Question 1

You are the CEO of a financial services company that depends on the health of the stock market.The stock market takes a downturn and you are forced to initiate changes in your organization to cut costs.Your firm is undergoing _____ change.

Accepted Answer

Incremental reactive change is the best option as it involves making small changes in response to external factors (in this case, the downturn in the stock market) to cut costs and keep the organization afloat. This type of change is more manageable and less disruptive than radical change, which would involve a complete overhaul of the organization's structure and processes. Additionally, the term "reactive" implies that the change is in response to an external factor rather than being a proactive or anticipatory change.

Question 2

An organizational assessment of the internal and external environments is often referred to as a(n):

Accepted Answer

An organizational assessment typically involves analyzing both the internal and external environments of the organization and is therefore referred to as an organizational analysis. Options A, B, D, and E do not accurately describe this process.

Question 3

The strategic plan for an organizational change:

Accepted Answer

The strategic plan for an organizational change should be a blueprint for action, include a timetable for implementation and evaluation of the change, be monitored using measurement criteria, and consider all possible alternative ways to proceed with the change. Therefore, option E accurately describes all of the above.

Question 4

An organization can use _____ to involve employees in a planned organizational change and to get their support of the change process.

Accepted Answer

Focus groups and hotlines can be used to involve employees in the change process and gather their feedback, ideas, and concerns. This can help to increase their buy-in and support for the change, as well as identify potential roadblocks or issues that need to be addressed. Statistical forecasting, observational research, replacement planning, and historical trending are methods that could be used for other purposes, but they may not necessarily involve or engage employees in the change process.

Question 5

You dropped in on the vice president of HR to invite her for a cup of coffee,and saw a large poster tacked on her wall.It showed the key jobs in the organization with the names of the current incumbents in black.In red,it listed the names of current employees who might be used to fill vacancies in each position.As you tried to find your own name on the chart,the HR vice president ushered you out of her office.What you have just seen is a(n)_____.

Accepted Answer

A replacement chart is a tool used by organizations to identify potential candidates within the company who could fill key positions if they become vacant.

Question 6

Which of the following statements about the resistance to change is true?

Accepted Answer

None of the statements about resistance to change are true. Resistance to change is a complex phenomena that can stem from various sources such as fear of the unknown, job insecurity, loss of power, lack of trust in management, etc. It is not possible to eliminate resistance to change completely, but it can be managed effectively through good communication, participation, involvement, and support from management.

Question 7

The last phase in the strategic and HR planning for alignment and change process is _____.

Accepted Answer

The last phase involves reviewing, revising, and refocusing to ensure that the strategic and HR plans remain aligned with the organization's goals and adapt to any changes.

Question 8

Which of the following statements about forecasting is false?

Accepted Answer

The answer of Which of the following statements about forecasting...

Question 9

During the last phase of planned organizational change,

Accepted Answer

During the last phase of planned organizational change, a human resource information system can be very helpful in collecting and disseminating information to monitor measures of progress. It is also important to create short term wins and pause to reflect on the process. Therefore, all of the above occur during the last phase of planned organizational change.

Question 10

Which of the following is the likely negative consequence of solving a labor shortage by hiring people without the needed skills and training them?

Accepted Answer

Hiring unskilled workers and training them can initially lead to low productivity as they may take time to reach the efficiency and effectiveness of skilled workers.

Question 11

The CEO of Oil Exploration,Inc. ,has committed to opening a branch office in Argentina.Staffing the new branch will require experienced geologists,petroleum engineers and administrators from the U.S.operations who are willing to relocate to Argentina for two years,who speak Spanish and who are willing to move in three months.The vice president of HR is shocked by this staffing request,as this is the first he has learned of the Argentine endeavor,and this will be the company's first non-U.S.operation.According to your textbook,this organization has failed to _____.

Accepted Answer

The organization has failed to align business planning and HR planning, as they did not involve HR in the planning process for the new branch office in Argentina and did not consider the staffing requirements before committing to the endeavor.

Question 12

The type of strategic change that can be planned carefully and implemented gradually is _____ change.

Accepted Answer

Incremental anticipatory change involves small, deliberate adjustments made over time, allowing for careful planning and gradual implementation. This type of change allows for less disruption to the organization and a greater chance for successful adoption.

Question 13

When a person is responsible for implementing changes and making sure that the objectives of a change effort are met,that person is _____.

Accepted Answer

When a person is responsible for implementing changes and ensuring the objectives of a change effort are met, they are being held accountable for the success or failure of the change initiative.

Question 14

Which of the following is a responsibility of employees in HR planning and strategic change?

Accepted Answer

All of the listed responsibilities are important for employees in HR planning and strategic change. Developing a personal capacity for frequent change helps employees adapt to new situations and remain flexible, while providing input in the early phases of planning ensures that diverse perspectives are considered. Participating in generating and evaluating alternative approaches helps ensure that the best course of action is chosen, and understanding planned changes and their implications helps employees anticipate and prepare for the effects of those changes.

Question 15

When should a company start implementing an organizational change?

Accepted Answer

Organizational change should be considered and implemented as a part of the strategic planning process. This allows for alignment between the desired goals and objectives and the changes needed within the organization to achieve them. Delaying organizational change until after strategic planning is complete may lead to inconsistencies between strategy and implementation.

Question 16

A manufacturing company has implemented an across-the-board cost-cutting strategy.The company's goal is to reduce expenses by 10 percent without sacrificing product quality.The decision was made by the company's top management without input from its employees.How are its employees likely to show their resistance to the organizational change?

Accepted Answer

Without input from employees, they may feel frustrated and powerless in the situation. They may display insincere agreement to avoid confrontation or punishment from management. Alternatively, some employees may resort to in-your-face defiance or even sabotage the change in an attempt to express their dissatisfaction with the decision. Others may engage in what is known as "malicious compliance," where they follow the new rules or procedures exactly but in a manner that slows down production or causes other difficulties for the company. Therefore, all of the above options are likely to occur in some form as a result of the implementation of the cost-cutting strategy.

Question 17

To ensure that those affected by planned organizational change do support the change,an organization should:

Accepted Answer

Involving everyone affected by the change early in the change process ensures that they have a sense of ownership over the change and can provide feedback and ideas. This increases the likelihood of their support for the change. Gradually implementing the change without communicating with those affected can lead to resistance and confusion. Quick implementation with no input from those affected may also result in resistance and lack of support. Keeping communications at a minimum can also lead to confusion and resistance. Doing nothing assumes that employees will understand and support the change, which may not always be the case.

Question 18

Forecasting human resource supply for specific managerial positions in the organization is referred to as:

Accepted Answer

Succession planning involves forecasting the human resource supply for specific managerial positions in the organization, identifying internal employees who can potentially fill those positions, and developing strategies to groom and prepare those employees for advancement.

Question 19

The term _____ refers to the efforts of firms to identify the human resource applications of the key issues posed by the changing environment,in order to align their human resources with needs resulting from those issues.

Accepted Answer

The term described in the question is Human Resource Planning, which involves identifying the applications of changing environmental issues and aligning HR with those needs. Option A (human resource replacement) refers to filling open positions with new hires or transfers. Option B (job analysis) refers to determining the requirements of a particular job or position. Option C (human resource implementation) is not a commonly used term in HR, and option D (human resource assessment) is too broad and could refer to any kind of HR evaluation or review.

Question 20

As a prominent expert in the area of HR information systems,you have been invited to attend a meeting of other HR and business specialists from around the nation.You and your colleagues will take turns presenting your forecasts and assumptions to the others,making revisions as a group until a viable composite forecast emerges.You will be taking part in a(n)_____.

Accepted Answer

This scenario describes a Delphi meeting, which is a consensus-building technique used to generate forecasts, assumptions, and decision-making. A group of experts meets to present their individual forecasts and assumptions, then revise and combine them until a consensus is reached.

Quiz 3: Hr Planning for Alignment and Change