Question 1

A supervisor's job would be simplified if no new products were introduced,government regulations were never modified,technology never changed,or employees' needs didn't shift.

Accepted Answer

If no new products were introduced, government regulations were never modified, technology never changed, or employees' needs didn't shift, the supervisor would have a more stable and predictable work environment, making their job easier.

Question 2

Many of today's supervisors have to learn to manage in a world of constant ________.
A)stability
B)change
C)complacency
D)independence
E)stagnation

Accepted Answer

The sentence talks about supervisors having to manage in a world of constant something. The opposite of constant stability would be constant change. Therefore, the best choice is B)change.

Question 3

An example of an external force that creates a need for change is ________.
A)new equipment
B)employee attitudes
C)technology
D)long range plans
E)modification of organization's strategy

Accepted Answer

Technology is an external force that can quickly become outdated and create a need for change within an organization. For example, if a company's competitors are using more advanced technology, the company may need to upgrade their own technology in order to remain competitive.

Question 4

Identify the ways the traditional change process model can move through unfreezing the status quo,changing to a new state,and refreezing the new change.

Accepted Answer

The answer of Identify the ways the traditional change process...

Question 5

The change model that takes into consideration that environments are both uncertain and dynamic is the ________.
A)mechanistic model
B)conservative view
C)traditional view
D)contemporary view
E)bureaucratic model

Accepted Answer

The contemporary view is the change model that takes into consideration that environments are both uncertain and dynamic. This view emphasizes the need for flexibility and adaptability in organizations to respond to changing environments. The mechanistic model, conservative view, traditional view, and bureaucratic model are all more rigid and less adaptable to change.

Question 6

People who act as catalysts and assume the responsibility for overseeing the change process are called ________.
A)overseers
B)change agents
C)stockholders
D)stakeholders
E)commanders

Accepted Answer

People who act as catalysts and assume the responsibility for overseeing the change process are called change agents. They are responsible for identifying the need for change, developing a plan of action, and implementing the plan. They work closely with stakeholders to ensure that the change process runs smoothly and meet the desired outcomes. Therefore, the best choice is B (change agents).

Question 7

Outside consultants hired by an organization to provide advice and assistance for major system-wide changes may be at a disadvantage because they have an inadequate understanding of the organization's ________.
A)customers
B)suppliers
C)product
D)processes
E)culture

Accepted Answer

Understanding an organization's culture is crucial for effectively implementing system-wide changes. Consultants without an adequate understanding of an organization's culture may propose solutions that conflict with the organization's values and norms or that do not take into account the resistance that may arise from employees who are deeply rooted in the existing culture.

Question 8

In a stable organization where supervisors have been in their positions for years,there might be a need to ________ to retain more ambitious employees,affording them more scheduling flexibility and possibly some upward mobility.
A)restructure jobs
B)increase pay
C)transfer employees to a different department
D)consult with managers
E)ask the HR department for advice

Accepted Answer

Restructuring jobs to allow for more scheduling flexibility and upward mobility can help retain ambitious employees who may otherwise look for opportunities elsewhere. This can also lead to increased job satisfaction and motivation among employees who may feel stagnant in their current roles. Increasing pay alone may not address the underlying issues that are causing turnover among ambitious employees, and transferring employees or consulting with managers may not necessarily result in meaningful changes to the job structure. Asking the HR department for advice may be helpful, but ultimately the organization needs to take action to make necessary changes in order to retain top talent.

Question 9

One of the most well documented findings in the study of people at work is that individuals ________.
A)resist discipline
B)resist change
C)hope for change
D)dislike work
E)welcome change

Accepted Answer

One of the most well-documented findings in organizational behavior and psychology is that individuals tend to resist change. This resistance can stem from fear of the unknown, loss of control, or disruption of routines, among other reasons.

Question 10

One type of resistance effort that is subtle and difficult for a supervisor to recognize is the ________ effort.
A)overt
B)implicit
C)deferred
D)immediate
E)subversive

Accepted Answer

Implicit resistance efforts are often subconscious and not overtly expressed, making them difficult for a supervisor to recognize. They may include things like decreased productivity or passive non-compliance, which are more subtle than overt resistance efforts like open defiance or sabotage. Deferred and immediate efforts do not match the description of a subtle resistance effort, and subversive efforts are typically more overt and intentional.

Question 11

An example of an internal force that creates a need for change is ________.
A)government regulations
B)technology
C)economic forces
D)the marketplace
E)workforce composition

Accepted Answer

Workforce composition refers to the employees within an organization and can create a need for change if the current composition is not diverse or representative of the community. This can lead to a lack of innovation and limited perspectives, making it necessary to implement changes to improve diversity and inclusion within the workforce.

Question 12

An alteration of an organization's environment,structure,technology,or people is referred to as ________.
A)expansion
B)change
C)reduction
D)improvement
E)modification

Accepted Answer

An alteration of an organization's environment, structure, technology, or people is most commonly referred to as change. Expansion, reduction, improvement, and modification are all potential outcomes or goals of a change, but they do not encompass the broader concept of change itself.

Question 13

Employee resistance to change can surface in several forms-overt,implicit,immediate,or ________.
A)clandestine
B)subversive
C)covert
D)explicit
E)deferred

Accepted Answer

Deferred resistance to change refers to situations where employees may not immediately show their resistance but might do so at a later time, which aligns with the context of the question.

Question 14

Employees often fear that any change in their work environment may reduce their ________.
A)work hours
B)employment status
C)unemployment income
D)job security or income
E)power

Accepted Answer

Job security and income are closely linked, and employees may fear that any change in their work environment could lead to reduced income or even job loss.

Question 15

According to the traditional three-step description of the change process,successful change requires unfreezing the status quo,changing to a new state,and refreezing the new change to make it permanent.

Accepted Answer

This statement accurately describes the traditional three-step process for successful change.

Question 16

The status quo can be considered an equilibrium state.To move from this equilibrium,unfreezing is necessary.One way this can be achieved is ________.
A)decreasing restraining forces
B)team cooperation
C)management approval
D)assessing the situation
E)supervisor commitment

Accepted Answer

The unfreezing process requires decreasing or weakening the restraining forces that are maintaining the status quo. Therefore, decreasing restraining forces is the best option to move from the current equilibrium state. The other options such as team cooperation, management approval, assessing the situation, and supervisor commitment might be useful but they are not directly related to the unfreezing process.

Question 17

The traditional three-step change process requires ________,changing to a new state,and refreezing.
A)team cooperation
B)unanimous team approval
C)management approval
D)unfreezing the status quo
E)coordinating change-related activities

Accepted Answer

The traditional three-step change process includes unfreezing the status quo, changing to a new state, and refreezing. This means that the first step is to disrupt the current way of doing things, the second step is to implement the change, and the third step is to make sure the change becomes permanent. None of the other options are essential components of the traditional three-step change process.

Question 18

The traditional view of change might have been appropriate to the relatively calm environment that most organizations faced ________.
A)in the early 1900s
B)from the 1920s to the 1940s
C)from the 1940s to the 1960s
D)from the 1960s to the 1970s
E)in the late 1900s

Accepted Answer

The answer of The traditional view of change might have...

Question 19

When supervisors,in cooperation with company officials,make sweeping changes in departments to produce positive change that effort is called ________.
A)organization development
B)strategic planning
C)organization downsizing
D)restructuring
E)reorganization

Accepted Answer

Organization development involves efforts to produce positive changes in the workplace, often through changes in its structure, processes, or culture, in cooperation with company officials and supervisors.

Question 20

In the three-step process of change,the step in which we stabilize the new situation by balancing the driving and restraining forces is known as ________.
A)unfreezing
B)solidifying
C)strengthening
D)freezing
E)refreezing

Accepted Answer

The step in which we stabilize the new situation by balancing the driving and restraining forces is known as refreezing. This step involves integrating the changes into the organization's culture, ensuring that employees are aware of the new expectations, and reinforcing the changes to prevent relapse into the old ways of doing things.

Quiz 15: Change Management

A supervisor's job would be simplified if no new products were introduced,government regulations were never modified,technology never changed,or employees' needs didn't shift.

Many of today's supervisors have to learn to manage in a world of constant ________.

An example of an external force that creates a need for change is ________.

Identify the ways the traditional change process model can move through unfreezing the status quo,changing to a new state,and refreezing the new change.

The change model that takes into consideration that environments are both uncertain and dynamic is the ________.

People who act as catalysts and assume the responsibility for overseeing the change process are called ________.

Outside consultants hired by an organization to provide advice and assistance for major system-wide changes may be at a disadvantage because they have an inadequate understanding of the organization's ________.

In a stable organization where supervisors have been in their positions for years,there might be a need to ________ to retain more ambitious employees,affording them more scheduling flexibility and possibly some upward mobility.

One of the most well documented findings in the study of people at work is that individuals ________.

One type of resistance effort that is subtle and difficult for a supervisor to recognize is the ________ effort.

An example of an internal force that creates a need for change is ________.

An alteration of an organization's environment,structure,technology,or people is referred to as ________.

Employee resistance to change can surface in several forms-overt,implicit,immediate,or ________.

Employees often fear that any change in their work environment may reduce their ________.

According to the traditional three-step description of the change process,successful change requires unfreezing the status quo,changing to a new state,and refreezing the new change to make it permanent.

The status quo can be considered an equilibrium state.To move from this equilibrium,unfreezing is necessary.One way this can be achieved is ________.

The traditional three-step change process requires ________,changing to a new state,and refreezing.

The traditional view of change might have been appropriate to the relatively calm environment that most organizations faced ________.

When supervisors,in cooperation with company officials,make sweeping changes in departments to produce positive change that effort is called ________.

In the three-step process of change,the step in which we stabilize the new situation by balancing the driving and restraining forces is known as ________.