Question 1

If change agents adopted the view that resistance is a resource and harnessed its motivational force,they could strengthen commitment to change initiatives.

Accepted Answer

A) True 
 B)False  True

Question 2

When managing change,learning interventions should be used:

Accepted Answer

A) to break routines that cause resistance to change. 
B) when incongruent organizational systems reinforce past behaviors and cause resistance to new behaviors. 
C) when employees resist change due to direct costs. 
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 incongruent organizational systems reinforce past behaviors and cause resistance to new behaviors. 
C) when employees resist change due to direct costs. 
D) in all change management activities. 
E) only when all other strategies have failed. A

Question 3

Which of these statements about managing change is FALSE?

Accepted Answer

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

Question 4

Of what value are future search events in organizational change?

Accepted Answer

A) They are an effective form of coercion so that employees agree to abide by the change process. 
B) They mainly select the best person to serve as the change agent for the process. 
C) They build commitment to the change process by involving as many employees as possible. 
D) They interfere with the change process and therefore should be avoided whenever possible. 
E) They are mainly a forum whereby senior executives can tell employees about their future corporate plans. 
A) They are an effective form of coercion so that employees agree to abide by the change process. 
B) They mainly select the best person to serve as the change agent for the process. 
C) They build commitment to the change process by involving as many employees as possible. 
D) They interfere with the change process and therefore should be avoided whenever possible. 
E) They are mainly a forum whereby senior executives can tell employees about their future corporate plans.

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

Which of the following organizational change strategies should be applied only when time is limited and other options are unlikely to succeed?

Accepted Answer

A) Employee involvement 
B) Stress management 
C) Negotiation 
D) Coercion 
E) Communication 
A) Employee involvement 
B) Stress management 
C) Negotiation 
D) Coercion 
E) Communication

Question 7

Change experts recommend introducing quantum change when the organization wants to overhaul the system quickly and decisively.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following statements about organizational change interventions is FALSE?

Accepted Answer

A) Ethical issues are rarely a concern with organizational change interventions. 
B) Organizational change activities that work well in North America may not work as well in Asia. 
C) Organizational change techniques in North America view change as linear,punctuated by tension and conflict. 
D) Organizational change interventions that encourage open dialogue and conflict tend to work better in cultures with low power distance and low collectivism. 
E) Organizational change interventions that encourage open dialogue and conflict may threaten individual privacy rights. 
A) Ethical issues are rarely a concern with organizational change interventions. 
B) Organizational change activities that work well in North America may not work as well in Asia. 
C) Organizational change techniques in North America view change as linear,punctuated by tension and conflict. 
D) Organizational change interventions that encourage open dialogue and conflict tend to work better in cultures with low power distance and low collectivism. 
E) Organizational change interventions that encourage open dialogue and conflict may threaten individual privacy rights.

Question 9

Decreasing the driving forces and increasing the restraining forces:

Accepted Answer

A) are the main recommendations of appreciative inquiry. 
B) makes the change process easier to implement. 
C) represents the first step in the change process. 
D) give the change agent more power in the change process. 
E) are related to none of these statements. 
A) are the main recommendations of appreciative inquiry. 
B) makes the change process easier to implement. 
C) represents the first step in the change process. 
D) give the change agent more power in the change process. 
E) are related to none of these statements.

Question 10

Discovery,dreaming,and delivering are the first three stages of appreciative inquiry.

Accepted Answer

A) True 
 B)False

Question 11

Which change management practice encourages employee involvement?

Accepted Answer

A) Appreciative inquiry 
B) Action research 
C) Parallel learning structures 
D) All of these encourage employee involvement. 
E) Future search and action research encourage employee involvement,whereas parallel learning structures do not rely on employee involvement. 
A) Appreciative inquiry 
B) Action research 
C) Parallel learning structures 
D) All of these encourage employee involvement. 
E) Future search and action research encourage employee involvement,whereas parallel learning structures do not rely on employee involvement.

Question 12

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

Accepted Answer

A) True 
 B)False

Question 13

Organizational change is more successful if the change agent prevents its diffusion from one part of the organization to other parts.

Accepted Answer

A) True 
 B)False

Question 14

Employee resistance to change is a dysfunctional and irrational response to a desirable initiative which should be eliminated in modern organizations.

Accepted Answer

A) True 
 B)False

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

Action research is the process of determining whether the change process is ethical or not.

Accepted Answer

A) True 
 B)False

Question 17

One of the main problems with employee resistance is that:

Accepted Answer

A) it decreases environmental stability. 
B) it undermines the authority of management. 
C) it wastes valuable time and other precious organizational resources. 
D) change agents view it as an unreasonable,dysfunctional,and irrational response. 
E) All of the above apply. 
A) it decreases environmental stability. 
B) it undermines the authority of management. 
C) it wastes valuable time and other precious organizational resources. 
D) change agents view it as an unreasonable,dysfunctional,and irrational response. 
E) All of the above apply.

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

Which of the following organizational change activities is identified with "bringing the entire system into the room"?

Accepted Answer

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

If change agents adopted the view that resistance is a resource and harnessed its motivational force,they could strengthen commitment to change initiatives.

When managing change,learning interventions should be used:

Which of these statements about managing change is FALSE?

Of what value are future search events in organizational change?

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

Which of the following organizational change strategies should be applied only when time is limited and other options are unlikely to succeed?

Change experts recommend introducing quantum change when the organization wants to overhaul the system quickly and decisively.

Which of the following statements about organizational change interventions is FALSE?

Decreasing the driving forces and increasing the restraining forces:

Discovery,dreaming,and delivering are the first three stages of appreciative inquiry.

Which change management practice encourages employee involvement?

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

Organizational change is more successful if the change agent prevents its diffusion from one part of the organization to other parts.

Employee resistance to change is a dysfunctional and irrational response to a desirable initiative which should be eliminated in modern organizations.

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

Action research is the process of determining whether the change process is ethical or not.

One of the main problems with employee resistance is that:

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

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

Which of the following organizational change activities is identified with "bringing the entire system into the room"?

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

If change agents adopted the view that resistance is a resource and harnessed its motivational force,they could strengthen commitment to change initiatives.

When managing change,learning interventions should be used:

Which of these statements about managing change is FALSE?

Of what value are future search events in organizational change?

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

Which of the following organizational change strategies should be applied only when time is limited and other options are unlikely to succeed?

Change experts recommend introducing quantum change when the organization wants to overhaul the system quickly and decisively.

Which of the following statements about organizational change interventions is FALSE?

Decreasing the driving forces and increasing the restraining forces:

Discovery,dreaming,and delivering are the first three stages of appreciative inquiry.

Which change management practice encourages employee involvement?

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

Organizational change is more successful if the change agent prevents its diffusion from one part of the organization to other parts.

Employee resistance to change is a dysfunctional and irrational response to a desirable initiative which should be eliminated in modern organizations.

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

Action research is the process of determining whether the change process is ethical or not.

One of the main problems with employee resistance is that:

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

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

Which of the following organizational change activities is identified with "bringing the entire system into the room"?

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