Question 1

____ is a method for overcoming resistance to organization change.

Accepted Answer

Force-field analysis is a method that involves assessing the driving forces and restraining forces affecting a change initiative. By identifying and addressing the restraining forces, an organization can reduce resistance to change and increase the likelihood of successful implementation. Centralization, automation, management by exception, and departmentalization are not methods specifically designed to overcome resistance to change.

Question 2

A force-field analysis identifies

Accepted Answer

A force-field analysis involves identifying the forces that will either support or restrain a proposed change in an organization. These forces can either facilitate or hinder organizational change. Therefore, the correct answer is D - factors that facilitate or hinder organization change. Choices A, B, C, and E are unrelated to the concept of force-field analysis.

Question 3

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.

Question 4

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decided to move its headquarters out of New Jersey.It was tired of the high business taxes,high cost of living,an old outdated headquarters facility,and terrible commutes for its employees.Mercedes was at which step in the comprehensive approach to change?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

Recognizing the need for change is the step where an organization identifies issues or potential areas for improvement, which is what Mercedes-Benz did by acknowledging problems like high taxes, cost of living, outdated facilities, and bad commutes.

Question 5

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 has three stages: unfreezing, transforming, and refreezing. The unfreezing stage involves preparing employees or stakeholders for the change that is about to occur. In the case of European countries introducing the Euro, they spent years preparing citizens for the change, which falls within the unfreezing stage. Therefore, the best choice is C) unfreezing.

Question 6

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

Desiree's reluctance to take the promotion is likely due to uncertainty about the new area, including its culture, work environment, and local amenities. This type of uncertainty is a common cause of employee resistance to change, as people tend to prefer familiar situations and are hesitant to step outside of their comfort zone.

Question 7

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 8

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 is setting goals for change by proactively searching for a new headquarters location that meets specific criteria. This falls under the second step in the comprehensive organization change model.

Question 9

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

Accepted Answer

Social responsibility is not one of the major areas in which organization change takes place. The other choices (organization structure and design, technology and operations, and people) are all major areas in which organization change takes place.

Question 10

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 11

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 12

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

The most effective way to overcome the resistance of cell phone users to change platforms would be through education and communication. By informing the users about the benefits of the new system and ensuring that they understand how to use it effectively, marketers can help to ease their concerns and increase their willingness to switch to the new platform. This approach is likely to be more successful than using force-field analysis, facilitation, participation, or institutionalizing the change, as these methods may be less effective in addressing the specific concerns and preferences of individual users.

Question 13

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

Accepted Answer

A high level of risk propensity is not a reason for employee resistance to change as individuals who are comfortable with taking risks are typically more open to change. The remaining options: uncertainty, threatened self-interests, different perceptions, and feelings of loss are all factors that can fuel resistance to change among employees.

Question 14

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 uncertainty caused by the CEO's abrupt retirement and the lack of announcement regarding her replacement has created a sense of ambiguity, making the managers hesitant to take any risks or make any changes until they have a better understanding of the situation.

Question 15

Studies of the organization change process found that participation

Accepted Answer

Studies have generally found that participation in the change process can lead to increased productivity and cooperation among employees. By involving them in the decision-making and implementation stages, they become more invested in the success of the change and are more likely to work collaboratively towards its achievement. Reduced communication or higher training costs are not typically associated with participation. Adoption of differing perceptions may occur, but this can potentially lead to more creative solutions and a broader range of perspectives being considered, rather than being seen as a negative outcome.

Question 16

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 allows employees to have a better understanding of the reasons for the change and contributes to their commitment and support for the change. Force-field analysis and facilitation are techniques used in change management, but they do not specifically address employee understanding or involvement. Education and communication are important components of change management, but they do not offer employees an opportunity to participate in the change process. Institutionalizing the change is a separate phase that occurs after the change has been implemented.

Question 17

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 answer of The mobile device security market is expected...

Question 18

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 19

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 20

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 in the question is force-field analysis. This involves identifying and analyzing the forces that are driving towards the change and those that are resisting it, with the aim of minimizing the resistance and maximizing the driving forces. Facilitation, implementation, participative development, and communication and education are all important elements of change management but do not specifically refer to the process of identifying and eliminating negatives through force-field analysis.

Quiz 12: Managing Change and Innovation