Question 1

In transformational change, the organization's mission, culture, goals, structure, and leadership may all change
dramatically.

Accepted Answer

A) True 
 B)False

Question 2

Briefly explain Lewin's change model.

Accepted Answer

Lewin's change model uses force­field an

Question 3

Match the following:
-Organizational development

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 4

Match the following:
-Management by objectives

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 5

Which of the following is NOT an individually targeted organization development technique?

Accepted Answer

A)  Quality programs 
B)  Job redesign 
C)  Career planning 
D)  Stress management programs 
A)  Quality programs 
B)  Job redesign 
C)  Career planning 
D)  Stress management programs

Question 6

The contemporary view of change holds that resistance is simply a form of feedback and that feedback can be used productively to manage the change process.

Accepted Answer

A) True 
 B)False

Question 7

When an organization fine-tunes its operations, it is going through a(n):

Accepted Answer

A)  incremental change. 
B)  strategic change. 
C)  transformational change. 
D)  transactional change. 
A)  incremental change. 
B)  strategic change. 
C)  transformational change. 
D)  transactional change.

Question 8

Match the following:
-Strategic 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

Question 9

When the organization makes a large-scale change, such as organizational restructuring, the change would be considered:

Accepted Answer

A)  strategic. 
B)  technological. 
C)  transformational. 
D)  radical. 
A)  strategic. 
B)  technological. 
C)  transformational. 
D)  radical.

Question 10

An employee's resistance to change that introduces ambiguity into what was once a comfortable situation is the result of:

Accepted Answer

A)  fear of failure. 
B)  fear of conflict. 
C)  fear of loss. 
D)  fear of the unknown. 
A)  fear of failure. 
B)  fear of conflict. 
C)  fear of loss. 
D)  fear of the unknown.

Question 11

Match the following:
-Fear of unknown

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 12

Match the following:
-Unfreezing

Accepted Answer

A) A technique whereby individuals meet and clarify their psychological contract 
B) A method to improve the fit between individual skills and job tasks 
C) Matching of individual career aspirations and organizational career opportunities 
D) A variety of techniques that are designed to enhance individuals' management skills 
E) First step in Lewin's change model 
A) A technique whereby individuals meet and clarify their psychological contract 
B) A method to improve the fit between individual skills and job tasks 
C) Matching of individual career aspirations and organizational career opportunities 
D) A variety of techniques that are designed to enhance individuals' management skills 
E) First step in Lewin's change model

Question 13

Fear of loss and the unknown are:

Accepted Answer

A)  the reasons why individuals resist change. 
B)  a person's irrational responses to change. 
C)  a part of the reaction to the separation stage in a career. 
D)  the steps proceeding the withdrawal stage in the career life cycle. 
A)  the reasons why individuals resist change. 
B)  a person's irrational responses to change. 
C)  a part of the reaction to the separation stage in a career. 
D)  the steps proceeding the withdrawal stage in the career life cycle.

Question 14

Internal change agents have certain advantages in managing the change process. Which of the following is NOT considered one of those stronger advantages?

Accepted Answer

A)  They bring a fresh and new perspective to the change process. 
B)  They know the organization's political system. 
C)  They understand the organization's culture. 
D)  They will be careful because they have to live with the outcomes. 
A)  They bring a fresh and new perspective to the change process. 
B)  They know the organization's political system. 
C)  They understand the organization's culture. 
D)  They will be careful because they have to live with the outcomes.

Question 15

Which of the following is NOT one of Levinson's areas for diagnostic analysis?

Accepted Answer

A)  Data about organization's history 
B)  Data about attitudes and relationships 
C)  Data about structure and processes 
D)  Data about external stake holder groups 
A)  Data about organization's history 
B)  Data about attitudes and relationships 
C)  Data about structure and processes 
D)  Data about external stake holder groups

Question 16

A key to managing the resistance to change is to plan for it and be ready with a variety of strategies for using the resistance as feedback.

Accepted Answer

A) True 
 B)False

Question 17

Match the following:
-Technological 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

Question 18

A recent survey of CEO who were facing crises found that 50 percent of them said they believed problems arrived
"suddenly."

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is NOT an external force that can stimulate the need for change?

Accepted Answer

A)  Diversity in labor force 
B)  Competitor's pricing decisions 
C)  Changes in employees' expectations 
D)  Effective date of new federal employment law 
A)  Diversity in labor force 
B)  Competitor's pricing decisions 
C)  Changes in employees' expectations 
D)  Effective date of new federal employment law

Question 20

Match the following:
-Job redesign

Accepted Answer

A) A technique whereby individuals meet and clarify their psychological contract 
B) A method to improve the fit between individual skills and job tasks 
C) Matching of individual career aspirations and organizational career opportunities 
D) A variety of techniques that are designed to enhance individuals' management skills 
E) First step in Lewin's change model 
A) A technique whereby individuals meet and clarify their psychological contract 
B) A method to improve the fit between individual skills and job tasks 
C) Matching of individual career aspirations and organizational career opportunities 
D) A variety of techniques that are designed to enhance individuals' management skills 
E) First step in Lewin's change model

In transformational change, the organization's mission, culture, goals, structure, and leadership may all change dramatically.

Briefly explain Lewin's change model.

Match the following: -Organizational development

Match the following: -Management by objectives

Which of the following is NOT an individually targeted organization development technique?

The contemporary view of change holds that resistance is simply a form of feedback and that feedback can be used productively to manage the change process.

When an organization fine-tunes its operations, it is going through a(n):

Match the following: -Strategic change

When the organization makes a large-scale change, such as organizational restructuring, the change would be considered:

An employee's resistance to change that introduces ambiguity into what was once a comfortable situation is the result of:

Match the following: -Fear of unknown

Match the following: -Unfreezing

Fear of loss and the unknown are:

Internal change agents have certain advantages in managing the change process. Which of the following is NOT considered one of those stronger advantages?

Which of the following is NOT one of Levinson's areas for diagnostic analysis?

A key to managing the resistance to change is to plan for it and be ready with a variety of strategies for using the resistance as feedback.

Match the following: -Technological change

A recent survey of CEO who were facing crises found that 50 percent of them said they believed problems arrived "suddenly."

Which of the following is NOT an external force that can stimulate the need for change?

Match the following: -Job redesign

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

In transformational change, the organization's mission, culture, goals, structure, and leadership may all change dramatically.

Briefly explain Lewin's change model.

Match the following: -Organizational development

Match the following: -Management by objectives

Which of the following is NOT an individually targeted organization development technique?

The contemporary view of change holds that resistance is simply a form of feedback and that feedback can be used productively to manage the change process.

When an organization fine-tunes its operations, it is going through a(n):

Match the following: -Strategic change

When the organization makes a large-scale change, such as organizational restructuring, the change would be considered:

An employee's resistance to change that introduces ambiguity into what was once a comfortable situation is the result of:

Match the following: -Fear of unknown

Match the following: -Unfreezing

Fear of loss and the unknown are:

Internal change agents have certain advantages in managing the change process. Which of the following is NOT considered one of those stronger advantages?

Which of the following is NOT one of Levinson's areas for diagnostic analysis?

A key to managing the resistance to change is to plan for it and be ready with a variety of strategies for using the resistance as feedback.

Match the following: -Technological change

A recent survey of CEO who were facing crises found that 50 percent of them said they believed problems arrived "suddenly."

Which of the following is NOT an external force that can stimulate the need for change?

Match the following: -Job redesign

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