Question 1

If a company hired a consultant to decrease group friction and enhance cooperative work relationships, this would be an example of managing which change category?
A) structure
B) competitors
C) technology
D) people

Accepted Answer

Hiring a consultant to decrease group friction and enhance cooperative work relationships involves managing the human aspect of an organization, which falls under the people change category.

Question 2

Which of the following represents the relationship between organizational culture and change?
A) Culture can change in months but not weeks.
B) Culture and change are naturally compatible.
C) Culture tends to be very resistant to change.
D) Culture can never be purposely changed.

Accepted Answer

Organizational culture tends to be very resistant to change. This is because culture is deeply rooted in an organization's history, values, beliefs, and behaviors, and changing these aspects is not easy. However, with deliberate effort and the right tactics, culture can be slowly and gradually changed over time. Option A is incorrect because culture can take years, even decades, to change, and not just months. Option B is too broad and lacks specificity. Option D is incorrect because culture can be purposely changed, albeit with difficulty.

Question 3

Which of the following is not a favorable situational condition that may facilitate change in an organizational culture?
A) the culture is weak
B) the organization is young and small
C) stock prices remain constant
D) a dramatic crisis occurs

Accepted Answer

Constant stock prices do not necessarily create a favorable condition for change in an organizational culture. The other options (weak culture, young and small organization and a dramatic crisis) are all factors that may facilitate change in a culture.

Question 4

Which OD technique involves changing behaviour through unstructured group iteraction?
A) process consultation
B) sensitivity training
C) intergroup development
D) team building

Accepted Answer

Sensitivity training is the OD technique that involves changing behaviour through unstructured group interaction. In sensitivity training, individuals are encouraged to discuss and express their feelings openly to others within the group, which increases their self-awareness and sensitivity towards others. Process consultation involves a consultant helping a client to diagnose and solve their problems. Intergroup development involves improving the relationships and processes between different groups within an organization. Team building involves developing the skills and relationships within a specific team.

Question 5

All of the following are mentioned as actions that managers can use to deal with resistance to change except ________.
A) diversification
B) education and communication
C) participation
D) facilitation and support

Accepted Answer

Diversification is not a recommended action for managers to deal with resistance to change. The other options - education and communication, participation, and facilitation and support - are all commonly used strategies to manage resistance to change.

Question 6

Which of the reasons for resistance to change expressed by an employee may be beneficial to the organization?
A) refreezing
B) change is incompatible with the interests of the organization
C) uncertainty
D) freezing

Accepted Answer

If an employee expresses that the change is incompatible with the interests of the organization, it may be beneficial for the organization to listen to their concerns and assess whether the change truly aligns with the organization's goals and values. This can prevent the organization from implementing a change that goes against its best interests.

Question 7

Stress, in and of itself, is________ .
A) healthy in most cases
B) harmful, especially if not managed by exercise
C) beneficial to those who use it
D) not necessarily bad

Accepted Answer

Stress is not necessarily bad. It can actually be beneficial in certain situations, such as prompting action in response to a threat or challenge. However, chronic or excessive stress can have negative consequences on physical and mental health, so it is important to manage it effectively.

Question 8

For ________to be effective, there must be mutual trust and credibility between managers and employees.
A) negotiation
B) participation
C) coercion
D) education

Accepted Answer

The answer of For ________to be effective, there must be...

Question 9

To cope with the complexity of life, individuals rely on habits or ________.
A) programmed responses
B) beliefs
C) the status quo
D) certainties

Accepted Answer

Habits or programmed responses are automatic behaviors that individuals rely on to simplify their daily routines and decision-making. These habits can be developed through repetition and reinforcement, allowing individuals to conserve mental energy and focus on more challenging tasks.

Question 10

Cultural change is most likely to take place when ________.
A) the culture is strong
B) there is a leadership change
C) the organization is old
D) the organization is large

Accepted Answer

Leadership has the power to instigate cultural change within an organization. A change in leadership can bring in new ideas and perspectives that can lead to cultural change. The other options (A, C, and D) do not necessarily correspond to cultural change.

Question 11

________is using direct threats or force on those who resist change.
A) Education and communication
B) Negotiation
C) Coercion
D) Cooptation

Accepted Answer

Coercion involves the use of direct threats or force to make people comply with a desired change. Education and communication involve providing information to help people understand the need for change, negotiation involves finding a mutually beneficial solution, and cooptation involves persuading key individuals to support the change.

Question 12

Before using the same OD techniques to implement behavioral changes, especially across different countries, managers need to be sure that they've taken into account________ .
A) organizational differences
B) societal differences
C) cultural characteristics
D) employee attitudes

Accepted Answer

Cultural characteristics are crucial when implementing behavioral changes across different countries, as they can significantly influence how changes are perceived and adopted by employees.

Question 13

One reason for the resistance to change in the Arab world is that________ .
A) there is a lack of qualifications of key people involved in the change process
B) there is a lack of presence of change agents
C) the word "change" has negative connotations
D) there is a lack of resources needed to implement change

Accepted Answer

In many Arab societies, the word "change" has negative connotations and is associated with instability and chaos, which can lead to resistance to change. Therefore, this is the most likely reason for the resistance to change in the Arab world. The other options may also contribute to resistance to change, but they are not as significant as the cultural factor.

Question 14

Which organizational development (OD) technique is a technique for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in feedback groups?
A) survey feedback
B) sensitivity training
C) intergroup development
D) team building

Accepted Answer

Survey feedback is a technique used for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in feedback groups. Sensitivity training is a group process that focuses on increasing self-awareness and sensitivity to others. Intergroup development is a technique used to improve communication and collaboration between different groups within an organization. Team building is a process of improving the effectiveness and cohesiveness of a team.

Question 15

What OD technique involves changing the attitudes, stereotypes, and perceptions that work groups have about each other?
A) sensitivity training
B) survey feedback
C) team building
D) intergroup development

Accepted Answer

Intergroup development is specifically designed to change the attitudes, stereotypes, and perceptions that different groups have about each other by promoting understanding and improving intergroup relations.

Question 16

What is a strategy for managing cultural change?
A) Redesign socialization processes to align with the new values.
B) Support employees who remain devoted to the old values.
C) Keep the reward system the same.
D) Terminate top managers who are positive role models.

Accepted Answer

Redesigning socialization processes to align with the new values can help employees adjust to cultural change and reinforce the new values. Supporting employees who remain devoted to the old values can hinder the change process. Keeping the reward system the same may not incentivize employees to adopt new behaviors and values. Terminating top managers who are positive role models can create resistance and distrust among remaining employees.

Question 17

________prevent you from doing what you desire; ________refer to the loss of something desired.
A) Demands; constraints
B) Fears; stressors
C) Constraints; demands
D) Stressors; fears

Accepted Answer

Constraints can prevent you from doing what you desire, while the term "loss" typically refers to the loss of something desired, rather than fear or stress.

Question 18

A dynamic and uncertain organizational environment has created a large number of employees who are ________.
A) overworked, but paid very well
B) overworked and stressed out
C) young and energetic about the "next day's work"
D) old enough to retire, but can't afford to retire

Accepted Answer

A dynamic and uncertain organizational environment can lead to increased workload and stress for employees as they navigate changing demands and expectations. This can have negative impacts on employee well-being and job satisfaction.

Question 19

An individual is likely to resist change because of all of the following reasons except ________.
A) increased productivity
B) uncertainty
C) belief that the change is not in the organization's best interest
D) concern over personal loss

Accepted Answer

Increased productivity is not a reason one would resist change. The other options may contribute to an individual's resistance to change. Uncertainty can arise due to a lack of information about the new process or system. Belief that the change is not in the organization's best interest may stem from a lack of trust in leadership or a misunderstanding of the change. Concern over personal loss may arise from fear of job security or a change in responsibilities.

Question 20

________is the adverse reaction people have to excessive pressure placed on them from extraordinary demands, constraints, or opportunities.
A) Creativity
B) Stereotyping
C) A halo effect
D) Stress

Accepted Answer

The definition given in the question matches with the description of stress, which is the body's response to any demand or challenge. When the demand or challenge becomes excessive, it leads to stress, causing physical, emotional or behavioral symptoms. Therefore, stress is the correct choice.

Quiz 12: Managing Change and Innovation

If a company hired a consultant to decrease group friction and enhance cooperative work relationships, this would be an example of managing which change category?

Which of the following represents the relationship between organizational culture and change?

Which of the following is not a favorable situational condition that may facilitate change in an organizational culture?

Which OD technique involves changing behaviour through unstructured group iteraction?

All of the following are mentioned as actions that managers can use to deal with resistance to change except ________.

Which of the reasons for resistance to change expressed by an employee may be beneficial to the organization?

Stress, in and of itself, is________ .

For ________to be effective, there must be mutual trust and credibility between managers and employees.

To cope with the complexity of life, individuals rely on habits or ________.

Cultural change is most likely to take place when ________.

________is using direct threats or force on those who resist change.

Before using the same OD techniques to implement behavioral changes, especially across different countries, managers need to be sure that they've taken into account________ .

One reason for the resistance to change in the Arab world is that________ .

Which organizational development (OD) technique is a technique for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in feedback groups?

What OD technique involves changing the attitudes, stereotypes, and perceptions that work groups have about each other?

What is a strategy for managing cultural change?

prevent you from doing what you desire; refer to the loss of something desired.

A dynamic and uncertain organizational environment has created a large number of employees who are ________.

An individual is likely to resist change because of all of the following reasons except ________.

________is the adverse reaction people have to excessive pressure placed on them from extraordinary demands, constraints, or opportunities.