Question 1

Which organizational change approach is best known for its affirmation rather than problem-solving approach to change?

Accepted Answer

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

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

The _________ principle takes the position that conversations don't describe reality; they shape that reality.

Accepted Answer

A) positive 
B) constructionist 
C) poetic 
D) anticipatory 
E) simultaneity 
A) positive 
B) constructionist 
C) poetic 
D) anticipatory 
E) simultaneity

Question 4

Resistance is a form of voice.

Accepted Answer

A) True 
 B)False

Question 5

One problem that communication, learning, and employee involvement have in minimizing resistance to change is that they:

Accepted Answer

A) can lead to more subtle forms of resistance. 
B) lead to long-term antagonism with the change agent. 
C) create compliance but not commitment to the change process. 
D) are time-consuming. 
E) are not effective when the change effort needs more employee commitment. 
A) can lead to more subtle forms of resistance. 
B) lead to long-term antagonism with the change agent. 
C) create compliance but not commitment to the change process. 
D) are time-consuming. 
E) are not effective when the change effort needs more employee commitment.

Question 6

Which of the following types of resistance to change is a strategy to "prove" that the decision is wrong?

Accepted Answer

A) Negative valence of change 
B) Not-invented-here syndrome 
C) Fear of the unknown 
D) Breaking routines 
E) Incongruent organizational systems 
A) Negative valence of change 
B) Not-invented-here syndrome 
C) Fear of the unknown 
D) Breaking routines 
E) Incongruent organizational systems

Question 7

Which of the following statements is true concerning Lewin's Force Field model in the context of changes in other cultures?

Accepted Answer

A) Lewin's model is equally applicable in any cultural setting. 
B) Lewin's model, like the Western perspective on change, views change as linear. 
C) Lewin's model decreases the presence of ethical concerns often associated with change in other cultures. 
D) Lewin's model views change as a harmonious process revolving around an equilibrium. 
E) Lewin's model assumes that change is interconnected. 
A) Lewin's model is equally applicable in any cultural setting. 
B) Lewin's model, like the Western perspective on change, views change as linear. 
C) Lewin's model decreases the presence of ethical concerns often associated with change in other cultures. 
D) Lewin's model views change as a harmonious process revolving around an equilibrium. 
E) Lewin's model assumes that change is interconnected.

Question 8

The emerging philosophy of positive organizational behavior directs the group's attention away from its own problems and focuses participants on the group's potential and positive elements.

Accepted Answer

A) True 
 B)False

Question 9

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.This action by the regional executives is mainly 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 10

The _______ principle states that organizations are open books, so we have choices in how they may be perceived, framed, and described.

Accepted Answer

A) positive 
B) constructionist 
C) poetic 
D) anticipatory 
E) simultaneity 
A) positive 
B) constructionist 
C) poetic 
D) anticipatory 
E) simultaneity

Question 11

The group of people with a commitment to a change is called a dominant coalition.

Accepted Answer

A) True 
 B)False

Question 12

XYZ Office Supplies XYZ Office Supplies is about to introduce a new customer service program that will affect all of its 355 sales and service employees.Job duties will be changed and the employee reward system will be altered to fit this new customer focus.Moreover, the company wants to improve the efficiency of work processes, thereby removing some of the comfortable (and often leisurely) routines that employees have followed over the years.Top management is concerned about what types of forces resisting change the company will potentially experience during this change process.Which of the following types of resistance to change might be used by employees at XYZ as a deliberate strategy to 'prove' that the decision is wrong or that the change agent is incompetent?

Accepted Answer

A) Negative valence of change 
B) Fear of the unknown 
C) Not-invented-here syndrome 
D) Breaking routines 
E) Incongruent organizational systems 
A) Negative valence of change 
B) Fear of the unknown 
C) Not-invented-here syndrome 
D) Breaking routines 
E) Incongruent organizational systems

Question 13

Unfreezing refers to:

Accepted Answer

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

Question 14

Appreciative inquiry tries to break away from the approach to change advocated by action research.

Accepted Answer

A) True 
 B)False

Question 15

What are parallel learning structures? What are they intended to accomplish?

Accepted Answer

Parallel learning structures are highly

Question 16

Employee involvement is almost an essential part of the change process unless the:

Accepted Answer

A) benefits of change are unknown to the employee. 
B) organization is looking for a gradual change. 
C) change must occur quickly in the organization. 
D) employee strength of the organization is huge. 
E) organization is planning to introduce continuous changes. 
A) benefits of change are unknown to the employee. 
B) organization is looking for a gradual change. 
C) change must occur quickly in the organization. 
D) employee strength of the organization is huge. 
E) organization is planning to introduce continuous changes.

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

Resistance detracts from employees' sense of procedural justice.

Accepted Answer

A) True 
 B)False

Question 19

Transformational leaders act as agents of organizational change.

Accepted Answer

A) True 
 B)False

Question 20

Diffusion of change is more likely to succeed if some people who have worked under the new system are moved to other areas of the organization.

Accepted Answer

A) True 
 B)False

Which organizational change approach is best known for its affirmation rather than problem-solving approach to change?

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

The _________ principle takes the position that conversations don't describe reality; they shape that reality.

Resistance is a form of voice.

One problem that communication, learning, and employee involvement have in minimizing resistance to change is that they:

Which of the following types of resistance to change is a strategy to "prove" that the decision is wrong?

Which of the following statements is true concerning Lewin's Force Field model in the context of changes in other cultures?

The emerging philosophy of positive organizational behavior directs the group's attention away from its own problems and focuses participants on the group's potential and positive elements.

The _______ principle states that organizations are open books, so we have choices in how they may be perceived, framed, and described.

The group of people with a commitment to a change is called a dominant coalition.

Unfreezing refers to:

Appreciative inquiry tries to break away from the approach to change advocated by action research.

What are parallel learning structures? What are they intended to accomplish?

Employee involvement is almost an essential part of the change process unless the:

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

Resistance detracts from employees' sense of procedural justice.

Transformational leaders act as agents of organizational change.

Diffusion of change is more likely to succeed if some people who have worked under the new system are moved to other areas of the organization.

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

Which organizational change approach is best known for its affirmation rather than problem-solving approach to change?

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

The _________ principle takes the position that conversations don't describe reality; they shape that reality.

Resistance is a form of voice.

One problem that communication, learning, and employee involvement have in minimizing resistance to change is that they:

Which of the following types of resistance to change is a strategy to "prove" that the decision is wrong?

Which of the following statements is true concerning Lewin's Force Field model in the context of changes in other cultures?

The emerging philosophy of positive organizational behavior directs the group's attention away from its own problems and focuses participants on the group's potential and positive elements.

The _______ principle states that organizations are open books, so we have choices in how they may be perceived, framed, and described.

The group of people with a commitment to a change is called a dominant coalition.

Unfreezing refers to:

Appreciative inquiry tries to break away from the approach to change advocated by action research.

What are parallel learning structures? What are they intended to accomplish?

Employee involvement is almost an essential part of the change process unless the:

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

Resistance detracts from employees' sense of procedural justice.

Transformational leaders act as agents of organizational change.

Diffusion of change is more likely to succeed if some people who have worked under the new system are moved to other areas of the organization.

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