Deck 9: Change Management: Implementation, Integration, and Maintenance of the Human Resource Information Systems

Question 1

The Change Agent is a person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means.

Answer 1

True

Question 2

_____________________ can be defined as a complex set of shared beliefs, guiding values, behavioral norms, and basic assumptions acquired over time that shape our thinking and behavior.

A)Organizational vision
B)Organizational culture
C)Organizational behavior
D)Organizational mission

Answer 2

B

Question 3

Unfreezing is specifically mentioned as one of the three stages in:

A)the Action-research model
B)Lewin's change model
C)Nadler's congruence
D)Kotter's change process

Answer 3

B

Question 4

Individuals in the organization who adapt to the new technology quickly and can then provide one-on-one on-the-job training to those who do not learn the system as rapidly are called:

A)Power users
B)Key trainers
C)Technology experts
D)Change agents

Question 5

In Kotter's change process:

A)all stages must be worked through in order
B)only relevant stages need to be applied to the change process
C)stages do not overlap
D)stages can be skipped in the interest of completing on time

Question 6

An organizational performance model(s)that is built on the view that organizations are systems and that there needs to be a "fit" between the various organizational subsystems for optimal performance is .

A)Kotter's Change Process
B)Lewin's Change Model
C)Nadler's Congruence Model
D)All change models

Question 7

Getting end users involved in the development of a system can help with ______________.

A)training
B)user acceptance
C)project planning
D)timely implementation

Question 8

Forces for change are

A)internal only
B)external only
C)internal and external
D)global

Question 9

Which of the following are three of the five categories of the key causal factors related to HRIS implementation failures?

A)leadership, communication, financial planning
B)leadership, planning, change management
C)communication, training, development
D)change management, communication, finance

Question 10

Increasingly, the failure to successfully implement information systems has to do with:

A)the hardware and software of the system
B)the increasingly complex work flow processes
C)the skills of the change leader and the people and organizational issues related to the change
D)the conflict between the HR and Marketing departments

Question 11

Process Management is a systematic process of applying the knowledge, tools and resources needed to effect change in transforming an organization from its current state to some future desired state as defined by its vision.

Question 12

_________________________ can be described as a systematic process of applying the knowledge, tools, and resources needed to effect change in transforming an organization from its current state to some future desired state as defined by its vision

A)Logical design
B)Gap analysis
C)Business assessment
D)Change management

Question 13

A force-field Analysis is a useful technique for looking at only the advantages of a proposed change.

Question 14

Implementation of the new HRIS all at once is advantageous since:

A)everyone is moved at one time
B)costs are reduced
C)timelines are shorter
D)errors are discovered sooner

Question 15

Running an old system in parallel with a new system has the disadvantage of:

A)being a more costly alternative
B)having a longer implementation timeline
C)allowing employees to use the old system instead of moving to the new system
D)being confusing to users

Question 16

The basis of the Action-Research Model is the interaction of managerial or organizational action and research that both evaluates the action taken and provides data for future planning of the change effort.

Question 17

A ________________ is a useful technique for looking at the advantages and disadvantages of a proposed change.

A)gap analysis
B)force field analysis
C)systems assessment
D)change analysis

Question 18

A person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means is called a:

A)change agent
B)change planner
C)change catalyst
D)action agent

Question 19

Organizational climate is an organization's collective values, beliefs, experiences and norms that shape the behavior of the group and the individuals within it.

Question 20

When an organization uses the technological change as an opportunity to reevaluate and redesign existing processes rather than just automate existing processes, it is called:

A)process evaluation
B)gap analysis
C)process reengineering
D)strategic evaluation

Question 21

Why is communication important in managing a technology change?

Question 22

What are some of the lessons provided by Kotter's Process of Leading Change?

Question 23

Implementation of the new HRIS all at once is advantageous since costs are reduced.

Question 24

What is process reengineering?

Question 25

A needs analysis indicates the differences between the current state of affairs in the organization and the desired future state.

Question 26

Discuss the role of the change agent.

Question 27

Process Reengineering is the analysis and redesign of workflow to improve an organization's efficiency and effectiveness.

Question 28

Discuss three reasons why employees might be resistant to change?

Question 29

If you were asked to develop a training plan for an HRIS implementation, what kinds of things would you include?

Question 30

What can be done to reduce resistance to change to a new HRIS?

Question 31

Systems resistance is term to describe a common response to any major change initiative, where individuals fail to accept the change and strive to maintain the status quo.

Question 32

Kotter's Change Model is one of the earliest contributions to organizational and serves as a general model for understanding planned change.

Question 33

Maintenance is an ongoing task after the initial implementation and includes auditing, updating, and upgrading the system.

Question 34

Suppose you were a consultant to an organization that was about to undergo change to a new HRIS.The organization is looking for some guidance on how to introduce new practices.Using Kotter's change model, provide some recommendations to the organization on the ways to manage change.

Question 35

Kotter's model of change is an organizational performance model that is built on the view that organizations are and there needs to be a "fit" between the various organizational subsystems for optimal performance.

Question 36

User likeability is the willingness of a user of a system to employ the new technology for all of its intended purposes.

Question 37

What would you suggest an organization do in terms of communication if they were about to undergo a change in technology?

Question 38

Getting end users involved in the development of a system can help with user acceptance.

Question 39

Suppose you were a consultant to an organization that was about to undergo change to a new HRIS.The organization is looking for some guidance on how to unfreeze the organization.Using Kotter's change model, provide some recommendations to the organization on the ways to manage change.

Question 40

In Kotter's change process only relevant stages need to be applied to the change process.