Question 1

Andrea had worked in the marketing department for 27 years. She knows the history and successes of the office better than any other employee. When change is suggested, she is reluctant because she remembers accomplishments related to the current way of doing things. As a result of ____, she is resistant to change.

Accepted Answer

Andrea's resistance to change is due to different perceptions, which stem from her extensive experience and knowledge of the department's history and successes. She values the current methods because of the accomplishments they have achieved, leading to a different view on the need for change compared to others who might not share her depth of understanding.

Question 2

During the Lewin model's second step in the change process

Accepted Answer

During the Lewin model's second step, known as 'change' or 'transition', the change is actually implemented. This phase is where the organization moves from its current state to the desired future state.

Question 3

The CEO retired abruptly. Her replacement will not be announced until a thorough search is completed. In the meantime, managers are playing it safe. As a result of ____, the managers are resistant to change.

Accepted Answer

The fact that there is uncertainty about who will replace the CEO is causing managers to feel unsure and cautious. This uncertainty can lead to resistance to change as managers may not want to take risks or make changes that could potentially harm their department or career.

Question 4

Which of the following is NOT a reason employees resistant change?

Accepted Answer

A high level of risk propensity is not a reason employees resist change. In fact, individuals with a high risk propensity may be more open to change and may even embrace it as a way to explore new opportunities. The other options, uncertainty, threatened self-interests, different perceptions, and feelings of loss, are all common reasons why employees may resist change.

Question 5

Desiree is reluctant to take a promotion because it involves moving to an area about which she knows little. According to the text, the most likely reason for such employee resistance to change is

Accepted Answer

The text states that Desiree is reluctant to take the promotion because it involves moving to an area about which she knows little. This suggests that her resistance to change may be due to uncertainty about the new area, which is a common reason for employee resistance to change. Option B) threatened self-interests, C) different perceptions, D) feelings of loss, and E) facilitation could also contribute to employee resistance to change, but the given scenario does not provide enough information to support these options.

Question 6

Once Mercedes-Benz decided it was going to move its headquarters, it wanted to find a site with lower business taxes, lower cost of living for employees, and better quality of life for employees.  Mercedes was at which step in the comprehensive organization change model?

Accepted Answer

Mercedes-Benz has already recognized the need for change (A) and diagnosed what brought on the need for change (C). They have also evaluated the results (E). By deciding to move their headquarters to a site with specific criteria, they are setting goals for change (B). They have not yet selected a change technique (D), as that would involve implementing specific actions to achieve their goals.

Question 7

____ is a method for overcoming resistance to organization change.

Accepted Answer

Force-field analysis is a method that helps in identifying the driving forces and restraining forces that influence changes in an organization. It helps in analyzing the reasons for the resistance to change and finding ways to overcome it. By identifying the barriers to change and the supporting factors, the organization can develop strategies to reduce resistance and help implement the change successfully. Centralization, automation, management by exception, and departmentalization may be useful in some contexts but are not direct methods for overcoming resistance to change.

Question 8

Mercedes-Benz decided to move its headquarters out of New Jersey.  It was tired of the high business taxes, high cost of living, an old outdated headquarters facility, and terrible commutes for its employees.  Mercedes was at which step in the comprehensive approach to change?

Accepted Answer

Mercedes-Benz recognizing the need for change is the best choice as it identified problems with its current situation and decided to make a change by moving its headquarters. The other options (B, C, D, E) do not fit as well as recognizing the need for change, as they involve further steps in the change process that Mercedes-Benz may or may not have already completed.

Question 9

A force-field analysis identifies

Accepted Answer

A force-field analysis is a tool used to identify the driving and restraining forces that may facilitate or hinder organization change. It helps to identify the factors that need to be addressed in order to achieve the desired change. It is focused on the specific change initiative and does not address management potential, differing perceptions among employees or managers, or the appropriate span of management for an organization.

Question 10

Countries in Western Europe spent years preparing their citizens for the introduction of the Euro currency.  That was part of the ____ stage in the Lewin model of organization change.

Accepted Answer

The Lewin model of organization change consists of three stages: unfreezing, changing (or transforming), and refreezing. Unfreezing is the initial stage, where the organization recognizes the need for change and prepares for it. Preparing citizens for the introduction of the Euro currency is an example of unfreezing, as Western European countries recognized the need for change in their currency and prepared their citizens for it.

Question 11

Some Mercedes-Benz employees refused to move to Atlanta when the headquarters left New Jersey, because it meant moving away from extended family members and friends.  The employees were resistant to change because of

Accepted Answer

The employees' resistance to change due to not wanting to move away from extended family members and friends is best explained by feelings of loss. This includes loss of social connections and support networks, which are significant factors in life satisfaction and stability.

Question 12

Studies of the organization change process found that participation

Accepted Answer

Studies have consistently shown that when employees are involved in the change process, they are more committed to the changes and are more likely to work together and be productive. This increased cooperation and productivity is a result of employees feeling like they have a say in the change process and are included in the decision-making.

Question 13

The mobile device security market is expected to quadruple in five years. Anti-virus company Webroot is expanding its mobile device department. This is an example of change in

Accepted Answer

The expansion of Webroot's mobile device department indicates a change in the organization's structure and design, specifically its focus on the growing mobile device security market.

Question 14

Many cell phone users are reluctant to change platforms because they do not want to learn a new system. Marketers could overcome this resistance with

Accepted Answer

Education and communication would be the best choice to overcome the resistance of cell phone users not wanting to change platforms. By providing clear and concise information about the benefits of the new platform and how to use it, users may become more comfortable with the idea of switching. Additionally, open and transparent communication about the transition process can help ease frustration and build trust with the user base.

Question 15

Annie is excited to move from New York to Texas. She has not been happy in New York and sees Texas as a new start with great opportunities. She has used

Accepted Answer

Force-field analysis is a tool used for identifying and analyzing the forces that support or oppose a proposed change. In this situation, Annie has identified that the forces supporting the change (moving to Texas) outweigh the forces opposing it (her dissatisfaction with New York).

Question 16

Which of the following statements describes a problem associated with the Lewin model of organization change?

Accepted Answer

The answer of Which of the following statements describes a...

Question 17

Which of the following is NOT one of the major areas in which organization change takes place?

Accepted Answer

The major areas in which organizational change takes place are organization structure and design, technology and operations, and people. Social responsibility is not a major area of organizational change, but rather a consideration for organizations to address in its operations.

Question 18

Employees who help in planning and implementing a change are better able to understand the reasons for the change. This is referred to as

Accepted Answer

Participation involves involving employees in the planning and implementation of change. This results in better understanding of the reasons behind the change, leading to higher buy-in and commitment to the change.

Question 19

The process by which the manager identifies and then tries to eliminate as many of the negatives ⎯ factors that will make the job of change more difficult ⎯ as possible is called

Accepted Answer

The process described is force-field analysis, which involves identifying and analyzing the forces that support or resist a proposed change. The manager would seek to eliminate or minimize the negative or resistant forces in order to make the change process easier. Facilitation, implementation, participative development, and communication and education may be part of the change process, but they do not specifically refer to the identification and elimination of negative factors.

Question 20

When a board of directors chooses an internal candidate for CEO it reduces resistance to change because employees already know more about the boss. This is a form of

Accepted Answer

Choosing an internal candidate for CEO and reducing resistance to change through familiarity aligns with education and communication, as it leverages existing knowledge and relationships within the organization to facilitate a smoother transition.

Quiz 12: Managing Organization Change and Innovation