Question 1

With respect to the force-coercion strategy, _____ involves working indirectly to gain special advantage over other persons and thereby make them change.

Accepted Answer

Political maneuvering involves using social networking, bargaining, and negotiating skills to gain advantage over others and create change indirectly. This differs from direct forcing (A) which entails using brute force and physical power to make others comply, unilateral decision-making (C) which involves making decisions without regard to input from others, rational persuading (D) which entails using logical arguments and persuasion to influence people's behavior, and authoritarian planning (E) which involves centralizing control and decision-making within a hierarchical structure.

Question 2

Blues perfumes recently replaced its CEO. The new CEO has decided to change the organizational structure, introduce more transparency, and tweak the current style of communication to increase effectiveness and clarity. In the context of organizational change, this is an example of _____.

Accepted Answer

The new CEO is introducing significant changes to the organizational structure, communication style, and transparency. This type of change is considered transformational change, which involves a major shift in the organization's strategy, culture, or structure. It is aimed at achieving a significant improvement in performance and creating a new organizational identity.

Question 3

The owner of Makers & Bakers Ltd. has purchased a few new machines. To ensure that the new machines are effective, he continually gathers feedback from his employees and makes relevant changes by customizing the machines based on their feedback. What kind of change is depicted here?

Accepted Answer

This is an example of improvisational change, which refers to incremental and continuous changes made to improve the current state of a system or process. The owner is adjusting and customizing the machines based on feedback to improve their effectiveness, but is not implementing any major or radical changes in the organization.

Question 4

When making a change, the organization should ask "How complex is the change?" This is an example of checking

Accepted Answer

This question is asking about the complexity of the change, which relates to its level of simplicity. Therefore, the best answer choice is D, Simplicity. The other options (benefits, compatibility, resistance, triability) are not directly related to the complexity of the change.

Question 5

According to Kurt Lewin's model for planned change, which of the following phases involves stabilizing the system after change?

Accepted Answer

The refreezing phase in Lewin's model involves stabilizing the system after change, by reinforcing and solidifying the new behaviors or processes introduced in the previous phase. This phase ensures that the change becomes a permanent part of the organization's culture and is sustained over time. The other phases in Lewin's model include the unfreezing phase, in which the organization prepares for change, and the structuring phase, in which the actual change takes place. The improvising and coercing phases are not part of Lewin's model for planned change.

Question 6

In which of the following phases in Lewin's planned change process is it important to evaluate results, provide feedback to the people involved, and make any required modifications in the original change?

Accepted Answer

The refreezing phase is the final phase in Lewin's planned change process, where the changes are solidified and become the new norm. It is essential to evaluate the results during this phase, provide feedback to the people involved, and modify the original change if required, to ensure that the change is successful and sustained. The unfreezing phase is the initial phase where the need for change is identified and communicated, while the structuring phase involves planning and executing the change. The improvising and coercing phases are not part of Lewin's planned change process.

Question 7

The final phase in Lewin's planned change process is _____.

Accepted Answer

The final phase in Lewin's planned change process is refreezing, where the changes implemented during the changing phase are solidified and become part of the organization's culture and procedures. This stage ensures that the changes are sustained and not reversed after implementation.

Question 8

When making a change, the organization should ask "Do the people involved see a clear advantage in making the change?" This is an example of checking

Accepted Answer

Asking if people involved see a clear advantage in making the change is a way of checking the benefits of the change.

Question 9

_____ is at the lowest level in an organizational change pyramid.

Accepted Answer

Incremental change is at the lowest level in an organizational change pyramid. It involves making small, gradual improvements to existing processes or systems without significant disruptions to the organization. Therefore, it is a less drastic form of change compared to radical, transformational, top-down or frame-breaking change.

Question 10

Which of the following is true of incremental change?

Accepted Answer

Incremental change involves the gradual and continuous evolution of products, processes, technologies, and work systems. It is not a radical or frame-breaking change like option A or E, nor does it result in a major and comprehensive redirection of the organization like option B. It also does not create fundamental shifts in strategies, culture, structures, and even the underlying sense of purpose or mission like option D.

Question 11

According to Kurt Lewin's model for planned change, which of the following phases involves preparing a system for change?

Accepted Answer

The unfreezing phase in Kurt Lewin's model for planned change involves preparing a system for change by increasing motivation and reducing resistance to change. This is done through activities such as creating awareness of the need for change, gathering information and analyzing data, and ensuring that all stakeholders understand the reasons and benefits for the change.

Question 12

With respect to the force-coercion strategy, _____ involves straightforward and unilateral action to "command" that change take place.

Accepted Answer

Direct forcing involves straightforward and unilateral action, which aligns with the force-coercion strategy mentioned in the question. The other choices are not synonymous with the definition of the force-coercion strategy.

Question 13

Delaying a sense of urgency for change and neglecting to build a coalition of influential persons who support the change, is a major reason for the failure of the _____ phase in the Lewin's model for planned change.

Accepted Answer

The unfreezing phase in the Lewin's model for planned change is a crucial first step in preparing individuals and organizations for change. This requires creating a sense of urgency and understanding the need for change. Delaying this sense of urgency can hinder the success of the unfreezing phase and ultimately the entire planned change process. Building a coalition of influential persons who support the change can be helpful, but it is not the main reason for failure in the unfreezing phase. Therefore, the best choice is A) unfreezing.

Question 14

Which of the following specifically involves making continual adjustments as changes are being implemented?

Accepted Answer

Improvising specifically involves making continual adjustments as changes are being implemented. It involves being flexible and adapting to unexpected situations, which is necessary during periods of change. Unfreezing, changing, and refreezing are all important stages in the change process, but they do not necessarily involve continual adjustments during the implementation phase. Coercing involves using force or threats to make people change, which is not a recommended approach to change management.

Question 15

Which of the following change strategies in an organization pursues change through formal authority and/or the use of rewards or punishments?

Accepted Answer

The force-coercion strategy pursues change through formal authority and/or the use of rewards or punishments. This approach uses the threat of punishment or the promise of reward to motivate employees to change their behavior or attitudes. It is typically used when there is resistance to change or the stakes are high.

Question 16

When making a change, the organization should ask "Is the change perceived as breaking comfort levels?" This is an example of checking

Accepted Answer

The answer of When making a change, the organization should...

Question 17

The most common error in the refreezing phase in Lewin's model for planned change is:

Accepted Answer

Declaring victory too soon and withdrawing support before the change is really fixed in normal routines is the most common error in the refreezing phase. This can lead to a relapse into the old ways of doing things and the change not being sustained in the long term. It is important to provide ongoing support and reinforcement of the new behaviors until they become ingrained in the organization's culture.

Question 18

With respect to change strategies, _____ is more likely to get slower results with high commitment and long term internalization.

Accepted Answer

Shared power strategy involves involving all stakeholders in the change process and allowing them to have a say in the decision-making process. While this approach may take longer to implement, it helps to build commitment and internalization among those involved, leading to more sustainable and long-term results. In contrast, strategies such as force-coercion or authoritarian may lead to immediate results but can also lead to resentment and resistance in the long-term. Rational persuasion and top-down strategies may also be effective, but they may not necessarily lead to high levels of commitment and internalization.

Question 19

Which of the following scenarios depict the unfreezing stage according to Lewin's model for planned change?

Accepted Answer

The unfreezing stage involves identifying the need for change, creating a strong enough reason to initiate the change, and breaking down the existing status quo. In scenario B, the firm is rearranging its existing teams to cope with the new system upgrade, indicating that they have identified the need for change and are breaking down the existing status quo. The other scenarios do not depict the unfreezing stage.

Question 20

RZB Ltd., a clothing manufacturer, decides to upgrade its machines and train its workers in order to improve its productivity. These changes are examples of _____ change.

Accepted Answer

Incremental change involves making gradual improvements or adjustments within an organization, rather than completely overhauling it. RZB Ltd.'s decision to upgrade its machines and train its workers fits this description.

Quiz 12: Organizational Culture and Change