Question 1

The communication strategy should be applied to reduce resistance to change where the change must occur quickly with little financial cost.

Accepted Answer

A) True 
 B)False

Question 2

_____ leaders are agents of change because they develop an appealing vision of the desired future state, communicate that vision in ways that are meaningful to others, make decisions and act in ways that are consistent with that vision, and build commitment to that vision.

Accepted Answer

A) Operational 
B) Transformational 
C) Charismatic 
D) Collaborative 
E) Transactional 
A) Operational 
B) Transformational 
C) Charismatic 
D) Collaborative 
E) Transactional

Question 3

When managing change, learning interventions should be used:

Accepted Answer

A) to break routines that cause resistance to change. 
B) when the organization wants to reduce the cost of implementing change. 
C) when employees resist change due to negative valence of change. 
D) in all change management activities. 
E) only when all other strategies have failed. 
A) to break routines that cause resistance to change. 
B) when the organization wants to reduce the cost of implementing change. 
C) when employees resist change due to negative valence of change. 
D) in all change management activities. 
E) only when all other strategies have failed.

Question 4

Information systems are important in the change process because:

Accepted Answer

A) they act as conduits for feedback. 
B) they generally raise stress levels. 
C) they create fear of the unknown. 
D) they contradict the reward systems. 
E) they increase the risk of coercive tactics. 
A) they act as conduits for feedback. 
B) they generally raise stress levels. 
C) they create fear of the unknown. 
D) they contradict the reward systems. 
E) they increase the risk of coercive tactics.

Question 5

How should change agents look at resistance to change?

Accepted Answer

Resistance is a form of conflict, but un

Question 6

Organizational rewards are powerful systems that refreeze behaviors.

Accepted Answer

A) True 
 B)False

Question 7

Resistance is motivational; it potentially engages people to think about change strategy and process.

Accepted Answer

A) True 
 B)False

Question 8

The highest priority and first strategy required for any organizational change is to:

Accepted Answer

A) alter the responsibilities of senior executives in the organization. 
B) introduce stress management counseling to the employees. 
C) train employees who do not possess the skills required under the new conditions. 
D) communicate the need for change and keep employees informed about what they can expect from the change effort. 
E) negotiate a new set of relations among those who will clearly lose out from the change. 
A) alter the responsibilities of senior executives in the organization. 
B) introduce stress management counseling to the employees. 
C) train employees who do not possess the skills required under the new conditions. 
D) communicate the need for change and keep employees informed about what they can expect from the change effort. 
E) negotiate a new set of relations among those who will clearly lose out from the change.

Question 9

Future search events minimize resistance to change by severely limiting involvement from employees.

Accepted Answer

A) True 
 B)False

Question 10

Refreezing refers to:

Accepted Answer

A) getting one's own way in organizational politics. 
B) a management practice used to discourage newcomers from engaging in organizational politics. 
C) aligning the organization's systems with the desired behaviors to support and reinforce the new role patterns. 
D) repeating the change process to obtain better organizational outcomes and employee performance. 
E) producing disequilibrium between the driving and restraining forces of change. 
A) getting one's own way in organizational politics. 
B) a management practice used to discourage newcomers from engaging in organizational politics. 
C) aligning the organization's systems with the desired behaviors to support and reinforce the new role patterns. 
D) repeating the change process to obtain better organizational outcomes and employee performance. 
E) producing disequilibrium between the driving and restraining forces of change.

Question 11

Telecommco The chief executive of Telecommco, 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.The product leaders also put up some resistance because they felt that things worked the way they were.The resistance from the product leaders is an example of resistance due to:

Accepted Answer

A) not-invented-here syndrome. 
B) fear of the unknown. 
C) negative valence of change. 
D) breaking routines. 
E) incongruent organizational systems. 
A) not-invented-here syndrome. 
B) fear of the unknown. 
C) negative valence of change. 
D) breaking routines. 
E) incongruent organizational systems.

Question 12

One problem with negotiation is that it tends to produce compliance rather than commitment to the change process.

Accepted Answer

A) True 
 B)False

Question 13

Even when present conditions are very bad, most people do not welcome an uncertain future.

Accepted Answer

A) True 
 B)False

Question 14

Action research is a problem-focused process of organizational change.

Accepted Answer

A) True 
 B)False

Question 15

How we perceive and understand the change process depends on the questions we ask and language we use throughout that process.This is called the constructionist principle.

Accepted Answer

A) True 
 B)False

Question 16

Unless the change must occur quickly or employee interests are highly incompatible with the organization's needs, employee involvement is almost an essential part of the change process.

Accepted Answer

A) True 
 B)False

Question 17

According to the force field analysis model, stability occurs when the driving forces and restraining forces are of approximately equal strength in opposite directions.

Accepted Answer

A) True 
 B)False

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

By creating ________, employee involvement reduces the fear of the unknown and the not-invented-here syndrome.

Accepted Answer

A) stress 
B) a sense of entitlement 
C) a sense of ownership 
D) a goal 
E) transformation 
A) stress 
B) a sense of entitlement 
C) a sense of ownership 
D) a goal 
E) transformation

Question 20

Resistance is a form of conflict that should be viewed as relationship conflict.

Accepted Answer

A) True 
 B)False

The communication strategy should be applied to reduce resistance to change where the change must occur quickly with little financial cost.

_____ leaders are agents of change because they develop an appealing vision of the desired future state, communicate that vision in ways that are meaningful to others, make decisions and act in ways that are consistent with that vision, and build commitment to that vision.

When managing change, learning interventions should be used:

Information systems are important in the change process because:

How should change agents look at resistance to change?

Organizational rewards are powerful systems that refreeze behaviors.

Resistance is motivational; it potentially engages people to think about change strategy and process.

The highest priority and first strategy required for any organizational change is to:

Future search events minimize resistance to change by severely limiting involvement from employees.

Refreezing refers to:

One problem with negotiation is that it tends to produce compliance rather than commitment to the change process.

Even when present conditions are very bad, most people do not welcome an uncertain future.

Action research is a problem-focused process of organizational change.

How we perceive and understand the change process depends on the questions we ask and language we use throughout that process.This is called the constructionist principle.

Unless the change must occur quickly or employee interests are highly incompatible with the organization's needs, employee involvement is almost an essential part of the change process.

According to the force field analysis model, stability occurs when the driving forces and restraining forces are of approximately equal strength in opposite directions.

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

By creating ________, employee involvement reduces the fear of the unknown and the not-invented-here syndrome.

Resistance is a form of conflict that should be viewed as relationship conflict.

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and 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

The communication strategy should be applied to reduce resistance to change where the change must occur quickly with little financial cost.

_____ leaders are agents of change because they develop an appealing vision of the desired future state, communicate that vision in ways that are meaningful to others, make decisions and act in ways that are consistent with that vision, and build commitment to that vision.

When managing change, learning interventions should be used:

Information systems are important in the change process because:

How should change agents look at resistance to change?

Organizational rewards are powerful systems that refreeze behaviors.

Resistance is motivational; it potentially engages people to think about change strategy and process.

The highest priority and first strategy required for any organizational change is to:

Future search events minimize resistance to change by severely limiting involvement from employees.

Refreezing refers to:

One problem with negotiation is that it tends to produce compliance rather than commitment to the change process.

Even when present conditions are very bad, most people do not welcome an uncertain future.

Action research is a problem-focused process of organizational change.

How we perceive and understand the change process depends on the questions we ask and language we use throughout that process.This is called the constructionist principle.

Unless the change must occur quickly or employee interests are highly incompatible with the organization's needs, employee involvement is almost an essential part of the change process.

According to the force field analysis model, stability occurs when the driving forces and restraining forces are of approximately equal strength in opposite directions.

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

By creating ________, employee involvement reduces the fear of the unknown and the not-invented-here syndrome.

Resistance is a form of conflict that should be viewed as relationship conflict.

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Filters