Question 1

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

Accepted Answer

Appreciative inquiry reframes relationsh...

Question 2

Future search events minimize resistance to change with little or no involvement from employees.

Accepted Answer

A) True 
 B)False

Question 3

Which of these is identified by research as the most important barrier to corporate restructuring?

Accepted Answer

A)  Executive interest
B)  Managerial incompetence
C)  Governmental changes and regulations
D)  Employee resistance
E)  None of the aboveF) A) and B)
G) C) and D)

Question 4

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 5

Appreciative inquiry tries to break away from the approach to change advocated by action research.

Accepted Answer

A) True 
 B)False

Question 6

Change agents can be:

Accepted Answer

A)  someone who is a transformational leader.
B)  someone who possesses enough knowledge about the change activity.
C)  employees.
D)  consultants.
E)  None of these may be change agents.F) All of the above
G) C) and E)

Question 7

Which of these is NOT a method of dealing with resistance to change?

Accepted Answer

A)  Communication
B)  Saving face
C)  Stress management
D)  Learning
E)  NegotiationF) D) and E)
G) B) and E)

Question 8

Which of the following organizational change strategies should be applied only when time is limited and other options are unlikely to succeed?

Accepted Answer

A)  Employee involvement
B)  Stress management
C)  Negotiation
D)  Coercion
E)  CommunicationF) A) and B)
G) A) and C)

Question 9

In the context of organizational change, transformational leaders:

Accepted Answer

A)  prefer using coercion to reduce resistance to change.
B)  rely on appreciative inquiry rather than action research as the blueprint for change.
C)  are usually ineffective change agents.
D)  Are all of the above.
E)  Are none of the above.F) C) and D)
G) A) and E)

Question 10

Scenario: Trendy Fashions
Trendy Fashions, a large retail chain, is experiencing conflict and organizational politics among its managers.The company's customer service ratings are suffering and managers are pointing to other departments as the cause of the problem.The conflicts and politics are further contributing to the customer service problems.The CEO of this chain just heard about the appreciative inquiry process and thinks this might be a good technique to use to improve this situation.He needs more info on this process.
-The CEO will need to know that the first step in his appreciative inquiry change effort will begin by:

Accepted Answer

A)  determining the cause of the problem.
B)  determining whether there is a problem that needs to be fixed.
C)  involving employees in the process of unfreezing.
D)  identifying the positive elements of the organization or work unit that is performing well.
E)  creating a common image among participants of what should be in their own organization.F) C) and E)
G) B) and C)

Question 11

Information systems and reward systems help to refreeze the desired conditions in organizational change.

Accepted Answer

A) True 
 B)False

Question 12

Resistance to change is a form of dysfunctional conflict that must be addressed.

Accepted Answer

A) True 
 B)False

Question 13

All of these represent reasons why people resist change EXCEPT:

Accepted Answer

A)  direct costs.
B)  saving face.
C)  fear of the unknown.
D)  breaking routines.
E)  coercion.F) A) and D)
G) C) and E)

Question 14

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.F) A) and B)
G) B) and D)

Question 15

Pilot projects are usually more flexible and less risky than centralized, organization-wide programs.

Accepted Answer

A) True 
 B)False

Question 16

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 17

Change experts recommend introducing quantum change when the organization wants to overhaul the system quickly and decisively.

Accepted Answer

A) True 
 B)False

Question 18

In the organizational change process, strategic visions:

Accepted Answer

A)  tend to confuse employees and increase resistance to change.
B)  should be applied only when all other change management approaches have failed.
C)  minimize fear of the unknown and provide a better understanding about what behaviors are required.
D)  represent the second stage of action research.
E)  are not relevant to the change process.F) A) and B)
G) C) and E)

Question 19

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Accepted Answer

A) True 
 B)False

Question 20

The diffusion of change is more likely to succeed when:

Accepted Answer

A)  the pilot study was successful.
B)  the pilot study receives favorable recognition and rewards.
C)  pilot study managers are transferred to other areas of the organization.
D)  All of these exist.
E)  None of these exist.F) A) and C)
G) All of the above

Exam 15: Organizational Change

In the context of organizational change, transformational leaders:

Correct Answer
verified

Future search events minimize resistance to change with little or no involvement from employees.

Correct Answer
verified

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

Correct Answer
verified

Which of these is NOT a method of dealing with resistance to change?

Correct Answer
verified

The diffusion of change is more likely to succeed when:

Correct Answer
verified

Resistance to change is a form of dysfunctional conflict that must be addressed.

Correct Answer
verified

Change experts recommend introducing quantum change when the organization wants to overhaul the system quickly and decisively.

Correct Answer
verified

In the organizational change process, strategic visions:

Correct Answer
verified

Which of these is identified by research as the most important barrier to corporate restructuring?

Correct Answer
verified

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

Correct Answer
verified

Pilot projects are usually more flexible and less risky than centralized, organization-wide programs.

Correct Answer
verified

All of these represent reasons why people resist change EXCEPT:

Correct Answer
verified

Correct Answer
verified

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.

Correct Answer
verified

Appreciative inquiry tries to break away from the approach to change advocated by action research.

Correct Answer
verified

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Correct Answer
verified

Which of the following organizational change strategies should be applied only when time is limited and other options are unlikely to succeed?

Correct Answer
verified

Change agents can be:

Correct Answer
verified

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

Correct Answer
verified
Appreciative inquiry reframes relationsh...
View Answer

Information systems and reward systems help to refreeze the desired conditions in organizational change.

Correct Answer
verified

Exam 15: Organizational Change

In the context of organizational change, transformational leaders:

Correct AnswerverifiedShow Answer

Future search events minimize resistance to change with little or no involvement from employees.

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Which of these is NOT a method of dealing with resistance to change?

Correct AnswerverifiedShow Answer

The diffusion of change is more likely to succeed when:

Correct AnswerverifiedShow Answer

Resistance to change is a form of dysfunctional conflict that must be addressed.

Correct AnswerverifiedShow Answer

Change experts recommend introducing quantum change when the organization wants to overhaul the system quickly and decisively.

Correct AnswerverifiedShow Answer

In the organizational change process, strategic visions:

Correct AnswerverifiedShow Answer

Which of these is identified by research as the most important barrier to corporate restructuring?

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Pilot projects are usually more flexible and less risky than centralized, organization-wide programs.

Correct AnswerverifiedShow Answer

All of these represent reasons why people resist change EXCEPT:

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

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.

Correct AnswerverifiedShow Answer

Appreciative inquiry tries to break away from the approach to change advocated by action research.

Correct AnswerverifiedShow Answer

Parallel learning structures are structures that primarily help employees learn on the job rather than in the classroom.

Correct AnswerverifiedShow Answer

Which of the following organizational change strategies should be applied only when time is limited and other options are unlikely to succeed?

Correct AnswerverifiedShow Answer

Change agents can be:

Correct AnswerverifiedShow Answer

Describe the stages of appreciative inquiry and explain how it differs from traditional organizational change interventions.

Correct AnswerverifiedAppreciative inquiry reframes relationsh...View AnswerShow Answer

Information systems and reward systems help to refreeze the desired conditions in organizational change.

Correct AnswerverifiedShow Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
verified
Appreciative inquiry reframes relationsh...
View Answer

Correct Answer
verified