Question 1

One condition necessary for successfully carrying out effective change programs is that the organization's members must be the key source of energy for change,not some party external to the team or organization.

Accepted Answer

For change to be successful, it is important that the organization's members are fully invested and committed to the change process. External parties can provide support and guidance, but ultimately it is up to the members of the organization to drive and sustain the change.

Question 2

According to the Diversity competency: Managing across Generations,one of the negative traits of Generation Y'ers is that they have a relaxed work ethic.

Accepted Answer

Generation Y, also known as Millennials, are sometimes perceived as having a relaxed work ethic due to their preference for work-life balance and flexible work environments.

Question 3

Confronting the unknown does not bother most people.

Accepted Answer

Confronting the unknown can create anxiety and uncertainty for many people.

Question 4

Wegmans,a grocery store chain headquartered in Rochester,New York,has created a work environment where employees' contributions count and there are few rules.

Accepted Answer

According to the statement, Wegmans has created a work environment where employees' contributions count and there are few rules, indicating that the statement is true.

Question 5

The economic approach refers to initiating change for the purpose of creating shareholder
value.

Accepted Answer

The statement is true. The economic approach focuses on maximizing shareholder value by making strategic decisions and initiating change in the organization.

Question 6

Although personality may play a role in resistance to change,it seldom is the only important factor in a situation involving change.

Accepted Answer

Personality may contribute to resistance to change, but other factors such as past experiences, communication, and organizational culture can also play a role. Therefore, personality is not always the only important factor in situations involving change.

Question 7

A habit can be a source of comfort,security,and satisfaction for individuals because it allows
them to adjust to the world and cope with it.

Accepted Answer

Habits can provide a sense of familiarity, routine, and control for individuals, which can contribute to feelings of comfort, security, and satisfaction. By engaging in habitual behaviors, individuals are able to establish patterns of behavior that can help them navigate life more easily and effectively, allowing them to cope with various challenges and stressors they may encounter.

Question 8

People in the organization must be aware of the need for change,believe in the potential value of the changes proposed,and be willing to change their behaviors in order for change to be effective.

Accepted Answer

This statement is true as people's awareness, belief, and willingness to change are important factors that determine the success of any organizational change effort. Without the support and cooperation of the people in the organization, change initiatives often fail or fall short of expectations.

Question 9

It is likely that a good outside consultant could provide the crucial source of energy for effective organizational change even if organization members lack personal commitment to the effort.

Accepted Answer

While an outside consultant can bring valuable insights and strategies for organizational change, the success of such initiatives heavily relies on the commitment and engagement of the organization's members. Without their buy-in and active participation, it's challenging to achieve lasting and effective change.

Question 10

Resistance to change in organizations typically takes a single form: overt resistance,which is obvious,easy to observe,and easy to identify as resistance to change.

Accepted Answer

Resistance to change in organizations can take multiple forms, including overt and covert resistance. Covert resistance is less obvious and can include passive-aggressive behavior, procrastination, or subtle sabotage, making it not always easy to observe or identify.

Question 11

Change involves moving from the known to the unknown.

Accepted Answer

Change is generally considered to involve leaving behind what is familiar or known and venturing into new or unfamiliar territory.

Question 12

The two kinds of change that occur in organizations is change that inevitably happens over time and change that is planned by members of an organization.

Accepted Answer

This statement is true. Organizations experience both natural changes over time as well as intentional changes planned by its members.

Question 13

Four important sources of individual resistance to change are organization design,organizational culture,resource limitations,and interorganizational agreements.

Accepted Answer

Individual resistance to change is not directly related to organization design, interorganizational agreements, or resource limitations. These factors may contribute to resistance indirectly, but they are not considered sources of individual resistance to change. The main sources of individual resistance to change are fear of the unknown, selective perception and retention, habit, security, and economic factors. Organizational culture can also contribute to individual resistance to change by promoting values and beliefs that are incompatible with new initiatives.

Question 14

The organizational development approach refers to developing employees' competencies
to solve problems by enabling them to identify and become emotionally committed to improving the performance of the firm.

Accepted Answer

The organizational development approach focuses on developing employees' competencies to solve problems and improve the performance of the firm through emotional commitment.

Question 15

Two radically different approaches to achieve organizational change include the economic approach which has a participative leadership style and an organizational development approach which has a top-down leadership style.

Accepted Answer

The economic approach typically has a top-down leadership style while the organizational development approach emphasizes participative leadership.

Question 16

Effective change programs do not typically involve developing political support for the needed changes.

Accepted Answer

Developing political support is often a crucial aspect of implementing effective change programs. Without buy-in from key stakeholders, such as senior leaders, employees, and external partners, it can be challenging to gain traction and sustain momentum for change initiatives. Building support and engaging stakeholders often involves actively communicating and addressing concerns while highlighting the potential benefits of the change.

Question 17

Six important sources of individual resistance to change are perceptions,personality,habit,threats to power and influence,fear of the unknown,and economic reasons.

Accepted Answer

These six sources are commonly cited as important factors that contribute to individual resistance to change in organizations. Perception refers to an individual's interpretation and understanding of the change, while personality traits and habits can influence how open one is to new ideas and ways of doing things. Fear of losing power or influence, uncertainty about the future, and economic concerns (e.g. changes in job responsibilities or compensation) may also lead people to resist change.

Question 18

Robert Nardelli used the organizational development approach to organizational change to overhaul the operations at Chrysler.

Accepted Answer

Robert Nardelli is more commonly associated with his tenure at Home Depot and his use of a top-down management style, rather than specifically using the organizational development approach to overhaul operations at Chrysler.

Question 19

Active resistance by employees is one of the most damaging forms of resistance to change.

Accepted Answer

The answer of Active resistance by employees is one of...

Question 20

Five initiatives may contribute to effective change management: (1)motivating change, (2)creating a vision, (3)developing political support, (4)managing the transition,and (5)sustaining momentum.

Accepted Answer

These five initiatives are commonly cited as key components of effective change management. Motivating change involves creating a sense of urgency and a desire to change. Creating a vision involves developing a clear and compelling picture of the desired future state. Developing political support involves identifying and working with key stakeholders to gain buy-in and support for the change. Managing the transition involves overseeing and coordinating the actual process of change. Sustaining momentum involves ensuring that the change is fully embedded and sustained over time.

Quiz 17: Managing Organizational Change