Question 1

Which one of the following is not listed as a tactic for dealing with resistance to change?

Accepted Answer

Acceleration is not listed as a tactic for dealing with resistance to change. The other options (manipulation, participation, cooptation, and education) are all common tactics used to address resistance to change.

Question 2

Cooptation is a form of both manipulation and participation.

Accepted Answer

Cooptation involves manipulating individuals or groups to join or support a dominant group, while also allowing them to participate in decision making or benefits. Therefore, it contains elements of both manipulation and participation.

Question 3

What are the various ways in which employees express resistance to change?

Accepted Answer

The answer of What are the various ways in which...

Question 4

"Buying off" the leaders of a resistance group by giving them a key role and seeking their advice not to find a better solution but to get their endorsement is an example of ________.

Accepted Answer

Cooptation is the practice of buying off leaders of a resistance group by giving them a key role and seeking their advice not to find a better solution but to get their endorsement. Coercion involves the use of force or threats to coerce people into doing something against their will. Procedural fairness refers to the fairness of the process of decision-making, while distributive bargaining involves negotiating the distribution of resources. Operant conditioning is a psychological concept involving the use of consequences to modify behavior.

Question 5

You have threatened to eliminate positions and even to close down the company if your employees don't change their attitudes. The method for overcoming resistance that you have chosen is ________.

Accepted Answer

The method chosen is coercion, which involves the use of threats or force to gain compliance. The statement suggests that the manager has threatened to eliminate positions and even close the company if the employees do not change their attitudes. This indicates the use of power rather than a collaborative approach, making D the best choice.

Question 6

The application of direct threats or force upon resisters is called ________.

Accepted Answer

Coercion involves the use of direct threats or force to compel compliance or obedience from resisters. Negotiation, cooptation, manipulation, and arbitration do not involve the use of force or threats.

Question 7

Who built on Lewin's three-step model to create a more detailed approach for implementing change?

Accepted Answer

John Kotter built on Lewin's three-step model to create an eight-step model for implementing change.

Question 8

What are the various individual sources of resistance to change?

Accepted Answer

The answer of What are the various individual sources of...

Question 9

Which of the following forces in Lewin's three-step model for change direct employee behaviours away from the status quo?

Accepted Answer

The driving forces in Lewin's three-step model for change are the ones that direct employee behaviours away from the status quo. They are the forces that push for change, while restraining forces are the ones that push against change. Option A refers to the personal factors that influence change, while option B refers to the wider organizational factors that can impede or facilitate change. Option D is not a valid term in Lewin's model.

Question 10

Which of the following tactics for overcoming resistance to change is most likely to be beneficial when employees' fear and anxiety are high?

Accepted Answer

Building support and commitment is most effective when employees' fear and anxiety are high because it involves listening to their concerns, involving them in the change process, and providing support and reassurance, which can alleviate fears and build trust.

Question 11

People are more willing to accept changes if they trust the managers implementing them.

Accepted Answer

Trust is a key factor in accepting changes. If employees trust the managers who are bringing the changes, they are more likely to be receptive and adaptable to them. Conversely, if employees do not trust the managers, they may resist or even sabotage the changes.

Question 12

Who developed a three-step model for change that included unfreezing, movement, and refreezing?

Accepted Answer

Kurt Lewin developed the three-step model for change that included unfreezing, movement, and refreezing.

Question 13

Individuals higher in ________ are better able to learn and adapt to changes in the workplace.

Accepted Answer

Individuals with higher general mental ability are better able to learn and adapt to changes in the workplace due to their cognitive capabilities.

Question 14

Organizations and their members tend to resist change.

Accepted Answer

This statement is generally true as organizations and their members often prefer to maintain the status quo and resist change due to fear of the unknown, uncertainty, and potential disruptions to established processes and procedures.

Question 15

Using covert influence to overcome resistance to change is called ________.

Accepted Answer

The answer of Using covert influence to overcome resistance to...

Question 16

If individuals resisting change are included in making change decisions in an attempt to gain their support, this approach is called ________.

Accepted Answer

Cooptation involves involving those who resist change in the decision-making process in an attempt to gain their support. Exploitation involves taking advantage of another person or group for personal gain. Manipulation involves influencing someone to do something for personal gain without their knowledge or consent. Coercion involves forcing someone to do something against their will. Education involves providing information to help individuals understand the need for change.

Question 17

The management of a firm threatens to close a manufacturing plant whose employees are resisting an across-the-board pay cut. If the threat is untrue, the management is using ________.

Accepted Answer

The answer of The management of a firm threatens to...

Question 18

Procedural fairness while implementing changes is especially important when ________.

Accepted Answer

Procedural fairness is most important when employees perceive the outcome of the change as negative. This is because employees are more likely to accept a negative outcome if they feel that they were treated fairly and had a say in the decision-making process. It is important to ensure that the process for implementing changes is transparent, unbiased, and that employees have an opportunity to express their views and concerns.

Question 19

Which tactic to overcome resistance to change is a relatively inexpensive way to gain the support of adversaries, but may backfire if the targets become aware of the tactic?

Accepted Answer

The tactic referred to in the question is manipulation, which can be relatively inexpensive but may lead to negative consequences if the targets realize they are being manipulated. Negotiation, conciliation, coercion, and arbitration do not involve manipulation and thus do not fit the description provided in the question.

Question 20

What are the various organizational sources of resistance to change?

Accepted Answer

The answer of What are the various organizational sources of...

Quiz 17: Organizational Change and Stress Management