Question 1

The contemporary view of managing resistance to change by establishing a feeling of ownership among employees is:

Accepted Answer

A)  delegation. 
B)  empathy. 
C)  communication. 
D)  participation. 
A)  delegation. 
B)  empathy. 
C)  communication. 
D)  participation.

Question 2

Match the following:
-Team building

Accepted Answer

A) Solicitation of employee attitudes through questionnaires 
B) Goal setting and performance planning between employee and supervisor 
C) An organization development method to improve individual and organizational tasks 
D) An intervention designed to improve the effectiveness of a work group 
E) An attempt to culturally embed quality throughout the organization 
A) Solicitation of employee attitudes through questionnaires 
B) Goal setting and performance planning between employee and supervisor 
C) An organization development method to improve individual and organizational tasks 
D) An intervention designed to improve the effectiveness of a work group 
E) An attempt to culturally embed quality throughout the organization

Question 3

Outside change agents may be preferred by employees because they are viewed as:

Accepted Answer

A)  being different from them. 
B)  having the support of top management. 
C)  impartial and not prone to favoritism. 
D)  indifferent to past mistakes due to limited knowledge of an organization's history. 
A)  being different from them. 
B)  having the support of top management. 
C)  impartial and not prone to favoritism. 
D)  indifferent to past mistakes due to limited knowledge of an organization's history.

Question 4

Match the following:
-Fear of failure

Accepted Answer

A) A reason for change resistance when there is ambiguity introduced into a once comfortable situation 
B) Employees questioning their competence to deal with changes 
C) Maintenance of status quo 
D) A method for identifying and studying opposing personal and organizational forces 
E) The final step in Lewin's change process model 
A) A reason for change resistance when there is ambiguity introduced into a once comfortable situation 
B) Employees questioning their competence to deal with changes 
C) Maintenance of status quo 
D) A method for identifying and studying opposing personal and organizational forces 
E) The final step in Lewin's change process model

Question 5

Identify the external and internal forces for organizational change.

Accepted Answer

The four major managerial challenges for

Question 6

All of the following are group-focused development techniques except:

Accepted Answer

A)  role negotiation. 
B)  management by objectives. 
C)  team building. 
D)  survey feedback. 
A)  role negotiation. 
B)  management by objectives. 
C)  team building. 
D)  survey feedback.

Question 7

Match the following:
-Refreezing

Accepted Answer

A) A reason for change resistance when there is ambiguity introduced into a once comfortable situation 
B) Employees questioning their competence to deal with changes 
C) Maintenance of status quo 
D) A method for identifying and studying opposing personal and organizational forces 
E) The final step in Lewin's change process model 
A) A reason for change resistance when there is ambiguity introduced into a once comfortable situation 
B) Employees questioning their competence to deal with changes 
C) Maintenance of status quo 
D) A method for identifying and studying opposing personal and organizational forces 
E) The final step in Lewin's change process model

Question 8

A person who acts as the initiator and assumes responsibility for transitioning individuals, teams, and organizations to a desired future state is called a(n):

Accepted Answer

A)  consultant. 
B)  change agent. 
C)  arbitrator. 
D)  liaison official. 
A)  consultant. 
B)  change agent. 
C)  arbitrator. 
D)  liaison official.

Question 9

Continuous improvement focused on innovation and respect for people is the primary objective of:

Accepted Answer

A)  quality programs. 
B)  role negotiation. 
C)  career planning. 
D)  management by objectives. 
A)  quality programs. 
B)  role negotiation. 
C)  career planning. 
D)  management by objectives.

Question 10

The protest of a work group to a change in compensation methods is an internal force for change.

Accepted Answer

A) True 
 B)False

Question 11

Value consistency is critical to making a change stick.

Accepted Answer

A) True 
 B)False

Question 12

All of the following are key questions to ask as part of the diagnostic process for change except:

Accepted Answer

A)  What are the forces preserving the status quo? 
B)  What are the goals to be accomplished by the change? 
C)  What are the most likely sources of resistance to change? 
D)  What are the most effective lead variables for change? 
A)  What are the forces preserving the status quo? 
B)  What are the goals to be accomplished by the change? 
C)  What are the most likely sources of resistance to change? 
D)  What are the most effective lead variables for change?

Question 13

Distinguish between incremental, strategic, and transformational changes and provide an example of each.

Accepted Answer

Incremental changes are small but positi

Question 14

Which of the following types of changes is made when an organization moves to a radically different, and sometimes unknown, future state?

Accepted Answer

A)  Strategic 
B)  Regulatory 
C)  Transformational 
D)  Incremental 
A)  Strategic 
B)  Regulatory 
C)  Transformational 
D)  Incremental

Question 15

The outcome of is a better understanding between two parties in a work-relationship.

Accepted Answer

A)  process consultation 
B)  executive coaching 
C)  quality programs 
D)  role negotiation 
A)  process consultation 
B)  executive coaching 
C)  quality programs 
D)  role negotiation

Question 16

Role negotiation can be used as a critical step in implementing a management by objectives programs.

Accepted Answer

A) True 
 B)False

Question 17

An internally initiated change can frequently stall or even be rendered unsuccessful because of:

Accepted Answer

A)  organizational politics. 
B)  congruent values. 
C)  competitors' response. 
D)  uncertainty reductions. 
A)  organizational politics. 
B)  congruent values. 
C)  competitors' response. 
D)  uncertainty reductions.

Question 18

People often resist change for rational reasons.

Accepted Answer

A) True 
 B)False

Question 19

Match the following:
-Needs analysis

Accepted Answer

A) An initial step in any organization development intervention 
B) A change effort 
C) Data-gathering method 
D) A study of skills and competencies that employees must have 
E) A systematic approach to improving a firm that applies behavioral science knowledge 
A) An initial step in any organization development intervention 
B) A change effort 
C) Data-gathering method 
D) A study of skills and competencies that employees must have 
E) A systematic approach to improving a firm that applies behavioral science knowledge

Question 20

Match the following:
-Transformational change

Accepted Answer

A) An external force for change 
B) Organizational restructuring 
C) Employee skill deficiencies 
D) Someone who facilitates significant change in an organization 
E) Organization's movement to a radically different future state 
A) An external force for change 
B) Organizational restructuring 
C) Employee skill deficiencies 
D) Someone who facilitates significant change in an organization 
E) Organization's movement to a radically different future state

The contemporary view of managing resistance to change by establishing a feeling of ownership among employees is:

Match the following: -Team building

Outside change agents may be preferred by employees because they are viewed as:

Match the following: -Fear of failure

Identify the external and internal forces for organizational change.

All of the following are group-focused development techniques except:

Match the following: -Refreezing

A person who acts as the initiator and assumes responsibility for transitioning individuals, teams, and organizations to a desired future state is called a(n):

Continuous improvement focused on innovation and respect for people is the primary objective of:

The protest of a work group to a change in compensation methods is an internal force for change.

Value consistency is critical to making a change stick.

All of the following are key questions to ask as part of the diagnostic process for change except:

Distinguish between incremental, strategic, and transformational changes and provide an example of each.

Which of the following types of changes is made when an organization moves to a radically different, and sometimes unknown, future state?

The outcome of is a better understanding between two parties in a work-relationship.

Role negotiation can be used as a critical step in implementing a management by objectives programs.

An internally initiated change can frequently stall or even be rendered unsuccessful because of:

People often resist change for rational reasons.

Match the following: -Needs analysis

Match the following: -Transformational change

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Career Management

Filters

Exam 18: Managing Change

The contemporary view of managing resistance to change by establishing a feeling of ownership among employees is:

Match the following: -Team building

Outside change agents may be preferred by employees because they are viewed as:

Match the following: -Fear of failure

Identify the external and internal forces for organizational change.

All of the following are group-focused development techniques except:

Match the following: -Refreezing

A person who acts as the initiator and assumes responsibility for transitioning individuals, teams, and organizations to a desired future state is called a(n):

Continuous improvement focused on innovation and respect for people is the primary objective of:

The protest of a work group to a change in compensation methods is an internal force for change.

Value consistency is critical to making a change stick.

All of the following are key questions to ask as part of the diagnostic process for change except:

Distinguish between incremental, strategic, and transformational changes and provide an example of each.

Which of the following types of changes is made when an organization moves to a radically different, and sometimes unknown, future state?

The outcome of is a better understanding between two parties in a work-relationship.

Role negotiation can be used as a critical step in implementing a management by objectives programs.

An internally initiated change can frequently stall or even be rendered unsuccessful because of:

People often resist change for rational reasons.

Match the following: -Needs analysis

Match the following: -Transformational change

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Career Management

Filters