Deck 6: Overcoming Resistance to Change

Question 1

All change programs will invariably go through each of the five phases of resistance to change.

Answer 1

False

Question 2

When change involves a significant impact on culture and structure within an organization,the change will be resisted but the probability of success will be high.

Answer 2

False

Question 3

To change an organization involves modifying the culture,structure,and systems.

Answer 3

True

Question 4

Contrary to most people's expectations,the greater the degree of change,the easier it is to implement the change successfully.This is most probably due to the synergy and enthusiasm that occurs once the change process has begun.

Question 5

Evaluating the change is an important force in the change process just as is the length of time chosen to implement the change program.

Question 6

It is not unusual to find during the third phase of a life cycle of resistance to change that the supporters of the change underestimate the extent to which the opposition will go to put a halt to the change.

Question 7

Resistance to change in an organization may be overt or covert.

Question 8

Change programs will be successful if they go through the five stages of resistance to change.

Question 9

When the change to be introduced is relatively minor and the impact on the existing culture is low,predictably there will occur the highest level of resistance and the lowest probability of successful change than in other situations.

Question 10

Where the change is minor but it has a large impact on the culture,the degree of resistance to change is greater than any other situation.

Question 11

While initiating organization change programs,the problem most likely to be encountered is machinery that will able to fit in or adapt to the changes.

Question 12

Managing change tends to be a challenge for managers but is also necessary for an organization's survival.

Question 13

The greater the impact on existing cultural norms,the greater the amount of resistance likely to emerge,and thus the greater the difficulty in implementing the change program.

Question 14

When a combination of an internal practitioner and an external practitioner are used to implement the OD program,the primary responsibility for the change will be upon the external practitioner who likely has more expertise and experience with OD.

Question 15

Changing an organization involves modifying the technology more than any other variable.

Question 16

The person who will spearhead the change program is one of the most important forces in the change process.

Question 17

In the first phase of resistance to change,there is likely to be a resolution between the forces advocating and resisting the change.

Question 18

A system of evaluating change is generally not important,as any change is better than no change.

Question 19

By the fourth phase of a life cycle of resistance to change,those resisting the change will have been reduced to a point where the success of the change program will be assured.

Question 20

Greater resistance to change is likely to occur when greater impact on cultural norms is experienced.

Question 21

In an effort to increase the motivation to change,the OD practitioner will find it helpful to arrange promotions,monetary rewards,or public recognition for those participating in the change program.

Question 22

Change occurring in one part of an organization can set off a chain reaction that causes changes in other parts of an organization.This creates a momentum toward acceptance of the change.

Question 23

Changing an organization involves modifying the _____.

A)work flow
B)culture,organization system,and structure
C)technology and engineering processes
D)culture and management
E)people and machinery

Question 24

The problem most likely to arise in implementing an OD program is _____.

A)inadequate support by top management
B)overestimating the resistance to change
C)communicating information to all levels of the organization
D)inability to apply appropriate coercive pressure
E)human resistance to change

Question 25

The major force(s)in the change process include _____.

A)the affect on culture and the extent of change
B)the time frame,advocates of change,and an evaluation of change
C)holding people resisting the change responsible for their behavior
D)all of the above
E)answers a and b

Question 26

Momentum toward accepting a change program will more likely occur when top management stays out of the change program and lets lower employees freely determine their own plans and courses of action.

Question 27

The major force(s)in the change process include _____.

A)the extent of change to be made
B)the amount of time required to implement the change
C)those advocating the change such as a manager or practitioner
D)an evaluation of the change and its impact on organization effectiveness
E)all of the above

Question 28

The use of either explicit or implicit coercion is to be absolutely avoided in an OD program.

Question 29

The person advocating and spearheading the change program may be an _____.

A)executive or a manager
B)internal or an external practitioner
C)executive or an internal practitioner
D)external practitioner
E)internal or an external practitioner,an executive,or a manager

Question 30

Because the goals of the change program are worthwhile,people will naturally support the changes.

Question 31

The last phase of the life cycle of resistance to change _____.

A)usually denotes complete acceptance of the change
B)is characterized by many resisters and a few believers
C)includes as few resisters as there were advocates in the beginning
D)determines the future success of the change program
E)none of the above

Question 32

Unions,as a general rule,should not be involved in a change program.

Question 33

Restraining forces are those forces that increase the inclination of the client system to implement the proposed change program.

Question 34

It is doubtful that resistance to change can be predicted as most employees see change programs in their best interests.

Question 35

During the first phase of resistance to change,the _____.

A)forces for and against the change are readily identified
B)change is thoroughly understood and is rationally discussed by organization members
C)people in the organization either support or oppose the change
D)few people who see a need for change may be openly ridiculed
E)none of the above

Question 36

There is research evidence to support the notion that employees who have strong and open leaders are more likely to accept change than if they had leaders who use political power in their relations with others.

Question 37

Resistance to change cannot be effectively repressed in the long run.

Question 38

Prior to implementing an OD strategy _____.

A)potential resistance to change must be dealt with
B)personal change,such as work procedures,should be brought about prior to other changes
C)change on an organization level,such as changing structures,must be brought about after other changes.
D)all resistance to change must be resolved
E)answers b and c

Question 39

The fear of the unknown is largely regarded as a motivating force to accept the change program.

Question 40

The more satisfied organization members are with the present situation,the greater will be the motivation to change as the change will be easier to accomplish.

Question 41

A driving force that can serve as a form of encouragement toward acceptance of the change program is _____.

A)disruption of the current way of conducting business since this shocks the system out of old and established was
B)the magnitude of the change program as this provides something to appeal to all members
C)the fear of the unknown caused by the changes
D)employees' realize that the organization is dysfunctional and there is a better way of doing things
E)answers a,b and d

Question 42

The probability of change will be the lowest when the _____.

A)impact on the existing culture is small and the change to be introduced is relatively minor
B)change is minor but has a large impact on the culture
C)impact on the existing culture is minor but the change is major
D)degree of change is large and the impact on the existing culture is high
E)time frame to implement the change is large

Question 43

In reducing resistance to change,which of the following should be avoided?

A)monetary rewards to those participating in the change program since this could be perceived as a bribe and weakness of management
B)negotiation,such as arranging for early retirement,with potential resisters
C)arrange management seminars to help key leaders better deal with implementing the changes
D)all of the above should be avoided
E)none of the above as they are all acceptable methods

Question 44

Workers who feel that an upcoming technological change will result in reductions in the work force exhibit what type of resistance to change?

A)social disruption and break-up of friendships
B)fear of economic loss
C)inconvenience
D)resistance from groups
E)incongruent dissonance

Question 45

Forces motivating change can include _____.

A)the manager advocating the change
B)dissatisfaction with the present situation
C)being caught up in the momentum
D)external pressures
E)all of the above

Question 46

Forces that increase the inclination of the client system to implement the proposed change program are referred to as _____.

A)disruption of routine
B)driving forces
C)uncertainty
D)loss of existing benefits
E)all of the above

Question 47

Which of the following regarding change is true?

A)The lower the extent of change,the easier the change is to implement.
B)The greater the impact on existing behaviors and norms,the greater the amount of resistance.
C)The shorter the time frame in which change is introduced,the more the chance of success.
D)all of the above
E)answers a and b

Question 48

Examples of external pressures that induce the need for change is/are _____.

A)governmental regulations
B)the Internet
C)employee dissatisfaction with top management
D)all of the above
E)answers a and b

Question 49

Key factor(s)in increasing motivation to change is (are)_____.

A)communicate the need for change
B)quickly eliminate conflict among client members
C)implement the change quickly so as not to prolong the adjustments required of the change
D)reduce motivating forces and increase resisting forces
E)answers a,b,and c

Question 50

Which of the following is NOT a restraint on change?

A)technological boundaries
B)loss of existing benefits
C)fear of unknown
D)threat to position power
E)uncertainty

Question 51

Which of the following methods is useful in dealing with resistance to change?

A)participation of members in the change program
B)negotiation with potential resisters
C)education of and communication with organization members
D)leaders at all levels conveying a strong vision of the organization
E)all of the above

Question 52

The lowest level of resistance to change and the highest probability of successful change will more likely occur when the _____.

A)degree of change is large and the impact on the existing culture is high
B)change is minor but has a large impact on the culture
C)impact on the existing culture is minor but the change is major
D)impact on the existing set of beliefs and values is small and the extent of the change to be introduced is relatively minor
E)answers b and c

Question 53

The shared ideas of how members should behave are called _____.

A)functions
B)commands
C)problem-solving units
D)norms
E)cultural restrictions

Question 54

When a marketing vice president attempts to work out a more cooperative relationship between the manufacturing and sale divisions,he or she is involved in which approach to change?

A)education
B)coercion
C)negotiation
D)participation
E)open-book management

Question 55

When a bank vice president carries out a training program for a new on-line information system,she or he is concerned with which approach to change?

A)motivation
B)education
C)cooperation
D)participation
E)group pressure

Question 56

When a change program gets underway,a certain momentum occurs.This can occur because of _____.

A)involvement of organization members in the program
B)requirements for commitment imposed by top management
C)a type of chain reaction that is set off permitting changes in other parts of the organization
D)top management's lack of involvement and willingness to let lower level employees freely choose their course of action
E)answers b and c

Question 57

Restraining forces that work to block change are _____.

A)new products from competition
B)dissatisfaction with the present situation
C)disruption in routines and no potential benefits
D)all of the above
E)answers a and b

Question 58

Workers who are concerned that a change will disrupt their normal manner of performing their jobs exhibit what type of resistance to change?

A)inconvenience
B)conformity to culture
C)disruption of routine
D)resistance from groups
E)annoyance

Question 59

Which of the following is LESS likely to be regarded as a resisting force toward accepting change?

A)loss of existing benefits and advantages
B)fear of the unknown
C)threat to position
D)disruption of routine
E)dissatisfaction with present situation

Question 60

An example of external pressures toward change is/are _____.

A)the management
B)laws and values held by society
C)work teams
D)exposure to the culture of other departments
E)all of the above

Question 61

What are external pressures that enhance acceptance of a change program?

Question 62

Explain why fear of the unknown and disruption of routine cause resistance to change.

Question 63

In respect to the use of power strategies in OD programs,_____.

A)the use of the formal power structure in an organization can convince lower organization elements to participate in the OD program
B)OD programs historically have been reluctant to deal with the use of power
C)power strategies should not be overlooked as useful in lessening resistance
D)an OD program may need to use the power structure within an organization to convince its members of the usefulness of the program
E)all of the above

Question 64

Identify methods that increase the motivation to change.

Question 65

Power _____ to convince organizational members of the need for change.

A)strategies should not be used
B)can be used as the final and ultimate tool
C)may be necessary
D)strategies are more effective at the beginning than at the end of the change program
E)strategies should be used consistently

Question 66

Identify forces that increase the inclination of the client system to accept the proposed changes.

Question 67

Identify forces that decrease the inclination of the client system to implement the proposed changes.

Question 68

Choose a change issue in which you are familiar and trace it through its five phases of change.Possible examples include no smoking in public places and stem cell research.You may need to project the outcome of the last several phases of the change cycle if the example you choose has not fully played out.

Question 69

The use of reward systems in OD change programs _____.

A)include open-book management and bonuses based on a lottery system
B)work best when profit-sharing and a base wage is used exclusive of other incentive systems
C)should be avoided so that wages remain competitive across industries
D)should be flexible in order to take account of individual employee differences
E)likely will continue to decrease in popularity

Question 70

What is the role that norms and culture play in a change program?