Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

One of the main problems with employee resistance is that:

Accepted Answer

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

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

A parallel learning structure:

Accepted Answer

A)  is a feature of all organizational change interventions. 
B)  includes highly participative teams constructed alongside the formal organizational hierarchy. 
C)  exists in organizations where employees work in two or more buildings. 
D)  is mostly comprised of senior management and some professional staff members. 
E)  All of these statements describe a parallel learning structure. 
A)  is a feature of all organizational change interventions. 
B)  includes highly participative teams constructed alongside the formal organizational hierarchy. 
C)  exists in organizations where employees work in two or more buildings. 
D)  is mostly comprised of senior management and some professional staff members. 
E)  All of these statements describe a parallel learning structure.

Question 6

In organizational change,employee involvement should be used:

Accepted Answer

A)  when other strategies are ineffective and the company needs to change quickly. 
B)  when employees need to break old routines and learn new role patterns. 
C)  every time the organization needs to change. 
D)  when employees will clearly lose something of value and the company must change quickly. 
E)  when the company needs more employee commitment to the change and has sufficient time. 
A)  when other strategies are ineffective and the company needs to change quickly. 
B)  when employees need to break old routines and learn new role patterns. 
C)  every time the organization needs to change. 
D)  when employees will clearly lose something of value and the company must change quickly. 
E)  when the company needs more employee commitment to the change and has sufficient time.

Question 7

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 8

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 9

Suppose that you are an external organizational change consultant who has just received an invitation to work with a medium-sized retail firm.Describe the issues that you need to consider regarding the client-consultant relationship.

Accepted Answer

This is somewhat difficult for students

Question 10

What change management strategy should be a priority when employees need to break old routines and adopt new role patterns?

Accepted Answer

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

Question 11

Action research is __________ activity.

Accepted Answer

A)  a coercive 
B)  a problem-focused. 
C)  an autocratic 
D)  a parallel organization 
E)  a consultant-free 
A)  a coercive 
B)  a problem-focused. 
C)  an autocratic 
D)  a parallel organization 
E)  a consultant-free

Question 12

Action research takes the view that organizational change is all about bringing about real change,not testing theory.

Accepted Answer

A) True 
 B)False

Question 13

A parallel learning structure is an organizational change intervention in which a social structure is constructed alongside the formal hierarchy to increase the organization's learning.

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

The force field analysis model states that stability is achieved only when the driving forces for change subside and are replaced by restraining forces acting in the same direction.

Accepted Answer

A) True 
 B)False

Question 16

The preferred strategy for unfreezing the current situation is to increase the restraining forces and reduce or remove the driving forces.

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

A)  make the change process more difficult to implement. 
B)  remove any resistance to change. 
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)  make the change process more difficult to implement. 
B)  remove any resistance to change. 
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 18

The four stages of appreciative inquiry,in order,are:

Accepted Answer

A)  problem identification, envisioning, choosing the best solution, appreciating. 
B)  dialoguing, innovating, creating, appreciating. 
C)  problem identification, causal analysis, recommended solutions, choosing the best solution. 
D)  discovery, dreaming, designing, delivering. 
E)  None of these states the four stages in order. 
A)  problem identification, envisioning, choosing the best solution, appreciating. 
B)  dialoguing, innovating, creating, appreciating. 
C)  problem identification, causal analysis, recommended solutions, choosing the best solution. 
D)  discovery, dreaming, designing, delivering. 
E)  None of these states the four stages in order.

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

The best way to manage resistance to change among those who will clearly lose out from the change is to introduce coercion practices.

Accepted Answer

A) True 
 B)False

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

One of the main problems with employee resistance is that:

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

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

A parallel learning structure:

In organizational change,employee involvement should be used:

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

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

Suppose that you are an external organizational change consultant who has just received an invitation to work with a medium-sized retail firm.Describe the issues that you need to consider regarding the client-consultant relationship.

What change management strategy should be a priority when employees need to break old routines and adopt new role patterns?

Action research is __________ activity.

Action research takes the view that organizational change is all about bringing about real change,not testing theory.

A parallel learning structure is an organizational change intervention in which a social structure is constructed alongside the formal hierarchy to increase the organization's learning.

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

The force field analysis model states that stability is achieved only when the driving forces for change subside and are replaced by restraining forces acting in the same direction.

The preferred strategy for unfreezing the current situation is to increase the restraining forces and reduce or remove the driving forces.

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

The four stages of appreciative inquiry,in order,are:

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

The best way to manage resistance to change among those who will clearly lose out from the change is to introduce coercion practices.

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 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

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

One of the main problems with employee resistance is that:

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

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

A parallel learning structure:

In organizational change,employee involvement should be used:

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

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

Suppose that you are an external organizational change consultant who has just received an invitation to work with a medium-sized retail firm.Describe the issues that you need to consider regarding the client-consultant relationship.

What change management strategy should be a priority when employees need to break old routines and adopt new role patterns?

Action research is __________ activity.

Action research takes the view that organizational change is all about bringing about real change,not testing theory.

A parallel learning structure is an organizational change intervention in which a social structure is constructed alongside the formal hierarchy to increase the organization's learning.

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

The force field analysis model states that stability is achieved only when the driving forces for change subside and are replaced by restraining forces acting in the same direction.

The preferred strategy for unfreezing the current situation is to increase the restraining forces and reduce or remove the driving forces.

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

The four stages of appreciative inquiry,in order,are:

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

The best way to manage resistance to change among those who will clearly lose out from the change is to introduce coercion practices.

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 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