Question 1

Strategic changes in organizations can fail for all of the following reasons except ________.

Accepted Answer

A)  Employees don't have the skills or ability to perform after the change 
B)  Employees try to change on their own 
C)  Employees may not believe in the change or where the company is headed 
D)  Employees can't tolerate the uncertainty and stress when anticipating and during a change 
A)  Employees don't have the skills or ability to perform after the change 
B)  Employees try to change on their own 
C)  Employees may not believe in the change or where the company is headed 
D)  Employees can't tolerate the uncertainty and stress when anticipating and during a change

Question 2

Which of the following is not a way to reduce stress for your subordinates?

Accepted Answer

A)  Convert hindrance stress to challenge stress 
B)  Provide positive feedback consistently instead of just for outcomes 
C)  Get to know them on a personal level 
D)  Recognize when they are stressed or struggling and help with that issue, such as extending a deadline 
A)  Convert hindrance stress to challenge stress 
B)  Provide positive feedback consistently instead of just for outcomes 
C)  Get to know them on a personal level 
D)  Recognize when they are stressed or struggling and help with that issue, such as extending a deadline

Question 3

When implementing Lewin's three-step model, when do you tell employees the purpose and goal of the change?

Accepted Answer

A)  Step 1 
B)  Step 2 
C)  Step 3 
D)  Step 4 
A)  Step 1 
B)  Step 2 
C)  Step 3 
D)  Step 4

Question 4

You have probably used a process similar to the force field model in your personal life. How might you have done this?

Accepted Answer

A)  To change your beliefs or culture to fit in with a group 
B)  When you make a list of pros and cons to help you decide 
C)  Every time you decide on a certain course of action 
D)  When you are making complex decisions 
A)  To change your beliefs or culture to fit in with a group 
B)  When you make a list of pros and cons to help you decide 
C)  Every time you decide on a certain course of action 
D)  When you are making complex decisions

Question 5

What is disrupted in disruptive innovation?

Accepted Answer

A)  The status quo 
B)  The innovative process 
C)  Consumer acceptance 
D)  Introduction to consumers 
A)  The status quo 
B)  The innovative process 
C)  Consumer acceptance 
D)  Introduction to consumers

Question 6

Kotter's first step is "sense of urgency." What happens in this step?

Accepted Answer

A)  Management communicates the rapid change needed and what is driving it 
B)  Tell employees why the change is necessary so they embrace the change and begin reaping said benefits 
C)  You should establish this sense of excitement and rush so that you can proceed through the stage changes quickly 
D)  Managers or decision makers need to quickly decide what the plan is so they can communicate it to their employees 
A)  Management communicates the rapid change needed and what is driving it 
B)  Tell employees why the change is necessary so they embrace the change and begin reaping said benefits 
C)  You should establish this sense of excitement and rush so that you can proceed through the stage changes quickly 
D)  Managers or decision makers need to quickly decide what the plan is so they can communicate it to their employees

Question 7

What is the difference between Lewin's models and Kotter's model?

Accepted Answer

A)  Kotter looked at strategic change and Lewin looked at change in general 
B)  Lewin focused on psychological and cultural aspects of change and Kotter focused on applying managed change in organizations 
C)  Lewin proposed models that are easy for untrained managers to follow unlike Kotter's more complex model 
D)  Kotter's model results in strategy but Lewin's models don't 
A)  Kotter looked at strategic change and Lewin looked at change in general 
B)  Lewin focused on psychological and cultural aspects of change and Kotter focused on applying managed change in organizations 
C)  Lewin proposed models that are easy for untrained managers to follow unlike Kotter's more complex model 
D)  Kotter's model results in strategy but Lewin's models don't

Strategic changes in organizations can fail for all of the following reasons except ________.

Which of the following is not a way to reduce stress for your subordinates?

When implementing Lewin's three-step model, when do you tell employees the purpose and goal of the change?

You have probably used a process similar to the force field model in your personal life. How might you have done this?

What is disrupted in disruptive innovation?

Kotter's first step is "sense of urgency." What happens in this step?

What is the difference between Lewin's models and Kotter's model?

Introduction to Organizational Behavior

Individual Characteristics

Learning

Perception

Leadership

Motivation

Persuasion, Influence, and Impression Management

Decision Making

Groups and Teams

Conflict and Negotiation

Diversity and Communication

Culture

Corporate Social Responsibility, Ethics, and Sustainability

Filters

Exam 13: Change, Innovation, and Stress

Strategic changes in organizations can fail for all of the following reasons except ________.

Which of the following is not a way to reduce stress for your subordinates?

When implementing Lewin's three-step model, when do you tell employees the purpose and goal of the change?

You have probably used a process similar to the force field model in your personal life. How might you have done this?

What is disrupted in disruptive innovation?

Kotter's first step is "sense of urgency." What happens in this step?

What is the difference between Lewin's models and Kotter's model?

Introduction to Organizational Behavior

Individual Characteristics

Learning

Perception

Leadership

Motivation

Persuasion, Influence, and Impression Management

Decision Making

Groups and Teams

Conflict and Negotiation

Diversity and Communication

Culture

Corporate Social Responsibility, Ethics, and Sustainability

Filters