Question 1

The fundamental idea behind TPS, or lean manufacturing, is

Accepted Answer

The fundamental idea behind TPS or lean manufacturing is respect for the customers and employees, where frontline employees are empowered to provide the best products with minimum waste. It emphasizes continuous improvement, elimination of waste, standardization of processes, and empowering employees to make decisions and improve processes. While efficiency is a goal, it is not at all costs, as the focus is on providing value to customers while minimizing waste. Standardization is important, but not for the purpose of centralization or transferring human resources.

Question 2

*What is one of the advantages traditional retail stores still have over online retailers?

Accepted Answer

The answer of *What is one of the advantages traditional...

Question 3

*Organizational change may mean downsizing; which of these is NOT an appropriate way to handle being downsized?

Accepted Answer

Sharing your situation on social media and criticizing the company is not appropriate or professional behavior. It can reflect poorly on you and potentially harm your chances of finding future employment. It's important to maintain a positive attitude and keep your options open during a downsizing situation.

Question 4

Abdul has been downsized.Which of the following is a good piece of advice to offer him?

Accepted Answer

The best advice to offer Abdul after being downsized would be to polish his resume and job hunting skills so that he can find a new job that suits his qualifications and experience. This will help him to present himself in the best possible way to potential employers and increase his chances of finding a new job. Contacting others in the organization or getting angry may not be helpful in finding a new job and may lead to negative or unproductive outcomes. Cutting your losses may also not be the best advice as it could result in giving up without exploring other possibilities.

Question 5

Which of the following statements is true regarding the second stage of planned change?

Accepted Answer

The second stage of planned change is the actual implementation of the change. It is important for management to stay alert to and deal with any obstacles that may arise during this stage. Squashing resistance to change may create more problems in the long run and getting everyone on board immediately may not be feasible. While creating big wins can be beneficial, it is not the most important aspect of the second stage.

Question 6

Which of the following statements regarding structure and change around the world is correct?

Accepted Answer

The United States is known for valuing direct communication and logical reasoning, making rational persuasion a common influence tactic. This contrasts with China, where indirect communication and consensus-building are more prevalent due to cultural norms.

Question 7

Which of the following statements is true regarding the final stage of planned change?

Accepted Answer

The final stage of planned change is institutionalizing the change by changing the mindset of people so that change becomes a regular part of the corporate culture. Therefore, option D is the correct answer. Option A is incorrect because employees should be informed of the results of change as soon as possible. Option B is incorrect because declaring victory too early can lead to complacency and the change not being fully implemented. Option C is incorrect because employees who did not embrace the change effort should not be rewarded as it could create resentment among those who did embrace the change effort.

Question 8

*Which of these are emotions typically experienced by a person who is passively resistant to change?

Accepted Answer

The answer of *Which of these are emotions typically experienced...

Question 9

Which of the following is a more ethical alternative to downsizing?

Accepted Answer

Early retirement programs allow for employees to voluntarily leave the company without being forced out. Job sharing allows for two employees to share one position, which can reduce the cost of salaries and benefits while still retaining the talent and skills of both employees. Hiring freezes prevent new positions from being created, but also prevent current employees from being let go. All of these options are more ethical alternatives to downsizing, as they prioritize the well-being of employees and avoid the negative impacts of sudden job loss.

Question 10

Which of the following is a stage of Lewin's model of planned change?

Accepted Answer

The stage of unfreeze is one of the three stages in Lewin's model of planned change, which involves preparing individuals or organizations for change by breaking down the existing mindset or behavior patterns. The other two stages are change and refreeze. "De-ice" and "resistance" are not stages in the model, and "assess" is not one of the three primary stages, although it may be a component of planning and implementing change.

Question 11

A culture of "never being satisfied" and rethinking how things are done facilitates _____________________

Accepted Answer

The answer of A culture of "never being satisfied" and...

Question 12

Making sure that organizational members are ready for and receptive to change is what step of the Lewin model?

Accepted Answer

The unfreeze step of the Lewin model involves making sure that members of the organization are ready for change and are receptive to it. This may involve breaking down old habits or beliefs and preparing the organization for a shift in direction.

Question 13

*What is one way that organizational change may need to respond to an aging workforce?

Accepted Answer

One way that organizational change may need to respond to an aging workforce is by offering more flexible work situations like job sharing and flexible work hours. This allows aging workers to transition into retirement gradually while still contributing to the organization. It also allows them to manage their health and family responsibilities while staying engaged in the workforce. Lowering the age for mandatory retirement is discriminatory and does not take into account an individual's abilities and contributions. Raising the age for mandatory retirement is also not ideal as some individuals may not be physically or mentally able to work past a certain age. Forcing aging workers to document their activities can be burdensome and does not address the issue of an aging workforce.

Question 14

When unfreezing for planned change it is important to

Accepted Answer

Creating a vision for change is important in unfreezing for planned change as it helps to provide a sense of direction and purpose, and can motivate individuals to support the change effort. A vision can also help stakeholders understand why the change is necessary and how it will benefit the organization. Taking things slowly (A) may be important, but there is no indication that a crisis is imminent. Communicating on a need-to-know basis (C) may not provide enough information for stakeholders to fully understand and support the change effort. Providing rewards (D) may be helpful, but it is not the most important factor in unfreezing for planned change.

Question 15

The fundamental idea behind TPS, or just-in-time production developed by Toyota, is respect for customers and employees, where __________________ are empowered to provide the best products and services with minimum waste.

Accepted Answer

The answer of The fundamental idea behind TPS, or just-in-time...

Question 16

What advice would you give someone regarding overcoming resistance to your proposals?

Accepted Answer

Understanding the reasons for resistance is crucial in overcoming it. Once the reasons for resistance are identified, one can address them and find solutions that will make the proposal more acceptable. Simply ignoring naysayers or using influence tactics might work in the short term, but it doesn't address the root cause of the resistance and may not result in long-term buy-in. Involving only those who are absolutely necessary may lead to a lack of buy-in from other stakeholders and important perspectives being overlooked.

Question 17

*Antonio started working at DEF Finance right out of college and was quickly promoted several times, becoming a division manager before age 30.After DEF Finance announced a plan to decentralize operations and eliminate divisions, Antonio because worried because of

Accepted Answer

Antonio is worried about the decentralization plan because it would lead to a perceived loss of power (A), the prevalence of change (B), and disrupted habits (C). Choosing option D covers all these reasons.

Question 18

The system where proposals at lower levels are signed and passed along to higher level management in an effort to build consensus is the

Accepted Answer

The ringi system is a management philosophy used in Japan where proposals are circulated among lower level employees and signed off by them before being passed up to higher level management for final approval. This is done in an effort to build consensus and ensure that decisions are made with input from all levels of the organization. The other options, boundaryless organization, modular organization, and strategic alliance, do not specifically involve this type of proposal process.

Question 19

*A country's culture may impact the organizational structure, since when leaders are expected to be, and are, power distant, the organization's structure

Accepted Answer

In cultures where leaders are expected to maintain a distance from their subordinates (power distance), the organizational structure itself may not significantly influence employee motivation. This is because the hierarchical nature of the organization, implied by power distance, already sets expectations for leadership and employee interactions, making structural changes less impactful on motivation.

Question 20

Which of the following components is part of Toyota's TPS manufacturing system?

Accepted Answer

All of the options mentioned (Kaizen, Kanban, Andon Cord) are integral parts of Toyota's TPS manufacturing system.

Quiz 14: Organizational Structure and Change