Question 1

Too much happy talk from company leadership, too many visible resources, low overall standards, a lack of sufficient performance feedback from outside sources, and the absence of a visible crisis are all causes for

Accepted Answer

All the given factors point towards an environment of complacency, where the organization is comfortable with the status quo and may not be willing to change or improve. This lack of urgency and motivation towards growth and improvement can hinder progress and result in long-term negative consequences.

Question 2

The final step in managing resistance involves strengthening new behaviors that support a change and is referred to as

Accepted Answer

The final step in managing resistance is to strengthen new behaviors which support the change. This process is referred to as "refreezing," whereby the new behaviors are reinforced and stabilized to prevent backsliding or regression to old behaviors. Hence, the correct answer is E) refreezing.

Question 3

In the context of leading change, highlighting positive results and developing new change agents are a part of

Accepted Answer

The answer of In the context of leading change, highlighting...

Question 4

Introducing and sustaining multiple policies, practices, and procedures across multiple units and levels is called

Accepted Answer

Total organization change involves implementing and maintaining various policies, practices, and procedures across different units and levels within an organization.

Question 5

Typically, companies tend to have too ________ change initiatives.

Accepted Answer

Companies often struggle with implementing too many change initiatives simultaneously, leading to stretched resources and a lack of focus on any one initiative. This can ultimately lead to failure in achieving desired outcomes.

Question 6

Among the steps for leading change, the one that involves determining the idealized, expected state of affairs after the change is implemented is

Accepted Answer

Developing a vision and strategy involves determining the idealized, expected state of affairs after the change is implemented. It is important to have a clear vision of the end goal and a strategy to achieve it, in order to effectively lead the change process.

Question 7

Buddy Mann, operations manager, anticipated that his employees would resist the company's change to a new benefits program. Therefore, to make the change easier and to show consideration for his employees' concerns, he arranged for a corporate HR representative to host several optional training workshops, allowed each employee to take half a day off to learn about the new program, and invited his employees to meet with him to voice their concerns and questions. Buddy's efforts to manage resistance to change can be described as

Accepted Answer

Buddy Mann's efforts to manage resistance to change can be described as facilitation and support. He arranged for optional training workshops to make the change easier, allowed time off to learn about the new program, and invited employees to voice their concerns and questions. These actions show that he is providing support and assistance to his employees during the transition to the new program.

Question 8

PetroChem, an international energy company with offshore oil platforms throughout the Caribbean, has introduced new technology that has led to the replacement of a number of local workers with experts from Europe and North America. This has resulted in protests from a group called Nuestro Mar, which claims to speak for the displaced workers. In response, PetroChem has just appointed the leader of Nuestro Mar to its board of directors, an example of

Accepted Answer

PetroChem's appointment of the leader of Nuestro Mar to its board of directors can be seen as an example of manipulation and cooptation, as it seems to be a tactic to appease the protestors by making them feel like they have a say in the company's decisions. This move is not necessarily a genuine effort to address the concerns of the displaced workers, but rather a way for the company to maintain control and avoid further protests or disruptions to its operations.

Question 9

"Team, our organization is in a fight for its very survival," said Thor Isaacsen, CEO of Hammer Products. "However, over the past month, we have developed sweeping changes in the way that we do business that will ensure our long-term success. And I believe that the most effective way for you to lead change in your divisions is to

Accepted Answer

Establishing a sense of urgency is crucial in leading change and ensuring the organization's survival. The CEO is acknowledging the crises they face, which means keeping staff unaware or engaging in management 'happy talk' is not the best option. Refraining from discussing weaknesses and shielding employees from unhappy customers and shareholders can hinder the change process instead of leading it.

Question 10

Among the steps for leading change, the one that involves gaining leadership from top management and gradual support over time from managers and supervisors is

Accepted Answer

Creating a guiding coalition involves gaining leadership from top management and gradually gaining support over time from managers and supervisors. This step is about assembling a diverse group of change agents with the skills, credibility, connections, and authority to drive change efforts.

Question 11

In return for participation and cooperation in instituting a major organizational change, employees of Keystone Capital Management received two extra days of paid vacation. This scenario exemplifies ________, a method of managing resistance to change.

Accepted Answer

The scenario exemplifies the use of rewards as a method of managing resistance to change. By offering two extra days of paid vacation, Keystone Capital Management incentivized employees to participate and cooperate in the change process. This approach can be an effective way to encourage employees to embrace change and overcome their resistance to it.

Question 12

The managers at Perpetual Motion, a production and media agency, have recently decided that in order to maximize profits, employees will have to work on weekends. To help with this change, they have given all employees a bonus of 10 percent and an option to choose specific days off during the week. This is an example of using ________ to manage resistance to change.

Accepted Answer

The managers are using negotiation and rewards by offering a bonus and an option for specific days off during the week to encourage employees to work on weekends. This approach aims to alleviate resistance to change by providing incentives that make the change more attractive and acceptable to employees.

Question 13

Orrin was reluctant to follow a new customer service policy that his company adopted. Orrin's boss, Bella, told him that if he did not begin following the policy immediately, he would lose the chance at a bonus he hoped to get. Bella used ________ to overcome Orrin's resistance to change.

Accepted Answer

Bella used coercion, which means she threatened Orrin with the loss of a potential bonus if he did not comply with the new customer service policy.

Question 14

The companies that lead change most effectively establish a

Accepted Answer

A sense of urgency is crucial for leading change effectively. Without it, the organization may not feel motivated to make necessary changes or may not take those changes seriously. A steering committee, chain of command, plan for the future, and helpline for problems can all be useful, but they are not the most important factor in leading change.

Question 15

Among the steps for leading change, the one that requires using every possible channel and opportunity to talk up and reinforce the company's long-term aspirations and required new behaviors is

Accepted Answer

Communicating the change vision requires using every possible channel and opportunity to talk up and reinforce the company's long-term aspirations and required new behaviors to ensure that everyone understands and is committed to the change.

Question 16

Max is manager of the local Zesty Sam's, a fast-food restaurant. His store has consistently underperformed the national average for the chain, and now word has come down from on high that he needs to make some major changes if he wants to keep his job. He has analyzed the situation and knows that the problem comes from the workforce, which is composed primarily of teenagers. Most of them tend to be blasé when it comes to following instructions, and many seem more interested in elaborate jokes and pranks than in getting the job done. The best way for Max to bring about the changes he needs is to tell his employees what needs to be done and then inform them that

Accepted Answer

The most effective way for Max to bring about the necessary changes is to set a clear consequence for employees who fail to comply with his instructions. By informing his employees that anyone who fails to follow instructions will be fired within two weeks, Max can effectively establish and enforce consequences for non-compliance. This can motivate employees to take their jobs seriously and follow instructions more closely, leading to better performance and higher productivity. The other choices either do not provide clear consequences or incentives for compliance, or do not address the issue of non-compliance at all.

Question 17

To help implement a big change in its employee management procedures, the president of the Midland Gasket Manufacturing appoints a union official to the company's executive committee. This is an example of managing resistance through

Accepted Answer

Manipulation and cooptation involve using tactics such as bringing in influential individuals, offering rewards or incentives, or making symbolic changes to gain support for a change. In this case, appointing a union official to the executive committee is a symbolic change designed to co-opt union support for the new employee management procedures.

Question 18

In managing resistance to organizational changes, facilitation and support mean

Accepted Answer

Facilitation and support in managing resistance to organizational changes involve making the transition as smooth and easy as possible for employees. This could include providing training, counseling, or resources needed to adapt to the change.

Question 19

The managers at Finnegan Insurance are proposing a change in the way performance evaluations are done. Most employees who dislike the change are unsure about how exactly the change will be made and do not have enough information about the new policy. Given this situation, the best method for managing resistance to change is most likely through

Accepted Answer

Since the employees are unsure about the new policy, the best way to manage resistance to change is through education and communication. This will provide the employees with the necessary information to understand why the change is being made and how it will affect them. This can help to reduce anxiety and fear related to the change and can improve acceptance and support for the proposed policy.

Question 20

Jaime thought - to himself - that the change proposed by management was reasonable. However, he wanted to be liked and accepted by his coworkers, most of whom vocally opposed the change. Therefore, he joined his coworkers in criticizing management for the change. This is an example of resistance brought about by

Accepted Answer

Jaime's resistance to the change was influenced by peer pressure, as he wanted to be liked and accepted by his coworkers who opposed the change. He prioritized his desire for social acceptance over his agreement with the management's proposal.

Quiz 18: Creating and Leading Change