Question 1

Change agents are usually managers.

Accepted Answer

The answer of Change agents are usually managers....

Question 2

Change agents act as catalysts and assume the responsibility for managing change activities.

Accepted Answer

Change agents are individuals or groups of individuals who are responsible for initiating and managing change activities within an organization or community. They act as catalysts, meaning they facilitate the change process by encouraging others to embrace the changes, communicating the need for change, and providing guidance and support throughout the change process. Therefore, change agents assume the responsibility for managing change activities.

Question 3

Appreciative inquiry has proven to be an effective change strategy in Canadian organizations.

Accepted Answer

Several studies and reports have shown appreciative inquiry to be an effective change strategy in Canadian organizations, particularly in terms of improving employee engagement, fostering innovation, and enhancing organizational culture.

Question 4

Kotter's eight-step plan for implementing change began as a list of common failures of mangers who fail at implementing change.

Accepted Answer

Kotter developed his eight-step plan based on his observation of common failures that managers faced while implementing change.

Question 5

Harry has tried everything to get his staff to accept the changes that he wants to put in place.His last resort to overcome their resistance is
A)education and communication.
B)facilitation and support.
C)manipulation and co-optation.
D)participation and involvement.
E)negotiation and agreement.

Accepted Answer

Manipulation and co-optation involves using tactics such as incentives or rewards to get individuals to accept the changes being proposed, even if they don't fully agree with them. This suggests that Harry's staff have been resistant despite his efforts to educate, communicate, facilitate, support, involve, and negotiate with them. Co-opting select members of the staff to support the changes may be his best option.

Question 6

Rory knows that in order to institute real change, he has to overcome individual resistance and group conformity among his staff.This is known as unfreezing.

Accepted Answer

Unfreezing is the first stage of the change management process, and it involves overcoming individual resistance and group conformity in order to prepare individuals and the organization for change.

Question 7

The recent turmoil on the financial markets around the world can be considered a force of change for organizations.

Accepted Answer

The financial crises can cause changes in the way organizations operate and may lead to changes in business strategies, financial management, and risk management among other areas.

Question 8

Feeling uniformed about what is happening is not a source of individual resistance to change.

Accepted Answer

Feeling uniformed about what is happening can actually create resistance to change as it can cause uncertainty and fear of the unknown. Being informed and having clear communication about the change can help alleviate these concerns and make the transition smoother.

Question 9

Modifying the companies objectives, policies and routines in response to errors is an example of
A)first-order learning.
B)continuous improvement.
C)second-order learning.
D)single-loop learning.
E)double-loop learning.

Accepted Answer

Modifying the companies objectives, policies and routines in response to errors is an example of double-loop learning. This type of learning involves questioning and potentially changing the underlying assumptions and values that guide decision-making and actions. It goes beyond just correcting errors to actively considering if the current approach or mindset needs to be changed in order to avoid future errors.

Question 10

Tim is personally in favour of many of the changes that his organization is attempting to institute, but he fears that group norms will prevent them for being effective.This is known as group inertia.

Accepted Answer

Group inertia refers to the resistance of a group to change, even if individual members of the group may support the change. Tim's fear that group norms will prevent effective implementation of changes supports this concept.

Question 11

Allan had a meeting with his staff to help identify the unique qualities and special strengths of his staff and the organization so that these strengths can be built upon to improve performance.This exercise is known as action research.

Accepted Answer

The exercise described is more accurately referred to as a strengths assessment or strengths-based approach, which focuses on identifying and leveraging individual and organizational strengths. Action research involves a cycle of problem identification, action intervention, and reflection to solve organizational problems.

Question 12

Stabilizing a change intervention by balancing driving and restraining forces is termed unfreezing.

Accepted Answer

Unfreezing is the first step in Lewin's change management model, which involves preparing an organization to accept that change is necessary. Stabilizing a change intervention by balancing driving and restraining forces is more closely related to the 'changing' or 'movement' phase, where new attitudes, values, and behaviors are introduced.

Question 13

Carrie is resistant to changes taking place in the organization.Her boss suspects that she is doing this because she thinks that she will lose her job if the changes take place.This is known as individual resistance based on
A)misunderstanding.
B)lack of trust.
C)different assessments.
D)self-interest.
E)low tolerance for change.

Accepted Answer

Carrie's resistance is based on self-interest, as she fears losing her job due to the changes.

Question 14

Cultural diversity and aging populations are examples of the nature of the workplace, one force for organizational change.

Accepted Answer

Cultural diversity and aging populations are examples of demographic changes which are forces for organizational change.

Question 15

Driving forces are those that hinder movement from the existing equilibrium.

Accepted Answer

Driving forces are the factors that push or encourage movement away from the existing equilibrium, not hinder it.

Question 16

When a group will lose half of their usual budget allocation as a result of a change, they will resist change because of
A)group inertia.
B)structural inertia.
C)self-interest.
D)threat to expertise.
E)threat to resources.

Accepted Answer

The group is resisting change because they perceive a threat to their resources, as they will lose half of their usual budget allocation. This is a clear case of self-interest, as their concern lies in their own resources being diminished rather than a general resistance to change or structural inertia.

Question 17

Within the framework of action research, diagnosis is analogous to a physician's search to find specifically what ails the patient.

Accepted Answer

In action research, the diagnostic stage involves identifying and understanding the specific problems or challenges that need to be addressed, much like a physician seeks to identify a patient's specific illness or condition.

Question 18

The changes that Aisha has introduced to his department has gone easily because whenever the department encounters a problem, the department gathers and reviews objectives, policies and standard routines in order to learn.This process is known as
A)first-order learning.
B)continuous improvement.
C)second-order learning.
D)single-loop learning.
E)double-loop learning.

Accepted Answer

The process described in the statement involves reviewing objectives, policies, and standard routines to identify problems and make improvements. This process of reflection and adjustment is known as double-loop learning, which involves questioning the underlying assumptions and values that guide decision-making and problem-solving. This is a higher level of learning than single-loop learning (D), which involves making minor adjustments to existing processes and procedures, and continuous improvement (B), which involves making incremental progress over time. First-order learning (A) refers to learning at the individual level, while second-order learning (C) involves learning about the learning process itself.

Question 19

In action research, analysis is followed by diagnosis.

Accepted Answer

In action research, the diagnosis typically precedes analysis. Diagnosis involves identifying the problem or area for improvement, while analysis involves examining the data collected to understand the problem more deeply and to develop strategies for action.

Question 20

One well-documented finding from studies of individual and organizational behaviour is that organizations and their members resist change.

Accepted Answer

This statement is true based on research and observations in the field of organizational behavior. Resistance to change can come from both individuals and the organization as a whole, and it is a common phenomenon.

Quiz 14: Organizational Change