Deck 10: Leading Organizational Change

Question 1

Successful firms sometimes become complacent and change-resistant

Answer 1

True
Success can be taken for granted, not something that has to be earned, and thus can breed excessive complacency

Question 2

Managers are often too pessimistic about the pace at which change can be implemented

Answer 2

False
In general, managers are typically too optimistic about the pace of change and they underestimate the difficulty

Question 3

Members of change teams should understand the concerns of others involved in the change

Answer 3

True
Change is a political process, and without this type of insight and understanding is likely to be unsuccessful

Question 4

Change management must be a core capability for today's firms

Question 5

Managing and implementing change is a neat orderly process

Question 6

The content of change is less important than the process

Question 7

Leadership is very important to the change process

Question 8

Firms sometimes centralize, then decentralize, then centralize again

Question 9

If performance exceeds expectations, there is significant motivation to change

Question 10

Anticipatory change is generally preferable to reactive

Question 11

Organizational complexity simplifies the management of change

Question 12

Incremental change requires a large number of simultaneous changes

Question 13

Change must always be led from the top of the organization

Question 14

Some firms allocate insufficient resources for successful change management

Question 15

Some firms try to implement too many changes simultaneously

Question 16

Strategic managers must concentrate on lagging indicators of performance

Question 17

The locus of the majority of events necessitating change lies within the firm

Question 18

Political support for the change process is highly desirable

Question 19

Communicating and reinforcing a vision is an important part of successful change management

Question 20

Trust and agreement are easy to create in all relevant constituencies for the change