Question 1

Unfreezing occurs by making the driving forces stronger, weakening the restraining forces, or a combination of both.

Accepted Answer

Unfreezing occurs when the driving forces are stronger than the restraining forces.This happens by making the driving forces stronger, weakening or removing the restraining forces, or both.

Question 2

To bring about effective change, leaders typically create an urgency to change by buffering employees from the external environment.

Accepted Answer

Creating an urgency to change typically occurs by informing employees about competitors, changing consumer trends, impending, government regulations, and other forms of turbulence in the external environment.These are the main driving forces in Lewin's model.They push people out of their comfort zones, energizing them to face the risks that change creates.In many organizations, however, leaders buffer employees from the external environment to such an extent that these driving forces are hardly felt by anyone below the top executive level.

Question 3

Fear of the unknown usually motivates employees to support organizational change.

Accepted Answer

When employees do not know the probability of good or bad outcomes from a change, they tend to anticipate worse rather than better outcomes.

Question 4

Customer feedback provides a human element that can energize employees to change their current behavior patterns.

Accepted Answer

Customer feedback can provide a human element to energize employees to change current behavior patterns.

Question 5

The urgency for change must always be initiated from a problem-oriented perspective in order to be effective.

Accepted Answer

Exposing employees to external forces can strengthen the urgency for change, but leaders often need to begin the change process before problems come knocking at the company's door.So, a problem-oriented perspective is not essential.

Question 6

Unfreezing occurs when the driving forces are weaker than the restraining forces.

Accepted Answer

Unfreezing occurs when the driving forces are stronger than the restraining forces.

Question 7

Exposing employees to external forces can strengthen the urgency for change, but leaders often need to begin the change process before problems come knocking at the company's door.

Accepted Answer

Exposing employees to external forces can strengthen the urgency for change, but leaders often need to begin the change process before problems come knocking at the company's door.

Question 8

Refreezing involves producing disequilibrium between the current state and the future state.

Accepted Answer

Refreezing occurs when the organization's systems and structures are aligned with the desired behaviors.Unfreezing involves producing disequilibrium between the driving and restraining forces.

Question 9

When employees apply a cost-benefit analysis to a potential change, they consider only their own self-interest.

Accepted Answer

Although employees consider their personal costs and benefits from a change, their resistance or commitment also depends on their belief that the change will benefit or harm the team and company.

Question 10

The force field analysis model states that stability is achieved only when the driving forces for change subside and are replaced by restraining forces acting in the same direction.

Accepted Answer

According to the force field model, stability occurs when the driving and restraining forces are roughly in equilibrium-that is, they are of approximately equal strength in opposite directions.

Question 11

Even when present conditions are very bad, most people do not welcome an uncertain future.

Accepted Answer

Only when the present conditions are very bad do most people welcome an uncertain future.

Question 12

Resistance detracts from employees' sense of procedural justice.

Accepted Answer

Resistance is a form of voice, so it potentially improves procedural justice.By redirecting initial forms of resistance into constructive conversations, change agents can increase employee perceptions and feelings of fairness.

Question 13

One reason why employees typically resist change is that they dislike predictable role patterns.

Accepted Answer

People typically resist initiatives that force them out of their comfort zones and require them to invest time and energy in learning new role patterns.Unpredictable role patterns, rather than predictable patterns, cause resistance to change.

Question 14

When people support change, they typically assume that it is others who need to change.

Accepted Answer

When people support change, they typically assume that it is others, not themselves, who need to change.

Question 15

Team norms can contribute to resistance to change.

Accepted Answer

Teams develop and enforce conformity to a set of norms that guide behavior.However, conformity to existing team norms may discourage employees from accepting organizational change.

Question 16

Resistance is a form of voice.

Accepted Answer

Resistance is also a form of voice, so discussion potentially improves procedural justice.

Question 17

Subtle resistance is much more common than overt resistance.

Accepted Answer

A study of bank employees reported that subtle resistance is much more common than overt resistance.

Question 18

According to the force field analysis model, stability occurs when the driving forces and restraining forces are of approximately equal strength in opposite directions.

Accepted Answer

According to the force field model, stability occurs when the driving and restraining forces are roughly in equilibrium-that is, they are of approximately equal strength in opposite directions.

Question 19

Resistance is a form of conflict that should be viewed as relationship conflict.

Accepted Answer

Resistance is a form of conflict, but unfortunately change agents sometimes interpret that disagreement as relationship conflict.A more productive approach is to view resistance to change as task conflict.

Question 20

Resistance is motivational; it potentially engages people to think about change strategy and process.

Accepted Answer

Resistance is motivational; it potentially engages people to think about change strategy and process.

Quiz 15: Organizational Change

Unfreezing occurs by making the driving forces stronger, weakening the restraining forces, or a combination of both.

To bring about effective change, leaders typically create an urgency to change by buffering employees from the external environment.

Fear of the unknown usually motivates employees to support organizational change.

Customer feedback provides a human element that can energize employees to change their current behavior patterns.

The urgency for change must always be initiated from a problem-oriented perspective in order to be effective.

Unfreezing occurs when the driving forces are weaker than the restraining forces.

Exposing employees to external forces can strengthen the urgency for change, but leaders often need to begin the change process before problems come knocking at the company's door.

Refreezing involves producing disequilibrium between the current state and the future state.

When employees apply a cost-benefit analysis to a potential change, they consider only their own self-interest.

The force field analysis model states that stability is achieved only when the driving forces for change subside and are replaced by restraining forces acting in the same direction.

Even when present conditions are very bad, most people do not welcome an uncertain future.

Resistance detracts from employees' sense of procedural justice.

One reason why employees typically resist change is that they dislike predictable role patterns.

When people support change, they typically assume that it is others who need to change.

Team norms can contribute to resistance to change.

Resistance is a form of voice.

Subtle resistance is much more common than overt resistance.

According to the force field analysis model, stability occurs when the driving forces and restraining forces are of approximately equal strength in opposite directions.

Resistance is a form of conflict that should be viewed as relationship conflict.

Resistance is motivational; it potentially engages people to think about change strategy and process.