Deck 15: Leading Change and Stress Management

Question 1

A force rapidly driving change in organizations is ______.

A) agility
B) flexibility
C) technology
D) communication

Answer 1

C

Question 2

Leadership styles have shifted from command and control to ______.

A) transformational
B) ethical
C) transactional
D) inspirational

Answer 2

D

Question 3

The organizational subsystem that involves the characteristics of the physical space and how it is arranged is known as ______.

A) social factors
B) formal organization
C) physical setting
D) technology

Answer 3

C

Question 4

One force driving change in organizations is ______.

A) agility
B) transformational leadership
C) flexibility
D) diversity

Question 5

Hutchison is introducing a series of evolving changes. Which of the following best describes the type of change he is engaging in?

A) radical
B) proactive
C) incremental
D) reactive

Question 6

The forces for organizational change have resulted in the need for organizations to be ______.

A) reactive
B) proactive
C) inactive
D) active

Question 7

One force driving change in organizations is ______.

A) agility
B) economy
C) flexibility
D) communication

Question 8

Shifting from a traditional structure to a more flexible one, such as Google uses, is an organizational change referred to as ______.

A) transformational
B) accommodating
C) agile
D) stealth

Question 9

ING realized they needed to stop thinking traditionally about product marketing and start understanding ______.

A) transformational leadership
B) accommodating employees
C) flexibility
D) customer journeys

Question 10

Planned organizational change can have a number of targets including ______.

A) leadership
B) manufacturing
C) structure
D) pay

Question 11

Hinton is trying to actively make changes to his workplace and the practices of his organization before some threat occurs. Which of the following best describes the type of change he is engaging in?

A) radical
B) reactive
C) proactive
D) incremental

Question 12

According to recent research by McKinsey & Company on organizations with major change initiatives, the biggest factor in the success or failure of the organizations was ______.

A) the strength of organizational investments
B) the strength of organizational diversity
C) the strength of organizational culture
D) the strength of change management practices

Question 13

______ represents a significant source of change for organizations with the rise of the multinational corporation.

A) Globalization
B) Economy
C) Flexibility
D) Communication

Question 14

The organizational subsystem that provides the coordination and control necessary for organized activity, such as formal structures and reward systems, is known as ______.

A) social factors
B) formal organization
C) physical setting
D) technology

Question 15

Harper is introducing swift, revolutionary transformation of his entire manufacturing system. Which of the following best describes the type of change she is engaging in?

A) incremental
B) radical
C) proactive
D) reactive

Question 16

The primary means of communication in organizations is now ______.

A) e-mail
B) handheld mobile devices
C) laptops
D) memos

Question 17

The organizational subsystem that involves how raw materials and inputs transform into outputs, such as work flow design and job design is known as ______.

A) social factors
B) formal organization
C) physical setting
D) technology

Question 18

Veena needs to make a change to her organization, as a competitor has come in and threatened to take away a large portion of her sales. Which of the following best describes the type of change she is engaging in?

A) proactive
B) incremental
C) radical
D) reactive

Question 19

Planned organizational change can have a number of targets including ______.

A) leadership
B) manufacturing
C) pay
D) processes

Question 20

The organizational subsystem that includes individual differences, team interactions, and the organizational culture is known as ______.

A) social factors
B) formal organization
C) physical setting
D) technology

Question 21

Development that meets the needs of the present without compromising the ability of future generations to meet their own needs is an OD intervention known as ______.

A) team building
B) process consultation
C) sustainability
D) survey

Question 22

The theory and research that underlies the practical application of OD interventions in the workplace is known as ______.

A) proactive research
B) psychology
C) organizational behavior
D) social psychology

Question 23

Research on resistance to change dates back to a classic study of participative decision-making. This study shows that OD can impact resistance to change through an intervention that ______.

A) transferred employees to new jobs
B) increased employee pay
C) increased employee stress
D) increased employee participation in the process

Question 24

After the issue of resistance to change is anticipated, analyzed, and addressed, the next step in changing organizations is to implement the change process through ______.

A) promotions
B) pay raises
C) effective leadership
D) team building

Question 25

Theories that try to answer the question of how and why change occurs are called ______.

A) theories of OB
B) theories of change
C) theories of changing
D) theories of OD

Question 26

Management practitioners tend to write about ______.

A) theories of OB
B) theories of change
C) theories of changing
D) theories of OD

Question 27

A collection of social psychology methods employed to improve organizational effectiveness and employee well-being is known as ______.

A) organizational change
B) organizational dynamics
C) organizational flexibility
D) organizational development

Question 28

An OD intervention method that employs group activities that involve a great deal of interaction among team members to increase trust is called ______.

A) team building
B) process consultation
C) workout
D) survey

Question 29

If an employee senses that his or her leader is behaving unethically, this may exacerbate ______.

A) job dissatisfaction
B) stress
C) turnover intentions
D) lack of employee OCB's

Question 30

One of the most commonly employed OD techniques is ______.

A) process consultation
B) team building
C) workout
D) survey feedback

Question 31

When faced with an organizational change, employee reactions vary. Employees who support change and help the organization implement it are practicing ______.

A) transference
B) resistance
C) compliance
D) commitment to change

Question 32

One strong action that Yum! took to create a new culture was to ______.

A) start with a set of shared values
B) choose the strongest CEO
C) explain to the employees that things would not change
D) keep a strict hierarchy for consistency

Question 33

The OD intervention method shown to be one of the most effective regarding attitudes and satisfaction is ______.

A) team building
B) process consultation
C) workout
D) survey

Question 34

An OD intervention method where a leader needs an outside point of view of an organizational issue and hires a consultant with OD expertise who assists in a helping mode is called ______.

A) process consultation
B) team building
C) workout
D) survey

Question 35

Overcoming resistance to change can be helped by ______.

A) transferring employees to new jobs
B) increasing employee pay
C) increasing education and communication about the change
D) implementing changes fairly

Question 36

When faced with an organizational change, employee reactions vary. Employees who simply go along with the change but secretly hope that it is a program that will come to an end soon are practicing ______.

A) transference
B) resistance
C) compliance
D) commitment to change

Question 37

Which of the following is an organizational development intervention in which people reflect on peak experiences and visualize the future?

A) team building B workout
C) appreciative inquiry
D) process consultation

Question 38

An OD intervention method for employees to get new ideas heard by top management without having to go through hierarchical levels of bureaucracy is ______.

A) process consultation
B) team building
C) workout
D) survey

Question 39

When faced with an organizational change, employee reactions vary. Employees who fight the change and try to undermine it are practicing ______.

A) transference
B) resistance
C) compliance
D) commitment to change

Question 40

There are three steps in Lewin's change process. The one that challenges the status quo by shaking up assumptions is known as ______.

A) changing
B) thawing
C) unfreezing
D) refreezing

Question 41

Which of the following is the first step in Kotter's eight-step model for leading change?

A) Establish a sense of urgency.
B) Form a powerful coalition.
C) Create a vision for change.
D) Empower action.

Question 42

The step in Lewin's change process that represents movement toward a new desired state is known as ______.

A) changing
B) thawing
C) unfreezing
D) refreezing

Question 43

Myranda wants to implement team-based work in her organization that has always done things individually. In this example, the refreezing step might look like which of the following statements:

A) Discuss the needs for the change.
B) Show a new organizational chart to employees, showing that teams are the new way that work will be organized.
C) Challenge assumptions regarding working alone and getting rewarded for individual effort.
D) Offering team rewards and reinforcing the new way work is organized.

Question 44

One study of more than 46,000 U.S. employees found health-care costs were ______ higher for workers who experienced high stress.

A) 75%
B) 46%
C) 66%
D) 54%

Question 45

Organizational restructuring and downsizing is one of the most challenging types of organizational change and requires ______.

A) flexibility
B) institutionalizing the new approach
C) refreezing
D) top management support

Question 46

The combination of greater psychological job demands and lower job control is the definition of ______.

A) cognitive dissonance
B) change uncertainty
C) psychological job strain
D) organizational stress

Question 47

Which of the following involves analyzing the forces for and against change?

A) resistance to change
B) organizational development
C) force field analysis
D) workout technique

Question 48

The step in Lewin's change process that represents reinforcing and restructuring is known as ______.

A) changing
B) thawing
C) unfreezing
D) refreezing

Question 49

A prolonged response to chronic stressors on the job is known as ______.

A) cognitive dissonance
B) organizational stress
C) psychological job strain
D) job burnout

Question 50

Change is more likely to lead to stress when the change has consequences that threaten employees' ______.

A) sense of identity
B) level of pay
C) job satisfaction
D) job performance

Question 51

The last step in a force field analysis of the forces for and against an organizational change should be ______.

A) make an action plan
B) define the problem
C) list forces working for and against the desired changes
D) rate the strength of each force

Question 52

Which of the following is the last step in Kotter's eight-step model for leading change?

A) Create urgency.
B) Form a powerful coalition.
C) Institutionalize the new approaches.
D) Empower action.

Question 53

The first step in a force field analysis of the forces for and against an organizational change should be ______.

A) make an action plan
B) define the problem
C) list forces working for and against the desired changes
D) rate the strength of each force.

Question 54

Kashef wants to implement team-based work in his organization that has always done things individually. In this example, the unfreezing step might look like which of the following statements:

A) Weather the storms and conflicts.
B) Show a new organizational chart to employees, showing that teams are the new way that work will be organized.
C) Challenge assumptions regarding working alone and getting rewarded for individual effort.
D) Offer team rewards and reinforce the new way work is organized.

Question 55

A research study showed that nearly half of employees report that they suffer from ______ stress at work.

A) moderate
B) severe
C) light to moderate
D) moderate to severe

Question 56

Rashad wants to implement team-based work in his organization that has always done things individually. In this example, the changing step might look like which of the following statements:

A) Discuss the needs for the change.
B) Show a new organizational chart to employees, showing that teams are the new way that work will be organized.
C) Challenge assumptions regarding working alone and getting rewarded for individual effort.
D) Offering team rewards and reinforcing the new way work is organized.

Question 57

A research study showed that ______ percent of employees report that they have difficulty focusing on tasks at work because of stress.

A) 75
B) 44
C) 66
D) 54

Question 58

It is estimated that ______ of the days employees are absent from work due to stress.

A) 75%
B) 46%
C) 66%
D) 50%

Question 59

Lewin's approach is based upon ______.

A) resistance to change
B) organizational development
C) force field analysis
D) workout technique

Question 60

Uncertain negative cognitive outcomes of a high level of perceived change excessiveness among employees are known as ______.

A) cognitive dissonance
B) change uncertainty
C) environmental pressures
D) organizational stress

Question 61

The nervous and hormonal systems of an individual, when activated, produce adrenaline, and this may result in an elevated heart rate, perspiration, and tightening of the muscles. This is known as ______.

A) fight-or-flight response
B) stress response
C) psychological job strain
D) job burnout

Question 62

Andrew is balancing school and a job but has decided that reordering life priorities and convincing himself that work isn't all that important will help. This is known as ______.

A) cognitive coping
B) behavioral coping
C) role conflict
D) social support

Question 63

Constantly changing cognitive and behavioral efforts to manage specific external and/or internal demands that are appraised as taxing or exceeding the resources of the person is known as ______.

A) role conflict
B) role imbalance
C) work-life balance
D) coping

Question 64

Brandi has just been given a new project to work on that will require a lot of overtime but is directly related to her MBA research thesis. Brandi is experiencing ______.

A) performance stress
B) challenge-related stress
C) Goal stress
D) hindrance-related stress

Question 65

Mackenzie is studying for an exam. An optimal level of stress can help her concentrate and remember the correct answers while taking the exam. However, too much stress impairs her ability to focus and she starts missing answers. This phenomenon is known as ______.

A) academic burnout
B) law of large numbers
C) Yerkes-Dodson law
D) law of diminishing returns

Question 66

Which of the following is a law stating that performance increases with increasing stress to an optimum point, after which stress becomes too much and performance declines?

A) Shannon-Weaver law
B) goal attainment law
C) challenge-related law
D) Yerkes-Dodson law

Question 67

A strain resulting in high blood pressure, coronary heart disease, high cholesterol, stomach ulcers, or compromised immune system is known as a ______ strain.

A) physiological
B) behavioral
C) psychological
D) stress response

Question 68

The generalized, patterned, unconscious mobilization of the body's natural energy resources when confronted with a demand or stressor is known as ______.

A) cognitive dissonance
B) stress response
C) psychological job strain
D) job burnout

Question 69

Situations and events that result in an employee experiencing strain are called ______.

A) eustress
B) challenge-related stress
C) stressors
D) hindrance-related stress

Question 70

Incompatible demands regarding what a person's role entails is known as ______.

A) role conflict
B) role ambiguity
C) role overload
D) role enlargement

Question 71

Reconciling conflicts between work and family roles is known as ______.

A) role conflict
B) role imbalance
C) work-life balance
D) crossover stress effect

Question 72

A strain resulting in anxiety, burnout, emotional exhaustion, fatigue, hostility, irritation, tension, lower self-confidence, or self-esteem is known as a ______ strain.

A) physiological
B) behavioral
C) psychological
D) stress response

Question 73

A lack of specificity or predictability about a person's role is ______.

A) role conflict
B) role ambiguity
C) role overload
D) role enlargement

Question 74

Andy is experiencing excessive or undesirable constraints that interfere with his ability to achieve goals. Andy is experiencing ______.

A) eustress
B) challenge-related stress
C) goal stress
D) hindrance-related stress

Question 75

A strain resulting in accidents and errors, alcohol use, caffeine intake, drug use, smoking, and workplace deviance (e.g., doing inferior work on purpose, stealing, damaging property) is known as a ______ strain.

A) physiological
B) behavioral
C) psychological
D) stress response

Question 76

Too much work, time pressure, and deadlines that a person feels unable to meet creates ______.

A) role conflict
B) role ambiguity
C) role overload
D) role enlargement

Question 77

A meta-analysis of 183 independent samples found support for the negative relationship of hindrance stress to ______.

A) turnover
B) turnover intentions
C) job satisfaction
D) withdrawal

Question 78

Stress that is excessive or undesirable constraints that interfere with an individual's ability to achieve goals, creating "negative stress," is called ______.

A) hindrance-related stress
B) psychological-related stress
C) behavioral-related stress
D) challenge-related stress

Question 79

Lauren is balancing school and a job but is maintaining a positive outlook, working harder, and seeking advice and help. This is known as ______.

A) cognitive coping
B) behavioral coping
C) role conflict
D) social support

Question 80

Positive or what is known as "good stress" is called ______.

A) hindrance-related stress
B) psychological-related stress
C) behavioral-related stress
D) challenge-related stress