Question 1

Cooptation is a form of both manipulation and participation.

Accepted Answer

Cooptation involves manipulating individuals or groups into a relationship of dependence or compliance, however, it can also involve their participation in decision-making processes or activities, making it a form of both manipulation and participation.

Question 2

Inability to change in accordance with the market trends can cause organizations to go bankrupt.

Accepted Answer

Adapting to changing market trends is crucial for organizations to remain competitive and relevant in their industries. Failure to do so can result in loss of customers, decreased sales, and ultimately bankruptcy.

Question 3

Companies with dominant market share are less susceptible to the forces of change than smaller businesses.

Accepted Answer

No company today is in a particularly stable environment. Even those with dominant market share must change, sometimes radically.

Question 4

Companies with strong cultures excel at implementing radical change.

Accepted Answer

Companies with strong cultures often excel in stability and consistent performance, but they may struggle with implementing radical change due to resistance from deeply ingrained values and ways of working.

Question 5

Organizations and their members tend to resist change.

Accepted Answer

This is a well-established and commonly observed phenomenon in organizational behavior. Resistance to change can stem from a variety of sources, such as a fear of the unknown, a sense of loss of control or autonomy, a belief that the proposed change won't actually address underlying problems, or a simple preference for the status quo. Overcoming resistance to change is often a significant challenge for leaders and managers seeking to implement new initiatives or improve organizational performance.

Question 6

Research on organizational change has shown that, to be effective, change should take place as slowly as possible.

Accepted Answer

Research on organizational change suggests that change should be implemented at a pace that balances the need for timely action with the need for employees to adjust to the new situation. The pace of change should be determined by the complexity and size of the change, as well as the organization's culture and readiness for change. A too-slow or too-fast pace of change can both have negative consequences.

Question 7

It's easiest for management to deal with implicit and deferred resistance.

Accepted Answer

Implicit and deferred resistance can be more challenging for management to address because it is not immediately visible or obvious, making it harder to identify and resolve.

Question 8

People are more willing to accept changes if they trust the managers implementing them.

Accepted Answer

When there is trust in the manager, employees are more likely to believe that the changes being implemented are for their benefit and the benefit of the organization, rather than for the manager's personal gain. Trust also leads to better communication, which can help to address any concerns or questions that employees may have about the changes being made. Ultimately, trust plays a crucial role in ensuring that change is accepted and successful within an organization.

Question 9

Rapid innovation and technological developments have forced companies to broaden their view of competition.

Accepted Answer

Rapid innovation and technological developments have led to the emergence of new competitors and new ways of doing business, forcing companies to broaden their view of competition beyond traditional rivals.

Question 10

Coercion refers to covert influence attempts.

Accepted Answer

Coercion refers to OVERT influence attempts that involve the use of force or threats to control or manipulate another person's behavior.

Question 11

Long tenure in management is associated with innovation.

Accepted Answer

The answer of Long tenure in management is associated with...

Question 12

During the "discovery" step of appreciative inquiry, participants write action plans and develop implementation strategies.

Accepted Answer

During the "discovery" step of appreciative inquiry, participants are focused on identifying what is working well in the organization and what its strengths are. Action plans and implementation strategies are developed in the later steps of the process, such as the "dream" and "design" phases.

Question 13

In innovative organizations, interunit communication tends to be low.

Accepted Answer

In innovative organizations, interunit communication tends to be encouraged and promoted to foster collaboration and cross-functional teamwork, leading to a more innovative and integrated approach to problem-solving and decision-making.

Question 14

Idea champions display characteristics associated with transformational leadership.

Accepted Answer

Idea champions, as their name suggests, are leaders who champion and promote new ideas and innovations within an organization. Transformational leadership involves inspiring and motivating others to achieve a shared vision or goal, which is exactly what idea champions do by promoting and generating enthusiasm for new ideas. They also often display other transformational leadership characteristics such as charisma, intellectual stimulation, and individualized consideration. Therefore, the statement is true.

Question 15

Forming a coalition with enough power to lead the change is the second step in the Kotter's eight-step plan for implementing change and it represents the "movement" stage in the Lewin's three-step model.

Accepted Answer

Forming a coalition is the second step in Kotter's plan, but it corresponds to the "unfreezing" stage in Lewin's model, not the "movement" stage.

Question 16

During the "dreaming" step of appreciative inquiry, participants use information from the discovery phase to speculate on possible futures.

Accepted Answer

During the dreaming step of Appreciative Inquiry, participants use the information gathered during the discovery phase to imagine possibilities and potential futures.

Question 17

You have threatened to eliminate positions and even to close down the company if your employees don't change their attitudes. The method for overcoming resistance that you have chosen is ________.

Accepted Answer

The method chosen by the manager is coercion, as they are using threats and the possibility of negative consequences (eliminating positions, closing down the company) as a means of getting employees to change their attitudes. This approach does not involve education, communication, participation, negotiation, or cooptation.

Question 18

You have decided to involve the sales personnel in planning for the change and in stocking appropriate new items to sell to gardeners. The method for overcoming resistance that you have chosen is ________.

Accepted Answer

By involving the sales personnel in the planning process and allowing them to participate in the decision-making, they will feel more ownership and buy-in for the change. This is a method of overcoming resistance known as participation. Education and communication may be effective as well, but involving the sales personnel in the planning process is likely to be more impactful. Negotiation, manipulation and cooptation, and coercion are not appropriate methods for overcoming resistance in this situation.

Question 19

Innovation is nurtured where there are slack resources.

Accepted Answer

Slack resources refer to the availability of extra resources such as time, money, and skilled personnel that can be utilized for innovation and experimentation. Having slack resources provides organizations with the flexibility to explore new ideas and take risks, which can lead to innovation. Therefore, innovation is often found where there are slack resources available.

Question 20

You have brought in the local extension agent to explain demographics and the changing nature of the area in which you live. The method for overcoming resistance that you have chosen is ________.

Accepted Answer

Education and communication is the best choice for overcoming resistance when bringing in the local extension agent to explain demographics and the changing nature of the area. This method involves providing information and increasing understanding to encourage acceptance and participation. Participants can then make informed decisions and act accordingly.

Quiz 16: Organizational Change and Stress Management