Question 1

A leader's strategic vision minimizes employee fear of the unknown.

Accepted Answer

A) True 
 B)False

Question 2

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 3

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

Question 4

Appreciative inquiry begins by:

Accepted Answer

A) determining the cause of the problem. 
B) determining whether there is a problem that needs to be fixed. 
C) involving employees in the process of refreezing. 
D) identifying the positive elements of an organization or work unit that is performing well. 
E) creating a common image among participants of what should be in their own organization. 
A) determining the cause of the problem. 
B) determining whether there is a problem that needs to be fixed. 
C) involving employees in the process of refreezing. 
D) identifying the positive elements of an organization or work unit that is performing well. 
E) creating a common image among participants of what should be in their own organization.

Question 5

One drawback with increased communication during the change process is that it also increases the level and sources of resistance.

Accepted Answer

A) True 
 B)False

Question 6

Customer feedback provides a human element that energizes employees to change their current behaviour patterns.

Accepted Answer

A) True 
 B)False

Question 7

ABC Corp.selected employees from across the organization to find new ways to serve customers.The team operated independently of the main organization and experimented with new service delivery approaches.This team is most similar to:

Accepted Answer

A) the action research approach to organizational change. 
B) a parallel learning structure. 
C) the appreciative inquiry approach to organizational change. 
D) the process of diffusing organizational change. 
E) the process of creating an urgency to changE. 
A) the action research approach to organizational change. 
B) a parallel learning structure. 
C) the appreciative inquiry approach to organizational change. 
D) the process of diffusing organizational change. 
E) the process of creating an urgency to changE.

Question 8

Appreciative inquiry typically examines unsuccessful events,organizations,and work units,to determine what pitfalls to avoid.

Accepted Answer

A) True 
 B)False

Question 9

An ethical problem with many organizational change programs is that management tends to lose power in the process.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is NOT a feature of action research?

Accepted Answer

A) The goal is to bring about change. 
B) The change process tests theory. 
C) The change process should involve employees. 
D) The change process is most successful when people reveal their inner secrets. 
E) The approach recognizes that organizations are open systems. 
A) The goal is to bring about change. 
B) The change process tests theory. 
C) The change process should involve employees. 
D) The change process is most successful when people reveal their inner secrets. 
E) The approach recognizes that organizations are open systems.

Question 11

Large group interventions tend to be less participative because too many people are involved.

Accepted Answer

A) True 
 B)False

Question 12

The diffusion of change using a pilot project is more likely to succeed when:

Accepted Answer

A) the pilot study was successful. 
B) employees have the ability -required skills and knowledge to adopt the practices introduced in the pilot project. 
C) employees are provided with adequate resources and time to adopt the practices demonstrated in the pilot project. 
D) all of these exist. 
E) none of these exist. 
A) the pilot study was successful. 
B) employees have the ability -required skills and knowledge to adopt the practices introduced in the pilot project. 
C) employees are provided with adequate resources and time to adopt the practices demonstrated in the pilot project. 
D) all of these exist. 
E) none of these exist.

Question 13

Discovery,dreaming,designing,and delivering are the four stages of:

Accepted Answer

A) parallel learning structures. 
B) force field analysis. 
C) action research. 
D) future search events. 
E) None of these activities comprise the four stages. 
A) parallel learning structures. 
B) force field analysis. 
C) action research. 
D) future search events. 
E) None of these activities comprise the four stages.

Question 14

Action research is:

Accepted Answer

A) the theoretical foundation for appreciative inquiry. 
B) a form of team building. 
C) a highly participative process of planned change. 
D) a social structure created alongside the formal organization for the purpose of refreezing the desired conditions. 
E) None of these describes action research. 
A) the theoretical foundation for appreciative inquiry. 
B) a form of team building. 
C) a highly participative process of planned change. 
D) a social structure created alongside the formal organization for the purpose of refreezing the desired conditions. 
E) None of these describes action research.

Question 15

Negative valence of change,fear of the unknown,and incongruent organizational systems are all sources of resistance to change.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is NOT an effective strategy to unfreeze the status quo?

Accepted Answer

A) Educating employees about the change effort. 
B) Strengthening existing team norms and organizational systems. 
C) Encouraging employees to participate in the change process. 
D) Providing formal stress management programs to help employees cope with change. 
E) Negotiating alternative benefits for employees who will clearly lose out by the changE. 
A) Educating employees about the change effort. 
B) Strengthening existing team norms and organizational systems. 
C) Encouraging employees to participate in the change process. 
D) Providing formal stress management programs to help employees cope with change. 
E) Negotiating alternative benefits for employees who will clearly lose out by the changE.

Question 17

In organizational change,future search conferences mainly:

Accepted Answer

A) coerce employees to accept the change. 
B) involve employees and build commitment to the change process. 
C) give executives the opportunity to negotiate with employees to accept the changes. 
D) train employees in the skills required for the change process. 
E) refreeze the desired conditions. 
A) coerce employees to accept the change. 
B) involve employees and build commitment to the change process. 
C) give executives the opportunity to negotiate with employees to accept the changes. 
D) train employees in the skills required for the change process. 
E) refreeze the desired conditions.

Question 18

Increasing the restraining forces and reducing or removing the driving forces would:

Accepted Answer

A) remove any resistance to change. 
B) make the change process more difficult to implement. 
C) have no effect on the change process. 
D) give the change agent more power in the change process. 
E) make the change process easier to implement. 
A) remove any resistance to change. 
B) make the change process more difficult to implement. 
C) have no effect on the change process. 
D) give the change agent more power in the change process. 
E) make the change process easier to implement.

Question 19

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Accepted Answer

A) True 
 B)False

Question 20

Learning reduces resistance to change mainly by helping employees develop stronger self-efficacy.

Accepted Answer

A) True 
 B)False

A leader's strategic vision minimizes employee fear of the unknown.

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

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

Appreciative inquiry begins by:

One drawback with increased communication during the change process is that it also increases the level and sources of resistance.

Customer feedback provides a human element that energizes employees to change their current behaviour patterns.

ABC Corp.selected employees from across the organization to find new ways to serve customers.The team operated independently of the main organization and experimented with new service delivery approaches.This team is most similar to:

Appreciative inquiry typically examines unsuccessful events,organizations,and work units,to determine what pitfalls to avoid.

An ethical problem with many organizational change programs is that management tends to lose power in the process.

Which of the following is NOT a feature of action research?

Large group interventions tend to be less participative because too many people are involved.

The diffusion of change using a pilot project is more likely to succeed when:

Discovery,dreaming,designing,and delivering are the four stages of:

Action research is:

Negative valence of change,fear of the unknown,and incongruent organizational systems are all sources of resistance to change.

Which of the following is NOT an effective strategy to unfreeze the status quo?

In organizational change,future search conferences mainly:

Increasing the restraining forces and reducing or removing the driving forces would:

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Learning reduces resistance to change mainly by helping employees develop stronger self-efficacy.

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

A leader's strategic vision minimizes employee fear of the unknown.

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

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

Appreciative inquiry begins by:

One drawback with increased communication during the change process is that it also increases the level and sources of resistance.

Customer feedback provides a human element that energizes employees to change their current behaviour patterns.

ABC Corp.selected employees from across the organization to find new ways to serve customers.The team operated independently of the main organization and experimented with new service delivery approaches.This team is most similar to:

Appreciative inquiry typically examines unsuccessful events,organizations,and work units,to determine what pitfalls to avoid.

An ethical problem with many organizational change programs is that management tends to lose power in the process.

Which of the following is NOT a feature of action research?

Large group interventions tend to be less participative because too many people are involved.

The diffusion of change using a pilot project is more likely to succeed when:

Discovery,dreaming,designing,and delivering are the four stages of:

Action research is:

Negative valence of change,fear of the unknown,and incongruent organizational systems are all sources of resistance to change.

Which of the following is NOT an effective strategy to unfreeze the status quo?

In organizational change,future search conferences mainly:

Increasing the restraining forces and reducing or removing the driving forces would:

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Learning reduces resistance to change mainly by helping employees develop stronger self-efficacy.

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