Question 1

Refreezing is the change process in which employees learn the new desirable behavior, values, and attitudes.

Accepted Answer

Refreezing is the final stage in Lewin's change model where new behaviors, values, and attitudes are solidified into the organization's culture after a change has been implemented, not the stage where employees learn them.

Question 2

Culture is employees' perception of the atmosphere of the internal environment.

Accepted Answer

False

Question 3

Organizational climate is the relatively enduring quality of the internal environment of the organization as perceived by its members.

Accepted Answer

Organizational climate refers to the perception and evaluation of the internal environment of the organization by its members, and it is considered relatively enduring as it reflects the shared values, beliefs, attitudes, and behaviors of the organization's culture.

Question 4

According to Lewin's change model, unfreezing involves reducing the forces maintaining the status quo.

Accepted Answer

Lewin's change model involves three steps: unfreezing, changing, and refreezing. Unfreezing involves reducing the forces maintaining the status quo to prepare for the change.

Question 5

Evaluative objectives are used as the basis of administrative decisions to reward or punish past performance.

Accepted Answer

Evaluative objectives are designed to assess and evaluate an individual's or organization's performance, and are used to inform decisions about rewards or consequences. Therefore, they are used as the basis for administrative decisions related to performance management.

Question 6

Force field analysis is particularly useful for group problem solving.

Accepted Answer

Force field analysis involves identifying and analyzing the forces that are supporting and restraining a particular situation or problem. It is most effective when done in a group setting, as it allows for a variety of perspectives and ideas to be shared and considered. Therefore, it is true that force field analysis is particularly useful for group problem solving.

Question 7

Identifying possible resistance to the change is the first step in Lussier change model.

Accepted Answer

In Lussier's change model, the first step is to identify the need for change, not to identify possible resistance to it. Identifying resistance is a later step, after recognizing the need for change.

Question 8

Culture is based on shared values and assumptions of "how" things should be done, while climate is based on shared perceptions of the "way" things are done.

Accepted Answer

Culture represents the shared values and assumptions of a group, while climate represents the shared perceptions of the atmosphere or environment within that group. So, the statement is correct that culture is based on "how" things should be done, while the climate is based on "way" things are done.

Question 9

An organizational culture is considered positive when it has norms that contribute to effective performance and productivity.

Accepted Answer

A positive organizational culture is one that promotes values and behaviors that enhance productivity, efficiency and effectiveness. It also encourages employee satisfaction, engagement, and commitment to the organization's mission and goals. A positive organizational culture is characterized by clear and consistent communication, shared values, and a supportive work environment that fosters innovation, creativity, and continuous learning. It also recognizes and rewards employees for their contributions and provides opportunities for personal and professional growth.

Question 10

Employees who participate in developing changes are more committed to them than employees who have changes assigned to them.

Accepted Answer

When employees are involved in the change process and have a say in the development of changes, they are more likely to feel a sense of ownership and commitment to the changes. On the other hand, when changes are assigned to employees without their input or involvement, they may feel disconnected or resistant to the changes.

Question 11

According to the change process, once people get over the initial shock and realize that change is going to be a reality, they accept the change.

Accepted Answer

Acceptance is typically one of the final stages in the change process. Before acceptance, individuals often go through stages such as denial, anger, bargaining, and depression as part of their adjustment to change.

Question 12

All organizations with clear values that are shared to the extent of similar behavior have weak cultures.

Accepted Answer

The statement is incorrect. Organizations with clear values that are shared through similar behavior have strong cultures. Weak cultures refer to organizations where there is a lack of shared values and inconsistent behavior among employees.

Question 13

The integration of both people and technology is known as creating a sociotechnical system.

Accepted Answer

Creating a sociotechnical system involves combining social and technical elements to create an effective and efficient system. This includes integrating people and technology to achieve the desired outcomes.

Question 14

Confronting people by persuading them that their facts, beliefs, and values are wrong is one of the major methods to overcome resistance to change.

Accepted Answer

Confrontation and persuasion can often lead to defensiveness and further resistance. Instead, it's more effective to focus on building a shared understanding and finding common ground to facilitate change.

Question 15

Morale is commonly measured on a continuum ranging from high to low morale, based on the seven dimensions of climate.

Accepted Answer

Morale is commonly measured on a continuum ranging from high to low morale, based on the seven dimensions of climate.

Question 16

Development is the process of developing the necessary technical skills of nonmanagers to perform the present job.

Accepted Answer

Development is focused on building the abilities and skills of employees for future roles and responsibilities, not just for their current job. Training, on the other hand, is typically aimed at improving skills for the present job.

Question 17

Automation refers to how the organization transforms inputs into outputs.

Accepted Answer

Automation refers to the use of technology to perform tasks without human intervention, not the transformation process of inputs into outputs within an organization.

Question 18

Culture is learned through observing and interacting with employees, events, and training.

Accepted Answer

Culture is not innate, but is shaped by experiences and interactions with others. Therefore, it is learned through observation and interaction with employees, events, and training.

Question 19

Organizational culture is learned primarily through seminars and manuals.

Accepted Answer

Organizational culture is primarily learned through observation, socialization, and communication within the organization, as well as through experiences with customers and suppliers. While seminars and manuals may play a role in reinforcing or promoting certain aspects of the culture, they do not completely shape or define it.

Question 20

One of the reasons people resist change is because the prospect of learning something new itself produces anxiety.

Accepted Answer

Learning something new can be intimidating and produce anxiety for some people, leading to resistance to change.

Quiz 12: Organizational Change and Culture

Refreezing is the change process in which employees learn the new desirable behavior, values, and attitudes.

Culture is employees' perception of the atmosphere of the internal environment.

Organizational climate is the relatively enduring quality of the internal environment of the organization as perceived by its members.

According to Lewin's change model, unfreezing involves reducing the forces maintaining the status quo.

Evaluative objectives are used as the basis of administrative decisions to reward or punish past performance.

Force field analysis is particularly useful for group problem solving.

Identifying possible resistance to the change is the first step in Lussier change model.

Culture is based on shared values and assumptions of "how" things should be done, while climate is based on shared perceptions of the "way" things are done.

An organizational culture is considered positive when it has norms that contribute to effective performance and productivity.

Employees who participate in developing changes are more committed to them than employees who have changes assigned to them.

According to the change process, once people get over the initial shock and realize that change is going to be a reality, they accept the change.

All organizations with clear values that are shared to the extent of similar behavior have weak cultures.

The integration of both people and technology is known as creating a sociotechnical system.

Confronting people by persuading them that their facts, beliefs, and values are wrong is one of the major methods to overcome resistance to change.

Morale is commonly measured on a continuum ranging from high to low morale, based on the seven dimensions of climate.

Development is the process of developing the necessary technical skills of nonmanagers to perform the present job.

Automation refers to how the organization transforms inputs into outputs.

Culture is learned through observing and interacting with employees, events, and training.

Organizational culture is learned primarily through seminars and manuals.

One of the reasons people resist change is because the prospect of learning something new itself produces anxiety.