Question 1

The most common error in the refreezing phase in Lewin's model for planned change is

Accepted Answer

The most common error in the refreezing phase in Lewin's model for planned change is declaring victory too soon and withdrawing support before the change is really fixed in normal routines. This can lead to a relapse into old behavior, and the change process may have to start over again.

Question 2

A small accounting firm was bought by a larger firm whose management had different goals and objectives. The employees' jobs and roles were re-evaluated and changed without their input, and when they voiced their concern, they were told that they had to accept the changes or else resign. The new management is applying which change strategy?

Accepted Answer

The new management is using force-coercion as a change strategy, as they are not giving the employees any say in the changes and are forcing them to accept the changes or leave the company.

Question 3

The growing health awareness among consumers has begun to affect the fast food industry. Sales are down and more consumers are asking fast food companies to add more nutritious items to their menu, which they are starting to do. This is an example of which of the following external forces of change?

Accepted Answer

The growing health awareness among consumers is a social force and value that is driving the change in the fast food industry.

Question 4

A change agent may take direct and unilateral action to command that change occurs. The change agent is using what version of force-coercion?

Accepted Answer

Direct forcing involves using commanding authority to ensure that change occurs. In this scenario, the change agent is taking direct and unilateral action to achieve the desired change, indicating the use of direct forcing.

Question 5

According to Kurt Lewin's model for planned change, which of the following phases involves preparing a system for change?

Accepted Answer

The unfreezing phase involves preparing a system for change by creating awareness about the need for change and reducing resistance to change. This includes assessing the readiness of the organization for change, communicating the reasons for the change, and creating a sense of urgency.

Question 6

In which of the following phases in Lewin's planned change process is it important to evaluate results, provide feedback to the people involved, and make any required modifications in the original change?

Accepted Answer

The refreezing phase is the final stage in Lewin's planned change process, where the changes have been implemented, and it is essential to evaluate the results and provide feedback to the people involved. The goal of this phase is to make any necessary modifications in the original change, to ensure that the change is successfully institutionalized and becomes a part of the organization's culture. Therefore, it is important to monitor the results and provide feedback to ensure that the change is effective and sustainable.

Question 7

Delaying a sense of urgency for change and neglecting to build a coalition of influential persons who support the change, is a major reason for the failure of the ___ phase in the Lewin's model for planned change.

Accepted Answer

The first phase of Lewin's model for planned change is unfreezing, which involves creating a sense of urgency for change and preparing individuals and the organization for the upcoming changes. Neglecting to establish a sense of urgency and failing to build support for the change among key stakeholders can lead to resistance and ultimately failure of the change effort. Delaying these crucial steps is a major reason for the failure of the unfreezing phase. Therefore, the best answer is A) unfreezing.

Question 8

The many complications of planned change in organizations begin with

Accepted Answer

Planned change in organizations is often met with resistance from individuals who may not want to change their current habits or routines. Human nature plays a significant role in the success or failure of planned change initiatives. The other options, such as the organization or technology deficiencies, may contribute to complications, but they do not serve as the root cause like human nature does.

Question 9

Brad, a manager, felt that his subordinates needed to change the way they functioned to enhance performance. He interacted with them and made them aware that their present way of doing things was not effective enough. He tried to ensure that the employees accepted that change was inevitable. On the basis of the given information, it can be concluded that Brad is in the ___ phase of the planned change.

Accepted Answer

Brad is in the unfreezing phase of planned change, where he is trying to make his subordinates aware that their current way of functioning is not effective enough and that a change is necessary. In this phase, the manager tries to overcome resistance to change and make the employees prepared for the change.

Question 10

Which of the following statements is correct with respect to internal forces for organizational change?

Accepted Answer

Internal forces for change refer to the factors within the organization that create the need for change. These can include changes in technology, leadership, workforce demographics, or other factors. It is true that external forces, such as changes in the market or industry competition, can also create a need for change. However, B is the best answer because it acknowledges that internal factors can also create the need for change and that a change in one part of the organization can affect other parts of the system. C, D, and E are incorrect because internal forces are significant to the organization, they can be identified independently of external forces, and they may have an ongoing impact on the organization. A is incorrect because it is a false statement - there are internal forces for change.

Question 11

Which of the following scenarios depict the unfreezing stage according to Lewin's model for planned change?

Accepted Answer

The unfreezing stage is the first stage in Lewin's model for planned change. It involves creating a need for change and breaking down the existing mindset or behavior. In scenario B, the firm is rearranging existing teams in order to cope with the new system upgrade that has to be made. This involves creating a need for change and breaking down the existing mindset or behavior, which is characteristic of the unfreezing stage. The other scenarios do not involve breaking down existing mindsets or creating a need for change.

Question 12

___ is at the lowest level in an organizational change pyramid.

Accepted Answer

Incremental change is at the lowest level in an organizational change pyramid because it involves minor adjustments and improvements to existing processes or systems, rather than a complete overhaul or transformation. Radical change, transformational change, top-down change, and frame-breaking change all involve more significant and disruptive shifts in the organization.

Question 13

The owner of Makers & Bakers Ltd. has purchased a few new machines. To ensure that the new machines are effective, he continually gathers feedback from his employees and makes relevant changes by customizing the machines based on their feedback. What kind of change is depicted here?

Accepted Answer

This is an example of improvisational change, which involves making small, incremental changes based on feedback and experimentation, rather than completely overhauling the system (transformational change) or forcing change through top-down mandates (coercive change).

Question 14

According to Kurt Lewin's model for planned change, which of the following phases involves stabilizing the system after change?

Accepted Answer

The refreezing phase involves stabilizing the system after change. This is the final phase in Lewin's model for planned change, where the changes made in the system are reinforced and consolidated to ensure that they become permanent.

Question 15

The final phase in Lewin's planned change process is ___.

Accepted Answer

The final phase in Lewin's planned change process is refreezing, which involves stabilizing the new state after the change has been implemented to ensure that the change is sustained over time. Refreezing involves reinforcing the new behaviors, attitudes, and ways of doing things that were introduced in the changing phase. Therefore, choice C (refreezing) is the best answer.

Question 16

Changing, the second phase of Lewin's planned organizational change model, can be implemented by ___.

Accepted Answer

Changing involves identifying new and more effective ways of behaving, choosing appropriate changes in tasks, people, culture, technology, and/or structure, and taking action to put those changes into place. Therefore, all of the above options are correct.

Question 17

Which of the following specifically involves making continual adjustments as changes are being implemented?

Accepted Answer

Improvising involves making continual adjustments as changes are being implemented. The other options in the list refer to different stages of the change management process, but they do not explicitly involve making continual adjustments.

Question 18

Which of the following change strategies in an organization pursues change through formal authority and/or the use of rewards or punishments?

Accepted Answer

The force-coercion strategy pursues change through formal authority and/or the use of rewards or punishments, which involve exerting control over individuals or groups. This approach may involve threats or coercion to induce compliance with organizational policies or changes.

Question 19

The unfreezing, changing, and refreezing phases are all parts of what process?

Accepted Answer

The answer of The unfreezing, changing, and refreezing phases are...

Question 20

A force-coercion strategy for change involves the use of ___.

Accepted Answer

A force-coercion strategy involves the use of formal authority to impose change or to use rewards and punishments to incentivize desired behaviors. Options A, B, D, and E do not specifically involve the use of force or coercion.

Quiz 12: Organization Culture and Change