Question 1

Diffusion of change is more likely to occur when employees are confused about their roles.

Accepted Answer

A) True 
 B)False  False

Question 2

Which of the following is a problem identified in your text regarding the use of social networks to support the organizational change process?

Accepted Answer

A) It is not a respected process in management. 
B) It is not a process that ensures employee privacy. 
C) It is usually ineffective. 
D) It is not easily controlleD. 
E) All of the choices are correct. 
A) It is not a respected process in management. 
B) It is not a process that ensures employee privacy. 
C) It is usually ineffective. 
D) It is not easily controlleD. 
E) All of the choices are correct. D

Question 3

One reason why employees resist change is that they dislike predictable role patterns.

Accepted Answer

A) True 
 B)False  False

Question 4

By creating a sense of urgency for change,change agents are motivating employees to change towards the new conditions.

Accepted Answer

A) True 
 B)False

Question 5

An important feature of parallel learning structures is that they are social structures developed alongside the formal hierarchy with the purpose of increasing the organization's learning.

Accepted Answer

A) True 
 B)False

Question 6

The simultaneity principle in appreciative inquiry states that inquiry and change are simultaneous.

Accepted Answer

A) True 
 B)False

Question 7

Employee resistance to change most often takes the form of overt work behaviours.

Accepted Answer

A) True 
 B)False

Question 8

In some situations,resistance to change occurs when employees are worried that it will make them worse off.

Accepted Answer

A) True 
 B)False

Question 9

Future search conferences are large group sessions,usually lasting a few days,in which participants identify the environmental trends and establish strategic solutions for those conditions.

Accepted Answer

A) True 
 B)False

Question 10

In Lewin's force field analysis model,refreezing involves producing disequilibrium between the current and unfrozen state.

Accepted Answer

A) True 
 B)False

Question 11

Organizational systems such as,rewards,patterns of authority,career paths,and selection criteria are not reasons why employees resist change,because the choice to resist is internal rather than externally-based.

Accepted Answer

A) True 
 B)False

Question 12

According to your text,a __________ appears to be the most important factor in the success of public sector organizational change programs.

Accepted Answer

A) management consultant 
B) transactional leader 
C) guiding coalition 
D) pilot project 
E) sufficient amount of economic resources 
A) management consultant 
B) transactional leader 
C) guiding coalition 
D) pilot project 
E) sufficient amount of economic resources

Question 13

Which of the following statements about the force field model is TRUE?

Accepted Answer

A) It is equally applicable in any cultural setting. 
B) It views change as linear. 
C) It views change as continuous and cyclical by nature. 
D) The model has no inherent cultural dimensions. 
E) It is equally applicable in any cultural setting and the model has no inherent cultural dimensions. 
A) It is equally applicable in any cultural setting. 
B) It views change as linear. 
C) It views change as continuous and cyclical by nature. 
D) The model has no inherent cultural dimensions. 
E) It is equally applicable in any cultural setting and the model has no inherent cultural dimensions.

Question 14

The fourth principle of appreciative inquiry is called the poetic principle.

Accepted Answer

A) True 
 B)False

Question 15

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

Accepted Answer

Appreciative inquiry reframes relationsh

Question 16

In the organizational change process,a strategic vision:

Accepted Answer

A) tends to confuse employees and increase resistance to change. 
B) should be applied only when all other change management approaches have failed. 
C) minimizes fear of the unknown and clarifies which behaviours are required. 
D) represents the second stage of action research. 
E) Strategic vision is not relevant to the change process. 
A) tends to confuse employees and increase resistance to change. 
B) should be applied only when all other change management approaches have failed. 
C) minimizes fear of the unknown and clarifies which behaviours are required. 
D) represents the second stage of action research. 
E) Strategic vision is not relevant to the change process.

Question 17

The concepts of unfreezing and refreezing the system are mainly represented in:

Accepted Answer

A) Lewis's reaction research model. 
B) Lewin's force field model. 
C) appreciative inquiry. 
D) customer-driven change. 
E) the diffusion of change process. 
A) Lewis's reaction research model. 
B) Lewin's force field model. 
C) appreciative inquiry. 
D) customer-driven change. 
E) the diffusion of change process.

Question 18

Coercion should never be used to manage change in organizations.

Accepted Answer

A) True 
 B)False

Question 19

A parallel learning structure approach:

Accepted Answer

A) mostly comprises senior management and some professional staff members. 
B) is a feature of all organizational change interventions. 
C) is a highly participative arrangement composed of people from most levels of the organization who follow the action research model. 
D) includes only specialized team members. 
E) is notoriously laborious and time consuming. 
A) mostly comprises senior management and some professional staff members. 
B) is a feature of all organizational change interventions. 
C) is a highly participative arrangement composed of people from most levels of the organization who follow the action research model. 
D) includes only specialized team members. 
E) is notoriously laborious and time consuming.

Question 20

Which of the following reasons for resistance to change is often a deliberate strategy to "prove" that the ideas were not superior to their own?

Accepted Answer

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

Diffusion of change is more likely to occur when employees are confused about their roles.

Which of the following is a problem identified in your text regarding the use of social networks to support the organizational change process?

One reason why employees resist change is that they dislike predictable role patterns.

By creating a sense of urgency for change,change agents are motivating employees to change towards the new conditions.

An important feature of parallel learning structures is that they are social structures developed alongside the formal hierarchy with the purpose of increasing the organization's learning.

The simultaneity principle in appreciative inquiry states that inquiry and change are simultaneous.

Employee resistance to change most often takes the form of overt work behaviours.

In some situations,resistance to change occurs when employees are worried that it will make them worse off.

Future search conferences are large group sessions,usually lasting a few days,in which participants identify the environmental trends and establish strategic solutions for those conditions.

In Lewin's force field analysis model,refreezing involves producing disequilibrium between the current and unfrozen state.

Organizational systems such as,rewards,patterns of authority,career paths,and selection criteria are not reasons why employees resist change,because the choice to resist is internal rather than externally-based.

According to your text,a __________ appears to be the most important factor in the success of public sector organizational change programs.

Which of the following statements about the force field model is TRUE?

The fourth principle of appreciative inquiry is called the poetic principle.

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

In the organizational change process,a strategic vision:

The concepts of unfreezing and refreezing the system are mainly represented in:

Coercion should never be used to manage change in organizations.

A parallel learning structure approach:

Which of the following reasons for resistance to change is often a deliberate strategy to "prove" that the ideas were not superior to their own?

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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 Organizations Revised

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace Revised

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Filters

Exam 15: Organizational Change

Diffusion of change is more likely to occur when employees are confused about their roles.

Which of the following is a problem identified in your text regarding the use of social networks to support the organizational change process?

One reason why employees resist change is that they dislike predictable role patterns.

By creating a sense of urgency for change,change agents are motivating employees to change towards the new conditions.

An important feature of parallel learning structures is that they are social structures developed alongside the formal hierarchy with the purpose of increasing the organization's learning.

The simultaneity principle in appreciative inquiry states that inquiry and change are simultaneous.

Employee resistance to change most often takes the form of overt work behaviours.

In some situations,resistance to change occurs when employees are worried that it will make them worse off.

Future search conferences are large group sessions,usually lasting a few days,in which participants identify the environmental trends and establish strategic solutions for those conditions.

In Lewin's force field analysis model,refreezing involves producing disequilibrium between the current and unfrozen state.

Organizational systems such as,rewards,patterns of authority,career paths,and selection criteria are not reasons why employees resist change,because the choice to resist is internal rather than externally-based.

According to your text,a __________ appears to be the most important factor in the success of public sector organizational change programs.

Which of the following statements about the force field model is TRUE?

The fourth principle of appreciative inquiry is called the poetic principle.

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

In the organizational change process,a strategic vision:

The concepts of unfreezing and refreezing the system are mainly represented in:

Coercion should never be used to manage change in organizations.

A parallel learning structure approach:

Which of the following reasons for resistance to change is often a deliberate strategy to "prove" that the ideas were not superior to their own?

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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 Organizations Revised

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace Revised

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Filters