Deck 9: Change Management New

Question 1

An open system refers to how organizational internal subsystems interact with one another.

Answer 1

False

Question 2

Organizational learning is an approach to learning that applies double-loop learning and an attempt to understand how the entire system may be affected by change.

Answer 2

True

Question 3

Personal mastery allows knowledge from any individual in the organization to become incorporated into the firm's culture and processes.

Answer 3

False

Question 4

The most difficult stage in the change process is to achieve full buy-in from all stakeholders.

Question 5

Double-loop learning involves questioning the tacit assumptions and attributions that
people have around their decision making.

Question 6

The interconnected nature of organizational structures,processes,practices,members,and the changing environment renders the prediction of change outcomes a practical impossibility.

Question 7

When managers and employees examine the assumptions they have used to arrive at a point of view,they are using mental model learning that enables them to bypass the assumptions that may be locking them into a particular frame of mind.

Question 8

"Unfreezing" is an initial stage in an organizational change process.

Question 9

"Freezing" is a stage in the change process that involves a trial-and-error process of taking action to move the firm through the intended change.

Question 10

"Moving" is a stage in the change process that involves putting policies,practices,and structures in place to establish new norms around an organizational change.

Question 11

Negative feedback is the kind of information that a system uses to determine if its purpose is suited for its environment.

Question 12

"Freezing" is a stage in the change process that involves the development of a shared understanding among stakeholders that a particular change is necessary.

Question 13

Mental model is the understanding of one's purpose and the development of a personal vision.

Question 14

Force-field analysis is a framework for analyzing a problem that seeks to identify all the relevant factors and stakeholders that are acting to either sustain the current state or to move away from the current state.

Question 15

Personal mastery learning is an attempt to solve a problem using a single strategy.

Question 16

Both single-loop and double-loop learning are methods of learning that involve questioning current assumptions,examining problems from different perspectives,and questioning the validity of the problems.

Question 17

An open system receives inputs from its internal environment and the external subsystems that interact with one another.

Question 18

Positive feedback is the kind of information that tells whether the system is achieving its goal.

Question 19

Organizational defensive routines can insulate an organization from examining its mental models.

Question 20

Force-field analysis is an approach to understanding and changing individual or group perceptions and behaviours by seeking to understand the interdependent forces that act on individuals or groups and that motivate them toward certain courses of action and restrain them from others.

Question 21

Which type of learning is typified by encouraging participation in decision making and open expression of conflicting views,using valid information and widespread and open testing of evaluations?

A) systems thinking
B) double-loop learning
C) single-loop learning
D) team learning

Question 22

Many change models recognize that the change process comprises several critical periods of change.What is the first period?

A) diagnosing what is needed for organizational change
B) planning and preparing for the change
C) identifying the need for change and ensuring buy-in from all stakeholders
D) continuously managing and sustaining the change

Question 23

What type of feedback would a small restaurant use to determine if it has met its goals?

A) performance feedback
B) productivity feedback
C) negative feedback
D) positive feedback

Question 24

Once the need for change has been identified,what would be the next step in the change process?

A) to plan and prepare for change
B) to implement the change
C) to sustain the change
D) to motivate the workforce

Question 25

Organizational change has occurred in a company in response to new leadership directives and different strategic plans.What level of development is creating this change?

A) industrial level
B) firm level
C) individual level
D) societal level

Question 26

Which of the following pairs of elements defines a learning organization?

A) action learning and mental models
B) shared vision and personal mastery
C) team learning and organizational learning
D) systems thinking and psychological safety

Question 27

Systems thinking views change issues within the framework of the entire organization.

Question 28

Organizational change occurs in response to multiple level developments.Retail stores are providing online shopping in response to the growing number of customers that are increasingly shopping and purchasing products online.What level of development are these retail stores attempting to adapt to?

A) individual level
B) societal level
C) industrial level
D) firm level

Question 29

Which element of organizational learning views change issues within the framework of the entire organization?

A) shared vision
B) systems thinking
C) team learning
D) mental models

Question 30

A change initiative is undertaken to improve organizational efficiency,productivity,and/or competitiveness.This affects the size of the firm's workforce,its costs,and its work processes.Which type of change initiative is this?

A) outsourcing
B) acquisitions
C) downsizing
D) restructuring

Question 31

There are three basic models that form the basis of most models of change.What are the three models?

A) planned change,emergent change,and cultural change
B) generic change,planned change,and emergent change
C) generic change,planned change,and cultural change
D) innovative change,emergent change,and cultural change

Question 32

Which type of learning can prevent the learner from developing an understanding of underlying or root issues of a workplace problem?

A) single-loop learning
B) open -system learning
C) organizational learning
D) double-loop learning

Question 33

Which element of a learning organization combines individual ideas and team efforts to arrive at something that could not have been achieved by the individual on his or her own?

A) team learning
B) mental models
C) shared vision
D) systems thinking

Question 34

Once the organization's need for change has been identified and has the buy-in from all stakeholders,what is the next step in the change process?

A) reviewing the need for change
B) diagnosing what needs to change
C) planning and preparing for change
D) implementing and sustaining the change

Question 35

Organizations are complex,closed systems that both influence and are influenced by
their environment.

Question 36

What is the most difficult stage in the change process?

A) diagnosing what needs to change
B) recognizing the need for change
C) planning and preparing for change
D) implementing and sustaining the change

Question 37

Positive feedback can help an organization to determine if it should be producing 1 000 scarves a week and what styles of scarves it should be producing.

Question 38

In organizational settings,single-loop learning involves questioning the extent to which the strategy itself and the systems and structures that implement the strategy support the underlying purpose of the organization.

Question 39

Which element of a learning organization helps individual workers' knowledge structures to navigate the information in their work environment?

A) personal mastery
B) mental models
C) shared vision
D) systems thinking

Question 40

Research suggests that up to 70 percent of organizational change efforts fail.

Question 41

Which of the following elements comprise organizational learning?

A) personal mastery and mental models
B) shared vision and action learning
C) team learning and organizational-level learning
D) systems thinking and sense of urgency

Question 42

Describe John Kotter's eight-step model of change.

Question 43

Describe Kurt Lewin's three-step model of planned organization change

Question 44

An organization's change initiative is characterized by change in the organization's culture and in the attitudes and values of its employees.The goal is to reduce costs and enhance quality.Which type of change initiative is this?

A) downsizing
B) systematic change
C) restructuring
D) mergers

Question 45

What type of feedback would a technology company use to determine the number of laptops to produce?

A) negative feedback
B) performance feedback
C) production feedback
D) positive feedback

Question 46

Change occurs as a form of adaptation and as a result of learning,and so the most important attributes that an organization can develop in order to promote emergent change are those of a learning organization.Define organizational learning and the five elements it comprises.

Question 47

The generic change model recognizes that the change process comprises several critical periods of change.Using an example,discuss one of these periods of change.

Question 48

Identify an organization you are familiar with (such as from your work experience or from the course textbook).As the HRM responsible for moving the organization through an organizational change,what steps would you follow?

Question 49

From which point of view does an open-system perspective view the organization?

A) from the point of view of an individual subsystem and its interaction with its environment
B) from the point of view of groups of subsystems and their interaction with their environment
C) from the point of view of the organization as a whole and its interaction with its environment
D) from the point of view of the organization's departments and their interaction with their environment

Question 50

What is the purpose of force-field analysis in the change management process?

Question 51

Discuss the two uses of force-field analysis and their benefits to the change management process.