Question 1

Which of the following is not related to monitoring the progress of a change process?

Accepted Answer

Holding a ceremony to clearly mark the end of the current era is not directly related to monitoring the progress of a change process. It may be a part of the change process but it does not provide information about the progress of the change. The other options (B, C, D, E) are all related to monitoring the progress of a change process.

Question 2

If organisations that fall within the pattern of the S-curve of change fail to make great 'leaps', they will:

Accepted Answer

The S-curve of change suggests that after a period of growth, organisations will eventually plateau and enter a stage of stability before eventually declining. Failure to make great leaps during this stage will result in a decline for the organisation. Therefore, the best choice is D, decline.

Question 3

The strategy that is likely to be most effective in countering resistance to change is:

Accepted Answer

Consulting people about the change and involving them in finding new methods is likely to be the most effective strategy in countering resistance to change as it allows individuals to feel heard and valued, and may lead to more buy-in and support for the change. Offering monetary incentives or threats of termination or demotion can create short-term compliance, but may not address the root cause of resistance and can create long-term resentment. Implementing changes without consultation or communication can also lead to increased resistance and mistrust. Accompanying change with new technology can be helpful, but may not necessarily address underlying resistance to the change itself.

Question 4

Which of the following statements is generally true in relation to predicting resistance to change?

Accepted Answer

The smaller the degree of change and the smaller the impact on the work group or organisational culture, the more likely there is to be low resistance and a high chance of success. This is because minor changes that do not significantly disrupt established routines or cultural norms are generally easier for individuals and groups to adapt to.

Question 5

An action plan for change should include:

Accepted Answer

All of the options listed are important components of an effective action plan for change. Clear plans about who is responsible for what and when, a comprehensive list of action steps, a review and sequencing of these steps, and specific start and finish dates for each step are all necessary in order to successfully achieve the desired goal.

Question 6

Explaining why a change is necessary and what it is intended to achieve is part of:

Accepted Answer

Creating a common vision involves explaining why a change is necessary and what it is intended to achieve, as it helps align everyone's understanding and commitment towards the shared goal.

Question 7

The two types of change are, first, discontinuous change, which involves step-by-step change, and in which change builds slowly and is based on current practice; and, second, incremental change, which turns things upside-down.

Accepted Answer

The statement is incorrect. The two types of change are, first, incremental change, which involves step-by-step change, and in which change builds slowly and is based on current practice; and, second, discontinuous change, which turns things upside-down.

Question 8

Which of the following is an example of an external pressure for change?

Accepted Answer

Competitor activity is an external pressure for change as it originates outside the organization and can force the organization to adapt its strategies, products, or services to maintain or improve its competitive position.

Question 9

If those involved in a change process develop feelings of anxiety and frustration, the cause is likely to be:

Accepted Answer

The answer of If those involved in a change process...

Question 10

Once a change is introduced, the next step in the cycle of change is:

Accepted Answer

After introducing a change, it is important to monitor and evaluate its effectiveness. This allows for adjustments and refinements to be made based on experience, leading to better implementation and acceptance of the change in the long run. The other options are also important steps in the cycle of change, but they come before or after the monitoring and adjustment phase.

Question 11

Gap analysis can be used in a change process to:

Accepted Answer

Gap analysis helps to achieve clarity on the objectives of a change by identifying the differences between the current state and the desired future state.

Question 12

An employee approaches their manager during a change process and states that they are really sad to see the old system being replaced and apprehensive about the new system. The manager, knowing how inefficient the old system was and how much better the new one will be, should respond by:

Accepted Answer

The best response is for the manager to recognize and acknowledge the employee's feelings by listening to their concerns and then sensitively reassuring them. It's important for the manager to show empathy and understand that change can be difficult for some people. By taking the time to listen and provide reassurance, the manager can help the employee feel more comfortable and confident in the new system. Disregarding, telling the employee they are wrong or their concerns are silly will not help the situation and may create more apprehension.

Question 13

Which of the following is a strategy aimed at reducing people's anxiety and reassuring them about change?

Accepted Answer

Giving individual and team feedback about the change's progress helps employees understand how their efforts are contributing to the change, reducing anxiety and reassuring them that their work is valued. The other options do not provide reassurance or actively address anxiety.

Question 14

Participation in a change process can involve:

Accepted Answer

Participation in a change process can involve creating new ideas or solutions, rethinking current ways of doing things, redesigning processes or systems, and potentially reorganizing roles or structures. All of these options are valid ways to participate in a change process, and may be necessary depending on the specific situation and goals of the change initiative.

Question 15

Even where a change management initiative outlines new goals, systems and structures, and addresses technical practicalities, it is almost certain to fail if it cannot change people's behaviours.

Accepted Answer

Change management cannot be successful unless it involves changing people's behaviour. Merely changing systems and structures will not be effective unless the people involved adapt to these changes. Therefore, the statement is true.

Question 16

When introducing change, to give it the best chance of success, an organisation should:

Accepted Answer

All of these responses are essential to introducing change successfully. Cooperation should be sought rather than compliance, employee feedback should be built into the process, and people's ideas and input should be sought. It is also important to share pressures, problems, and concerns to ensure that everyone is on board and invested in the change process.

Question 17

To successfully create a climate of certainty during a change process, it is important to explain what will change and why, but also to outline what will not change.

Accepted Answer

It is important to provide a clear understanding of what will and will not change during a change process in order to create a sense of certainty among employees. By outlining what will not change, employees are able to maintain a sense of stability and familiarity in their work environment and can more easily adjust to the changes that are taking place.

Question 18

Within a team, who should be able to monitor progress during a change process?

Accepted Answer

Monitoring progress during a change process is a collective responsibility that involves everyone within the team. This inclusive approach ensures transparency, fosters accountability, and encourages active participation and support for the change process from all team members.

Question 19

A new law regulating safety in the workplace that organisations must make changes to comply with is an example of a pressure for change caused by:

Accepted Answer

The new law regulating safety in the workplace is an example of legislation that puts pressure on organizations to make changes to comply with the law.

Question 20

Choose the best answer. The most effective way to provide staff members involved in a change process with a sense of achievement is for a manager to:

Accepted Answer

Setting short-term goals for both individuals and groups to work towards is the most effective way to provide staff members involved in a change process with a sense of achievement. This approach allows for quick wins, keeps motivation high, and provides clear, immediate targets for everyone involved.

Quiz 22: Introducing and Managing Change