepted Answer

A) the source of resistance is misinformation 
B) there is significant goal conflict 
C) change is accepted but implementation is difficult because of job loss 
D) employees lack knowledge and skills for change 
A) the source of resistance is misinformation 
B) there is significant goal conflict 
C) change is accepted but implementation is difficult because of job loss 
D) employees lack knowledge and skills for change

Question 15

A price adjustment in gasoline by an oil company in response to an excise tax increase is a/an _____ change.

Accepted Answer

A) incremental 
B) nonreversible 
C) strategic 
D) transactional 
A) incremental 
B) nonreversible 
C) strategic 
D) transactional

Question 16

All of the following are key questions to ask as a part of the diagnostic process for change except:

Accepted Answer

A) What are the forces preserving the status quo? 
B) What are the goals to be accomplished by the change? 
C) What are the most likely sources of resistance to change? 
D) What are the most effective lead variables for change? 
A) What are the forces preserving the status quo? 
B) What are the goals to be accomplished by the change? 
C) What are the most likely sources of resistance to change? 
D) What are the most effective lead variables for change?

Question 17

Outside change agents may be preferred by employees because they are viewed as:

Accepted Answer

A) being the outside expert 
B) having the support of top management 
C) impartial 
D) having limited knowledge of the organization's history and won't be trapped by the past 
A) being the outside expert 
B) having the support of top management 
C) impartial 
D) having limited knowledge of the organization's history and won't be trapped by the past

Question 18

Which of the following statements best reflects the scholarly position on the proper pace of change for organizations?

Accepted Answer

A) Rapid change is more likely to succeed since it creates momentum. 
B) Short, sharp changes are actually rare and not experienced by most firms. 
C) Change in a large organization may occur incrementally in parts of the firm and quickly in others. 
D) Researchers can't agree on which pace of change is most beneficial. 
A) Rapid change is more likely to succeed since it creates momentum. 
B) Short, sharp changes are actually rare and not experienced by most firms. 
C) Change in a large organization may occur incrementally in parts of the firm and quickly in others. 
D) Researchers can't agree on which pace of change is most beneficial.

Question 19

The contemporary view of change makes an attempt to treat the resistance to change as something to overcome.

Accepted Answer

A) True 
 B)False

Question 20

Recent research in change management on the relationship between personality types and resistance to change supports which of the following?

Accepted Answer

A) There is a remarkable consistency in personality types and their reactions to three different kinds of change (structural, technological, office relocation) 
B) The majority of respondents demonstrated inconsistency or reacted differently to various kinds of change (structural, technological, office relocation) 
C) Reactions to change might be more situationally driven than was previously thought 
D) B & C 
A) There is a remarkable consistency in personality types and their reactions to three different kinds of change (structural, technological, office relocation) 
B) The majority of respondents demonstrated inconsistency or reacted differently to various kinds of change (structural, technological, office relocation) 
C) Reactions to change might be more situationally driven than was previously thought 
D) B & C

Match the following: -Disenchantment

In Lewin's force field analysis technique, the status quo can be viewed as a/an:

Which of the following is NOT one of Levinson's areas for diagnostic analysis?

Ethical considerations or concerns regarding the use of organization development include all of the following except:

Which of the following is NOT an individually targeted organization development technique?

The individual or group who undertakes the task of introducing and managing a change in an organization is known as unfreezing.

Survey feedback can be used to determine other organization development techniques that may be appropriate to improve the performance of the organization.

Match the following: -Quality Programs

When an organization moves to a radically different, and sometimes unknown, future state, they have made what type of change?

Match the following: -Disorientation

Match the following: -Leadership Training and Development

Match the following: -Force-Field Analysis

Action learning is an effective individual-focused intervention that enhances:

An empathic and supportive approach to change would be most appropriate when:

A price adjustment in gasoline by an oil company in response to an excise tax increase is a/an _____ change.

All of the following are key questions to ask as a part of the diagnostic process for change except:

Outside change agents may be preferred by employees because they are viewed as:

Which of the following statements best reflects the scholarly position on the proper pace of change for organizations?

The contemporary view of change makes an attempt to treat the resistance to change as something to overcome.

Recent research in change management on the relationship between personality types and resistance to change supports which of the following?

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Career Management

Filters

Exam 18: Managing Change

Match the following: -Disenchantment

In Lewin's force field analysis technique, the status quo can be viewed as a/an:

Which of the following is NOT one of Levinson's areas for diagnostic analysis?

Ethical considerations or concerns regarding the use of organization development include all of the following except:

Which of the following is NOT an individually targeted organization development technique?

The individual or group who undertakes the task of introducing and managing a change in an organization is known as unfreezing.

Survey feedback can be used to determine other organization development techniques that may be appropriate to improve the performance of the organization.

Match the following: -Quality Programs

When an organization moves to a radically different, and sometimes unknown, future state, they have made what type of change?

Match the following: -Disorientation

Match the following: -Leadership Training and Development

Match the following: -Force-Field Analysis

Action learning is an effective individual-focused intervention that enhances:

An empathic and supportive approach to change would be most appropriate when:

A price adjustment in gasoline by an oil company in response to an excise tax increase is a/an _____ change.

All of the following are key questions to ask as a part of the diagnostic process for change except:

Outside change agents may be preferred by employees because they are viewed as:

Which of the following statements best reflects the scholarly position on the proper pace of change for organizations?

The contemporary view of change makes an attempt to treat the resistance to change as something to overcome.

Recent research in change management on the relationship between personality types and resistance to change supports which of the following?

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Career Management

Filters