Question 1

Planned change has a better chance of success when people are used to doing things the traditional way.

Accepted Answer

Planned change can often face resistance from individuals who are used to doing things the traditional way. It is important to consider this resistance and take steps to address it in order to increase the likelihood of success.

Question 2

Lewin's model for planned change depicts change as a non-linear, dynamic process.

Accepted Answer

Lewin's model for planned change depicts change as a linear process, consisting of three main stages: unfreezing, changing, and refreezing.

Question 3

Unfreezing is the change phase in which a situation is prepared for change and felt needs for change are developed.

Accepted Answer

Unfreezing is the first phase of the change process in which the current situation is analyzed and the need for change is identified. During this phase, individuals or groups become aware of the need for change and are prepared for the change process.

Question 4

Changing, the second phase of Lewin's planned organizational change model, can be implemented by identifying new, more effective ways of behaving; choosing appropriate changes in tasks, people, culture, technology, and/or structure; and taking action to put changes in tasks, people, culture, technology, and/or structure into place.

Accepted Answer

This statement accurately describes the second phase of Lewin's planned organizational change model.

Question 5

Transformational change is a type of planned change that results in a major and comprehensive redirection of the organization.

Accepted Answer

Transformational change is characterized by significant and widespread shifts in the structure, culture, processes, and systems of an organization. It involves a fundamental reevaluation of the organization's purpose, strategy, and goals, and often requires a radical departure from past practices and traditions. Transformational change is distinct from incremental or continuous change, which involves smaller-scale adjustments to the organization over time.

Question 6

The most successful and enduring change leadership is that which can harness the advantages of both top-down and bottom-up change.

Accepted Answer

Both top-down and bottom-up change have their own advantages and limitations. A successful change leadership approach would incorporate elements of both to leverage the strengths of each approach. This would involve engaging and empowering employees at all levels to contribute to the change process, while also providing a clear direction and support from leadership to ensure alignment and consistency.

Question 7

A force-coercion strategy for change involves the use of formal authority and/or rewards or punishments.

Accepted Answer

A force-coercion strategy for change relies on the use of authority and/or rewards or punishments to encourage compliance with a desired change. This approach is often contrasted with more collaborative and participative strategies that seek to engage individuals or groups in the change process.

Question 8

Refreezing is the phase of stabilizing the change and creating the conditions for its long-term continuity.

Accepted Answer

Refreezing is indeed the phase of stabilizing the change and creating the conditions for its long-term continuity.

Question 9

Planned change takes steps to best align the organization with anticipated future challenges.

Accepted Answer

Planned change involves taking intentional steps to prepare for future challenges and make adjustments to better align the organization with its goals and objectives.

Question 10

Political maneuvering is the version of the force-coercion change strategy that is being used when the change agent takes direct and unilateral action to command that change occurs.

Accepted Answer

Political maneuvering involves using informal power, negotiation, and alliances to influence change, rather than direct and unilateral commands, which are characteristic of the force-coercion strategy.

Question 11

The "changing phase" is the first phase in Lewin's model for planned change.

Accepted Answer

The first phase in Lewin's model for planned change is "unfreezing," not "changing phase."

Question 12

Change agents who use the rational persuasion change strategy believe that people are guided by reason in their actions and decision making, and they use information and facts to communicate the desirability of change.

Accepted Answer

Change agents who use rational persuasion strategy rely on logical arguments, facts and information to convince people to change. They assume that people are rational thinkers who will change their behavior if presented with compelling reasons to do so.

Question 13

The organizational targets for change include tasks, people, structure, technology, and culture.

Accepted Answer

The organizational targets for change include all of these elements, as they all contribute to the functioning and effectiveness of an organization. Change may be needed in any of these areas to achieve desired outcomes or adapt to new circumstances.

Question 14

A common organizational target for change involves the attitudes and competencies of the employees and the human resource systems that support them.

Accepted Answer

Attitudes and competencies of employees and the human resource systems that support them are important factors in achieving organizational change. Therefore, it is a common target for change in organizations.

Question 15

People may not want to change even when conditions require it; consequently, managers and change agents need to deal with people's tendencies to resist change.

Accepted Answer

This statement is true. Resistance to change is a common human tendency, and managers and change agents need to be aware of this and find ways to address it when implementing changes in an organization.

Question 16

Transformational change is at the top of the organizational change pyramid.

Accepted Answer

Transformational change is a type of change that involves significant and fundamental alterations to an organization's strategies, structures, and culture. It is considered as the most extensive and comprehensive form of organizational change and is thus placed at the top of the organizational change pyramid.

Question 17

Reactive change is a type of planned change that bends and nudges existing systems and practices to better align them with emerging problems and opportunities.

Accepted Answer

Reactive change is a response to external pressures and problems after they occur, rather than a proactive or planned approach to align systems and practices ahead of emerging issues.

Question 18

Transformational change is usually led from the bottom.

Accepted Answer

Transformational change is usually led from the top, usually by senior leaders or executives within an organization who have the authority to make major decisions and implement significant changes. They are responsible for setting the vision and direction for the organization and guiding the process of transformational change. However, it is important to involve all levels of the organization in transformational change efforts to ensure buy-in and successful implementation.

Question 19

Bottom-up change initiatives are necessary to build institutional capability for sustainable change and organizational learning.

Accepted Answer

Bottom-up change initiatives involve empowering and encouraging employees at all levels to contribute to and lead change efforts, which can build institutional capability for sustainable change and promote a culture of organizational learning.

Question 20

A manager who uses the rational persuasion change strategy relies on special knowledge, empirical data, and rational argument to bring about change.

Accepted Answer

The rational persuasion change strategy involves using facts, data, and logical arguments to convince others to adopt a new idea or behavior.

Quiz 12: Organization Culture and Change