Question 1

In the dreaming phase,participants focus on finding a common vision of how the organization will look and agree on its unique qualities.

Accepted Answer

The answer of In the dreaming phase,participants focus on finding...

Question 2

Rory knows that in order to institute real change,he has to overcome individual resistance and group conformity among his staff.This is known as unfreezing.

Accepted Answer

Unfreezing is the first step in Lewin's change management model, in which individuals and groups are prepared for change by overcoming resistance and conformity.

Question 3

Change agents act as catalysts and assume the responsibility for managing change activities.

Accepted Answer

Change agents are individuals or teams who act as catalysts in enabling an organization to achieve its goals and objectives. They assume responsibility for managing change activities, including planning, implementing, and monitoring the change process.

Question 4

The changes that Aisha has introduced to his department has gone easily because whenever the department encounters a problem,the department gathers and reviews objectives,policies and standard routines in order to learn.This process is known as

Accepted Answer

The process described in the scenario is an example of double-loop learning, which involves questioning and potentially changing underlying assumptions and values, in addition to changing actions to address a problem. This is reflected in the description of the department gathering to review objectives, policies, and standard routines in order to learn and address a problem.

Question 5

The recent turmoil on the financial markets around the world can be considered a force of change for organizations.

Accepted Answer

The financial market turmoil can lead to changes in organizations' strategies, operations, and policies, as they adjust to new economic conditions and market trends.

Question 6

Tim is personally in favour of many of the changes that his organization is attempting to institute,but he fears that group norms will prevent them for being effective.This is known as group inertia.

Accepted Answer

Group inertia refers to the tendency for groups to resist change even when some members may personally support it. Tim's fear that group norms will prevent change from being effective is an example of group inertia.

Question 7

Allan had a meeting with his staff to help identify the unique qualities and special strengths of his staff and the organization so that these strengths can be built upon to improve performance.This exercise is known as action research.

Accepted Answer

The exercise described is more accurately referred to as a strengths assessment or strengths-based approach, which focuses on identifying and leveraging individual and organizational strengths. Action research involves a cycle of problem identification, action intervention, and reflection to solve organizational problems.

Question 8

Technology is linked most closely with which dimension of the commitment to learning organization principles?

Accepted Answer

Technology is most closely linked with the "embedded system" dimension, as it involves integrating systems and tools that support learning and knowledge sharing within an organization.

Question 9

If an organization is focused on adapting to its environment and championing employee learning through the actions of senior management,which dimension of the commitment to learning organization principles is it following?

Accepted Answer

Strategic leadership involves senior management taking actions that demonstrate a commitment to learning and adapting to the organization's environment. This includes setting a vision for learning, modeling learning behaviors, and creating a culture that values and supports learning throughout the organization.

Question 10

Feeling uniformed about what is happening is a source of organizational resistance to change.

Accepted Answer

The answer of Feeling uniformed about what is happening is...

Question 11

Modifying the company's objectives,policies and routines in response to errors is an example of

Accepted Answer

Modifying the company's objectives, policies, and routines in response to errors is an example of double-loop learning, as it involves questioning and potentially changing the underlying assumptions and values that guide the organization's decision-making processes. This goes beyond just correcting specific errors (single-loop learning) or making incremental improvements (continuous improvement or first-order learning) and involves more fundamental and transformative changes.

Question 12

Driving forces are those that hinder movement from the existing equilibrium.

Accepted Answer

This statement is incorrect. Driving forces are those that encourage or drive movement away from the existing equilibrium.

Question 13

When people learn on the job,this is described as which dimension of the commitment to learning organization principles?

Accepted Answer

Learning on the job falls under the dimension of continuous learning, which emphasizes ongoing development and improvement of skills and knowledge among employees.

Question 14

Consumers demanding companies adopt more "green" practices is an example of a competitive force for change.

Accepted Answer

This scenario is an example of a social and political pressure, not a competitive force. Competitive forces involve actions taken by competitors, whereas demands for "green" practices come from consumers or society, influencing companies to change for ethical, environmental, or social reasons.

Question 15

Cultural diversity and aging populations are examples of the nature of the workplace,one force for organizational change.

Accepted Answer

Cultural diversity and aging populations can impact the workplace by requiring new policies, procedures, and training to accommodate different beliefs, values, and needs of employees. As a result, organizations need to adapt and change to effectively manage these diverse workforces.

Question 16

Appreciative inquiry has proven to be an effective change strategy in Canadian organizations.

Accepted Answer

Appreciative inquiry is a well-established and successful change strategy in Canadian organizations, as it focuses on identifying and amplifying existing strengths and positive qualities of a team or organization, rather than solely addressing weaknesses or problems. It has been used in various industries and sectors, including healthcare, education, and business.

Question 17

In action research,analysis is followed by diagnosis.

Accepted Answer

In action research, the diagnosis typically precedes analysis. Diagnosis involves identifying the problem or area for improvement, while analysis involves examining the data collected to understand the problem more deeply and to develop strategies for action.

Question 18

Within the framework of action research,diagnosis is analogous to a physician's search to find specifically what ails the patient.

Accepted Answer

In action research, diagnosis involves identifying the specific issues or challenges that need to be addressed, similar to how a physician searches for the specific illness affecting a patient.

Question 19

Stabilizing a change intervention by balancing driving and restraining forces is termed unfreezing.

Accepted Answer

Unfreezing is the first step in Lewin's change management model, which involves preparing an organization to accept that change is necessary. Stabilizing a change intervention by balancing driving and restraining forces is more closely related to the 'changing' or 'movement' phase, where new attitudes, values, and behaviors are introduced.

Question 20

Kotter's eight-step plan for implementing change began as a list of common failures of mangers who fail at implementing change.

Accepted Answer

This statement is true, as Kotter developed his eight-step plan after studying the common mistakes made by managers who were unsuccessful in implementing change.

Quiz 14: Organizational Change