Question 1

In some situations,resistance to change occurs when employees are worried about the consequences of change.

Accepted Answer

A) True 
 B)False

Question 2

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 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

Unfreezing refers to:

Accepted Answer

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

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

A minimalist communication strategy should always be used to facilitate organizational change.

Accepted Answer

A) True 
 B)False

Question 7

The chief executive of 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.This action by the regional executives is mainly an example of resistance due to:

Accepted Answer

A)  direct costs. 
B)  saving face. 
C)  fear of the unknown. 
D)  breaking routines. 
E)  incongruent organizational systems. 
A)  direct costs. 
B)  saving face. 
C)  fear of the unknown. 
D)  breaking routines. 
E)  incongruent organizational systems.

Question 8

Outline the organizational change process based on the action research approach.

Accepted Answer

The action research process begins by es

Question 9

Resistance to change potentially engages people to think about the change strategy and process.

Accepted Answer

A) True 
 B)False

Question 10

Future search events minimize resistance to change mainly as a form of employee involvement.

Accepted Answer

A) True 
 B)False

Question 11

To minimize resistance to change,change agents need to reduce the restraining forces rather than pushing harder on the driving forces.

Accepted Answer

A) True 
 B)False

Question 12

According to the force field analysis model,what is the best strategy to move the status quo to a desired state?

Accepted Answer

The best strategy is to reduce the restr

Question 13

Positive organizational behaviour is deeply grounded in:

Accepted Answer

A)  parallel learning structures. 
B)  action research. 
C)  force field analysis. 
D)  Positive organizational behaviour is deeply grounded in all of these practices. 
E)  Positive organizational behaviour is deeply grounded in none of these practices. 
A)  parallel learning structures. 
B)  action research. 
C)  force field analysis. 
D)  Positive organizational behaviour is deeply grounded in all of these practices. 
E)  Positive organizational behaviour is deeply grounded in none of these practices.

Question 14

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 15

In force field analysis,stability occurs when the driving forces and restraining forces are roughly of equal strength in opposite directions.

Accepted Answer

A) True 
 B)False

Question 16

Increasing the restraining forces and reducing the driving forces tends to:

Accepted Answer

A)  reduce the likelihood of change. 
B)  unfreeze the status quo. 
C)  create an urgency to change. 
D)  decrease environmental stability. 
E)  have none of these effects. 
A)  reduce the likelihood of change. 
B)  unfreeze the status quo. 
C)  create an urgency to change. 
D)  decrease environmental stability. 
E)  have none of these effects.

Question 17

Most change agents are external consultants rather than corporate executives.

Accepted Answer

A) True 
 B)False

Question 18

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 19

Change agents are:

Accepted Answer

A)  management consultants. 
B)  transformational leaders. 
C)  employees who are committed to change. 
D)  anyone who posses enough knowledge and power to guide and facilitate the change effort. 
E)  Anyone who is not opposed to change. 
A)  management consultants. 
B)  transformational leaders. 
C)  employees who are committed to change. 
D)  anyone who posses enough knowledge and power to guide and facilitate the change effort. 
E)  Anyone who is not opposed to change.

Question 20

Transformational leaders are effective change agents.

Accepted Answer

A) True 
 B)False

In some situations,resistance to change occurs when employees are worried about the consequences of change.

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

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

Unfreezing refers to:

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

A minimalist communication strategy should always be used to facilitate organizational change.

Outline the organizational change process based on the action research approach.

Resistance to change potentially engages people to think about the change strategy and process.

Future search events minimize resistance to change mainly as a form of employee involvement.

To minimize resistance to change,change agents need to reduce the restraining forces rather than pushing harder on the driving forces.

According to the force field analysis model,what is the best strategy to move the status quo to a desired state?

Positive organizational behaviour is deeply grounded in:

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

In force field analysis,stability occurs when the driving forces and restraining forces are roughly of equal strength in opposite directions.

Increasing the restraining forces and reducing the driving forces tends to:

Most change agents are external consultants rather than corporate executives.

In the organizational change process,a strategic vision:

Change agents are:

Transformational leaders are effective change agents.

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

In some situations,resistance to change occurs when employees are worried about the consequences of change.

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

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

Unfreezing refers to:

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

A minimalist communication strategy should always be used to facilitate organizational change.

Outline the organizational change process based on the action research approach.

Resistance to change potentially engages people to think about the change strategy and process.

Future search events minimize resistance to change mainly as a form of employee involvement.

To minimize resistance to change,change agents need to reduce the restraining forces rather than pushing harder on the driving forces.

According to the force field analysis model,what is the best strategy to move the status quo to a desired state?

Positive organizational behaviour is deeply grounded in:

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

In force field analysis,stability occurs when the driving forces and restraining forces are roughly of equal strength in opposite directions.

Increasing the restraining forces and reducing the driving forces tends to:

Most change agents are external consultants rather than corporate executives.

In the organizational change process,a strategic vision:

Change agents are:

Transformational leaders are effective change agents.

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