Question 1

Which conflict resolution technique does not attempt to determine any solution or resolution to the conflict?

Accepted Answer

Avoiding is the conflict resolution technique that does not attempt to determine any solution or resolution to the conflict. Instead, the parties involved in the conflict choose to ignore or minimize the issue, hoping that it will go away on its own. This approach is typically not effective in the long term and can lead to the conflict resurfacing later on.

Question 2

You observe a nurse continue to openly resist a process change on the unit that all other staff has already accepted. What is the term for individuals who respond with this type of behaviour?

Accepted Answer

The nurse is exhibiting characteristics of a laggard, a term used in the Diffusion of Innovations theory, which describes individuals who are slow to adopt new ideas or changes and may even openly resist them.

Question 3

According to Silber (1993), which of the following is a factor that affects an individual's ability to cope with change?

Accepted Answer

According to Silber (1993), flexibility is a factor that affects an individual's ability to cope with change. Being flexible allows individuals to adapt and adjust to new situations and circumstances, which is necessary for coping with change. While the other options listed (group's perception of loss, anticipated group consequences, and evaluation of previous situations) may also play a role in coping with change, they are not specifically mentioned by Silber as factors affecting an individual's ability to cope.

Question 4

Which of these is a characteristic of an effective change agent?

Accepted Answer

The answer of Which of these is a characteristic of...

Question 5

Which behavioural response is illustrated by the following statement? "If I don't do it, I will be left behind and I think this may be beneficial. I want to be known as someone who works with others."

Accepted Answer

The statement indicates that the person is willing to try something new ("I want to be known as someone who works with others"), but is not necessarily the first to do so ("If I don't do it, I will be left behind"). This is consistent with the characteristics of the early majority, who are willing to adopt new ideas once they have been proven by others.

Question 6

Which of the following is a change strategy that focuses on teaching workers about a new technology?

Accepted Answer

Training is a change strategy that focuses on teaching workers about a new technology. It can be done through formal classes or on-the-job training. Providing workers with the knowledge and skills they need to use new technologies effectively can help to reduce resistance to change and increase adoption rates. The other options (A, C, and D) are also change strategies, but they do not specifically focus on teaching workers about new technologies.

Question 7

What is the formal name for Lewin's change theory?

Accepted Answer

The formal name for Lewin's change theory is the Force-Field Model.

Question 8

Which of the following series of changes are included in Rogers' Diffusion of Innovations Theory?

Accepted Answer

Rogers' Diffusion of Innovations Theory involves the series of changes related to the adoption and diffusion of new ideas or technology. These changes include creating awareness about the innovation, encouraging interest, evaluating its usefulness, trying it out, and adopting it.

Question 9

Which type of organizational change alters authority relations or job redesign?

Accepted Answer

Structural change refers to changes in the organization's formal structure, such as job redesign or changes in authority relations. Cultural change pertains to changes in the organization's norms and values. Human resources change refers to changes in staffing or employee development. Physical setting changes pertain to changes in the physical environment of the organization.

Question 10

Which conflict resolution technique has the advantage of being the best solution for the conflict and encompasses all important goals to all sides?

Accepted Answer

Collaboration is the conflict resolution technique that aims to find the best solution for the conflict while ensuring that all important goals of all sides are considered. It involves a cooperative approach where parties work together to find a mutually beneficial outcome. This approach can lead to a win-win situation where all parties feel satisfied with the resolution.

Question 11

Change agents are important people in organizations and life. Which characteristic is a valuable and important aspect of being a change agent?

Accepted Answer

The answer of Change agents are important people in organizations...

Question 12

What is the term that correctly describes a source of disagreement between two people or groups?

Accepted Answer

Interpersonal conflict is the term that correctly describes a source of disagreement between two people or groups. Intrapersonal conflict refers to internal struggles within oneself, organizational conflict refers to conflicts within an organization, and conflict is a general term that can refer to any type of disagreement.

Question 13

One change theorist describes three simple steps that are needed for change to occur: unfreezing, movement, and refreezing. Who is this theorist?

Accepted Answer

Lewin is known for his three-step model of change which involves unfreezing (preparing for change), movement (implementing the change), and refreezing (stabilizing the change).

Question 14

One change theorist describes a five-step innovation and decision-making process theory. This theorist believed that change is always rejected initially and then adopted at a later time. He believes that change is reversible and rejection does not mean that it will always stay that way. He argues it can also work in reverse: change may be initially accepted and then rejected. Who is this theorist?

Accepted Answer

This description aligns with the theories of Everett Rogers, particularly his diffusion of innovation theory which outlines a five-stage process of innovation decision-making: awareness, interest, evaluation, trial, and adoption. Rogers also believes that change is often initially rejected but can be adopted later, and that adoption may also be followed by rejection at a later time.

Question 15

Which of the following is used as a source of power in the rational-empirical strategy for change?

Accepted Answer

The rational-empirical strategy for change relies on knowledge as a source of power. This approach emphasizes the use of data, logic, and scientific evidence to convince people of the need for change. It assumes that people will change their behavior if they understand the reasons for the change and believe that it will be beneficial. Social orientation (A) focuses on the needs and wants of the group, while authority and threat (B) rely on the use of power to force compliance. Teaching (D) can be a component of the rational-empirical strategy, but it is not the source of power.

Question 16

Which one of these models emphasizes the participation of key personnel and the change agent in designing and planning the intended change project?

Accepted Answer

The answer of Which one of these models emphasizes the...

Question 17

Organizational change is defined as a change that often causes the most stress or concern and is seen as an alteration of an organization's environment. Which of the following factors may be affected when an organizational change occurs?

Accepted Answer

The answer of Organizational change is defined as a change...

Question 18

Professional change is defined as a change that can

Accepted Answer

Professional change can have an impact on both personal and professional life, creating stress but also offering new and exciting opportunities. Option B only considers changes in career and is therefore not comprehensive. Option C is correct, but it is not the only defining feature of professional change. Option D is also correct, but it does not consider the potential negative aspects of professional change, such as stress and disruption.

Question 19

What is the term for individuals whose behavioural response includes openness and receptivity to planned change?

Accepted Answer

The answer of What is the term for individuals whose...

Question 20

Which of these factors is an indicator of the successful implementation of a project?

Accepted Answer

People feeling a sense of ownership of the change is an indicator that they are invested in the project's success and are more likely to commit to its implementation. While time limits and staff learning curves are important, they do not necessarily guarantee successful implementation, and the perception of change as neutral may indicate a lack of engagement or resistance to the project.

Quiz 15: Change, Innovation, and Conflict Resolution