Question 1

Which of the following is not an example of individual resistance to change?

Accepted Answer

Fixed investments are a form of organizational resistance to change, not individual resistance. Perceptions, personality, and habit are all examples of individual resistance to change.

Question 2

The organizational development approach to change is characterized by all of the following except:

Accepted Answer

The organizational development approach to change focuses on developing employees' competencies, promoting participative leadership, and aligning incentives with performance. It does not prioritize structure and strategy as the primary focus of change.

Question 3

One source of individual resistance to change is:

Accepted Answer

Personality is a source of individual resistance to change because some individuals may be more resistant to change due to their personal characteristics, such as anxiety or low tolerance for ambiguity. Organization design, interorganizational agreements, and organizational culture may affect how change is implemented and perceived, but they are not individual sources of resistance to change.

Question 4

Which initiative contributing to effective change management involves creating readiness for change and overcoming resistance to change?

Accepted Answer

Motivating change involves creating readiness for change and overcoming resistance to change, which are essential to effective change management. Creating a vision, developing political support, and managing the transition are also important initiatives, but they do not directly address readiness and resistance to change.

Question 5

All of the following are common characteristics of effective planned change programs except:

Accepted Answer

While external guidance and support can be helpful, it is not a necessary characteristic of effective planned change programs. In fact, programs that rely solely on external parties may not be as sustainable or impactful as those that incorporate input and buy-in from members of the organization. The other characteristics listed (A, C, and D) are commonly recognized as important for successful change efforts.

Question 6

Successful planned change efforts will typically include all of the following except:

Accepted Answer

While involving an external party may be helpful in some cases, it is not essential for successful planned change efforts. In fact, change efforts that are driven primarily by external consultants or experts are often less effective than those that involve the organization's own members taking ownership of the process. Therefore, option D is the correct choice.

Question 7

Liberty Mutual Insurance Company has recently decided to reorganize their service department in a move away from what has been a rather rigid hierarchical structure.The company plans to institute self-managing teams in an attempt to serve customers more quickly and more effectively.Departmental supervisors have not been enthusiastic about the idea,which they say is unnecessary.The opposition of the departmental supervisors is most likely an example of ____ as a source of resistance to change.

Accepted Answer

The departmental supervisors' opposition to the idea of self-managing teams is most likely due to the potential threats to their power and influence within the department. The introduction of self-managing teams could shift decision-making power from the supervisors to the teams themselves, which could disrupt the existing power dynamic and leave the supervisors feeling threatened.

Question 8

According to the Self Competency: Are You Ready to Change,a low overall score means you:

Accepted Answer

The answer of According to the Self Competency: Are You...

Question 9

Which of the following is an example of individual resistance to change?

Accepted Answer

Threats to power and influence refer to individuals or groups within the organization who may feel their position or status is threatened by a proposed change. This can result in resistance to the change. Fixed investments, resource limitations, and interorganizational agreements are not examples of individual resistance to change.

Question 10

Which initiative contributing to effective change management involves developing new competencies and skills and reinforcing new behaviors?

Accepted Answer

Sustaining momentum in change management involves reinforcing new behaviors and developing new competencies and skills to ensure the change is maintained over time.

Question 11

All of the following are examples of individual resistance to change except:

Accepted Answer

Resource allocation is not an example of individual resistance to change, as it is often a decision made by those in power rather than individuals resisting change. Perceptions, habits, and threats to power and influence are all examples of individual resistance to change.

Question 12

Which initiative contributing to effective change management involves energizing commitment and describing a desired future state?

Accepted Answer

Creating a vision involves energizing commitment and describing a desired future state. It helps people understand the purpose of change and provides a clear direction to work towards.

Question 13

Two weeks ago,the Bluefield Home Supplies instituted a change in procedure in an attempt to improve customer satisfaction.Under the new procedure,the production foreperson is supposed to notify both the sales and shipping department when an order is scheduled for production,and also when production has been completed.Dan Dyo is in charge of the third shift,and resents this new regulation as just an additional,unnecessary imposition of paperwork on his already overloaded job.Even though he tries to keep the new procedures in mind along with the numerous other things that he must track in his job,Dan has frequently forgotten to send the appropriate notifications when an order is scheduled for production.This has led to significant feelings of stress and frustration for Dan.Dan's unintentional forgetting is most likely an example of ____ as a source of resistance to change.

Accepted Answer

Dan's forgetting to send the appropriate notifications despite his efforts to keep the new procedures in mind suggests that his resistance to the change is due to his perceptions. It is likely that he sees the new regulation as an unnecessary imposition and as a result, he is unintentionally forgetting to comply with it.

Question 14

When employees may fear that,after changes are made,they won't be able to perform as well and thus may not be as valuable to the organization,their supervisors,or their coworkers,they are experiencing which of the following reasons for individual resistance to change?

Accepted Answer

When employees fear that they won't be able to perform as well after changes are made, they are concerned about the economic impact on their value to the organization, their supervisors, and coworkers. This is a type of economic reason for individual resistance to change.

Question 15

According to the Self Competency: Are You Ready to Change,research data show scores on this test have a mean of ___,on a scale from 16 to 112.

Accepted Answer

The question states that the scores on the test range from 16 to 112, and we are asked to find the mean score. None of the answer choices are outside of this range, so we can eliminate A and B. It is unlikely that the mean score would be as high as 100, which is near the upper end of the range, so we can eliminate D. That leaves C as the best choice, which makes sense as a midpoint in the range.

Question 16

Resistance to change may typically be:

Accepted Answer

Resistance to change can take on both overt (openly expressed) and covert (hidden) forms at both the individual and organizational levels. Therefore, option C is the best choice as it is the only option that accurately encompasses all of the possibilities.

Question 17

Resistance to change may stem from two basic sources:

Accepted Answer

Resistance to change can come from individuals who may not want to give up familiar ways of doing things, and from the organization itself, which may be resistant to change due to the disruption it may cause to established processes and norms.

Question 18

Employees who are highly dependent on their boss for feedback on performance may resist change until their boss personally endorses the change.This would be an example of ____ as a source of resistance to change.

Accepted Answer

Personality factors such as a person's need for approval or dependency on authority figures can influence their resistance to change. In this situation, an employee's dependence on their boss for feedback reveals a personality trait that may cause resistance to change until the boss endorses it.

Question 19

Which of the following represents the set of basic initiatives that contribute to effective change management?

Accepted Answer

The five basic initiatives that contribute to effective change management are motivating change, creating a vision, developing political support, managing the transition, and sustaining momentum. Option D includes all five of these initiatives. Option A only includes the first two, Option B includes three out of five, and Option C includes four out of five. Therefore, Option D is the best choice.

Question 20

In many small dot-com start-ups,maximizing market value prior to the sale of shares is their sole purpose.Which approach to planned organizational change are they most likely to use?

Accepted Answer

The economic approach focuses on maximizing financial outcomes and is often used in start-ups where the primary goal is to increase market value prior to selling shares. Lewin's model, organizational development, and team building focus on broader organizational change and may not be as relevant to companies with a specific financial goal in mind.

Quiz 17: Managing Organizational Change