Question 1

The managerial intervention most appropriate for the disorientation reaction to change is:

Accepted Answer

A) confrontation and identification 
B) explanation and planning 
C) neutralize feelings and acknowledge emotional reactions 
D) exploration of feelings and possibly a transfer 
A) confrontation and identification 
B) explanation and planning 
C) neutralize feelings and acknowledge emotional reactions 
D) exploration of feelings and possibly a transfer

Question 2

The management approach to dealing with disidentification involves:

Accepted Answer

A) confrontation and risk taking 
B) counseling to assist in transfer of positive feelings from the old situation to the new situation 
C) offering early retirement packages 
D) doing nothing because employees eventually adjust 
A) confrontation and risk taking 
B) counseling to assist in transfer of positive feelings from the old situation to the new situation 
C) offering early retirement packages 
D) doing nothing because employees eventually adjust

Question 3

Effective change leaders build strong relationships with all of the following except:

Accepted Answer

A) their leadership team 
B) between the team and organizational members 
C) between the team and key environmental players 
D) between the team and key support staff 
A) their leadership team 
B) between the team and organizational members 
C) between the team and key environmental players 
D) between the team and key support staff

Question 4

Distinguish between incremental, strategic, and transformational changes and provide an example of each.

Accepted Answer

Incremental changes are small but positi

Question 5

In a situation of significant organizational change, uncertainty or _____ may be prevalent.

Accepted Answer

A) fear of failure 
B) personality conflicts 
C) fear of loss 
D) fear of the unknown 
A) fear of failure 
B) personality conflicts 
C) fear of loss 
D) fear of the unknown

Question 6

A good organization development effort that can relieve role ambiguity and conflict is:

Accepted Answer

A) management by objectives 
B) team building 
C) survey feedback 
D) process consultation 
A) management by objectives 
B) team building 
C) survey feedback 
D) process consultation

Question 7

Match the following:
-Transformational Change

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 8

Match the following:
-Unfreezing

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 9

The phrase "that which we create, we support" reflects which key strategy for managing resistance to change?

Accepted Answer

A) support 
B) communication 
C) participation 
D) creativity in problem solving 
A) support 
B) communication 
C) participation 
D) creativity in problem solving

Question 10

A person who acts as the initiator and assumes responsibility for change management is called a/an:

Accepted Answer

A) consultant 
B) change agent 
C) arbitrator 
D) liaison official 
A) consultant 
B) change agent 
C) arbitrator 
D) liaison official

Question 11

The managerial approach (intervention) for dealing with disorientation is:

Accepted Answer

A) confrontation 
B) employee termination 
C) explanation 
D) discipline 
A) confrontation 
B) employee termination 
C) explanation 
D) discipline

Question 12

The establishment of new attitudes, values, and behaviors as the new status quo is consistent with what stage in Lewin's change model?

Accepted Answer

A) unfreezing 
B) moving 
C) refreezing 
D) change 
A) unfreezing 
B) moving 
C) refreezing 
D) change

The managerial intervention most appropriate for the disorientation reaction to change is:

The management approach to dealing with disidentification involves:

Effective change leaders build strong relationships with all of the following except:

Distinguish between incremental, strategic, and transformational changes and provide an example of each.

In a situation of significant organizational change, uncertainty or _____ may be prevalent.

A good organization development effort that can relieve role ambiguity and conflict is:

Match the following: -Transformational Change

Match the following: -Unfreezing

The phrase "that which we create, we support" reflects which key strategy for managing resistance to change?

A person who acts as the initiator and assumes responsibility for change management is called a/an:

The managerial approach (intervention) for dealing with disorientation is:

The establishment of new attitudes, values, and behaviors as the new status quo is consistent with what stage in Lewin's change model?

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

The managerial intervention most appropriate for the disorientation reaction to change is:

The management approach to dealing with disidentification involves:

Effective change leaders build strong relationships with all of the following except:

Distinguish between incremental, strategic, and transformational changes and provide an example of each.

In a situation of significant organizational change, uncertainty or _____ may be prevalent.

A good organization development effort that can relieve role ambiguity and conflict is:

Match the following: -Transformational Change

Match the following: -Unfreezing

The phrase "that which we create, we support" reflects which key strategy for managing resistance to change?

A person who acts as the initiator and assumes responsibility for change management is called a/an:

The managerial approach (intervention) for dealing with disorientation is:

The establishment of new attitudes, values, and behaviors as the new status quo is consistent with what stage in Lewin's change model?

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