Question 1

Several months later,you find that the production department is still disengaged from the need for change in the company; You hear them talking one day about "how no one else can run these machines" and "no one else knows how make the product like us." Because the whole department seems to share this view,you are facing
A)process-value resistance.
B)productivity resistance.
C)re-engineering resistance.
D)organizational resistance.
E)individual resistance.

Accepted Answer

The attitude of the production department is indicative of organizational resistance, which occurs when the entire organization is resistant to a change initiative. It seems that the production department is unwilling to change and is resistant to the idea that anyone else could perform their job or manufacture the product. This mindset has become entrenched in the department, which suggests that the resistance is organizational in nature.

Question 2

Which of the following best describes feedback in the action research process?
A)sharing analysis and action with management
B)sharing diagnosis and analysis with employees
C)sharing diagnosis and analysis with management
D)sharing analysis and action with employees
E)evaluating the action plan's effectiveness

Accepted Answer

The answer of Which of the following best describes feedback...

Question 3

The first thing that John,an organizational change consultant,did when he arrived was attempt to identify the unique qualities and special strengths of the organization in order to build on them to improve performance.This is known as
A)SWOT analysis.
B)strategy.
C)unfreezing.
D)appreciative inquiry.
E)refreezing.

Accepted Answer

The approach of identifying unique qualities and strengths of an organization in order to build on them for performance improvement is known as appreciative inquiry. This involves a positive and collaborative approach to change management, focusing on strengths and potential rather than weaknesses and problems.

Question 4

Which step in appreciative inquiry sees employees explore the common visions of the future of the organization?
A)discovery
B)design
C)dreaming
D)destiny
E)detection

Accepted Answer

The step in appreciative inquiry that sees employees explore the common visions of the future of the organization is the dreaming step. This is where participants imagine and articulate their ideal future state or vision for the organization.

Question 5

Which of the following correctly identifies the four steps of appreciative inquiry?
A)discovery,dreaming,design,fortune
B)discovery,design,visioning,destiny
C)detection,design,dreaming,destiny
D)discovery,devise,dreaming,destiny
E)discovery,dreaming,design,destiny

Accepted Answer

The four steps of appreciative inquiry are discovery, dreaming, design, and destiny. Choice E has the correct order of these steps.

Question 6

Because of resistance to change,your management team decides to create a blog in which the executive team will discuss,on a weekly basis,one change initiative the company is taking and why it is important.This tactic of change agents is called
A)education and communication.
B)participation and involvement.
C)developing positive relationships.
D)manipulation and co-optation.
E)explicit and implicit coercion.

Accepted Answer

The tactic described is that of education and communication, as the executive team is using a blog to communicate the importance and rationale behind a change initiative to address resistance to change.

Question 7

Your whole executive team is involved in planning and organizing for the changes necessary,and to add support you hired an outside consultant to give additional energy and expertise to the team.At recent meetings you notice increased tension and behaviours that show a lack of cooperation between managers,but also directly to the outside consultant; this used to be a stable and supportive group.The organizational resistance to change is
A)structural inertia.
B)limited focus of change.
C)group inertia.
D)threat to resource allocation.
E)threat to power.

Accepted Answer

The answer of Your whole executive team is involved in...

Question 8

Which step in appreciative inquiry sees employees explore the strengths of its organization?
A)discovery
B)detection
C)design
D)destiny
E)dreaming

Accepted Answer

During the discovery phase of appreciative inquiry, employees explore and recognize the strengths of their organization. This involves identifying and understanding what has worked well in the past and what the organization does best.

Question 9

One proposed change is to take training dollars away from the sales group for a year and give the money to the engineering group to fund technology changes.Organizational resistance to this change would be called
A)structural inertia.
B)limited focus of change.
C)group inertia.
D)threat to resource allocation.
E)threat to power.

Accepted Answer

This resistance is categorized as a "threat to resource allocation" because it involves reallocating resources (in this case, training dollars) from one group to another, which can lead to resistance from those who feel they are losing resources.

Question 10

Tony's approach to instituting change is to systematically collect data,analyze the data,and then select a change action based on it.This approach to change is known as
A)appreciative inquiry.
B)action research.
C)refreezing.
D)unfreezing.
E)resistance.

Accepted Answer

Tony's approach to change is based on the action research methodology, which involves collecting data systematically, analyzing the data, and then selecting and implementing a change action based on it. Appreciative inquiry is a more positive approach to change that focuses on identifying and building upon existing strengths, rather than identifying problems. Refreezing and unfreezing are both concepts in Lewin's change management model, but they do not specifically refer to the process of collecting and analyzing data. Resistance is a potential barrier to change, but it is not a methodology for driving change.

Question 11

You meet with the production department and discuss the need for change; it is apparent that some individuals want to change,but the group norm seems to be "just do your job and go home." This type of organizational resistance to change is called
A)structural inertia.
B)limited focus of change.
C)group inertia.
D)threat to resource allocations.
E)threat to power.

Accepted Answer

Group inertia is the resistance to change that stems from the group's desire for stability and the maintenance of the status quo. In this scenario, while some individuals may want to change, the group norm of "just do your job and go home" indicates that there is a resistance to change within the group as a whole. This resistance stems from a desire to maintain the existing ways of doing things and to avoid disruption.

Question 12

Once Andy completed the discovery step of his appreciative inquiry initiative,he began to use the information to speculate as to possible futures for the organization.This is known as the ________ step of appreciative inquiry.
A)dreaming
B)design
C)destiny
D)driving
E)downsizing

Accepted Answer

The dreaming step of appreciative inquiry follows the discovery step. In this phase, participants envision what might be, using the strengths and positive aspects identified during discovery to imagine potential futures for the organization.

Question 13

Roy's organization is currently developing a common vision of how the organization will look and a common view of its unique qualities based on the articulation of its "dreams." This is known as the ________ step of appreciative inquiry.
A)design
B)destiny
C)driving
D)downsizing
E)depressive

Accepted Answer

The "design" step of appreciative inquiry involves developing a common vision for the future of the organization and a shared understanding of its unique qualities, based on the articulation of its "dreams." This step focuses on creating a blueprint for how the organization wants to be and operate in the future.

Question 14

Your small company has discovered that other companies are able to outbid you; your entire operation and product are in need of complete reorganization and redesign.You brainstorm with your employees to identify solutions to this new problem.This process is called
A)TQM.
B)action research.
C)appreciative inquiry.
D)flexible inquiry.
E)strategic planning.

Accepted Answer

The answer of Your small company has discovered that other...

Question 15

The marketing and sales department have been supportive of change and demonstrated real leadership with innovative ideas for how to improve the company.The group is so far ahead of the rest of the organization in the change vision that you feel you have to rein them in and ask them to be more conservative in their ideas.This type of organizational resistance is called
A)structural inertia.
B)limited focus of change.
C)group inertia.
D)threat to resource allocation.
E)threat to power.

Accepted Answer

The answer of The marketing and sales department have been...

Question 16

Zelda began speaking to various people in the organization just to find out what they think about a range of issues.This is known as the ________ step of appreciative inquiry.
A)design
B)destiny
C)dreaming
D)driving
E)discovery

Accepted Answer

The discovery step of appreciative inquiry involves speaking to various people to gain a deeper understanding of the organization and its strengths.

Question 17

Regis requested his staff members write down action plans and implementation strategies relating to their change efforts.This is known as the ________ step of appreciative inquiry.
A)dreaming
B)driving
C)downsizing
D)depressive
E)destiny

Accepted Answer

The "destiny" step of appreciative inquiry involves planning and implementing changes based on the positive core identified in earlier steps. This includes writing down action plans and implementation strategies, as described in the scenario.

Question 18

To move from the status quo,you need to do all of the following EXCEPT
A)reduce resistance.
B)increase driving forces.
C)decrease restraining forces.
D)increase restraining forces.
E)increase attractiveness of alternatives.

Accepted Answer

The question asks for the option that is NOT needed to move from the status quo. Increasing restraining forces will only strengthen the resistance to change and make it more difficult to move from the status quo. Therefore, increasing restraining forces is not necessary to move from the status quo.

Question 19

Balancing driving and restraining forces to stabilize a change intervention is termed
A)unfreezing.
B)movement.
C)refreezing.
D)teamwork.
E)planned change.

Accepted Answer

The process of stabilizing change intervention by balancing driving and restraining forces is known as refreezing. Refreezing is a crucial stage of planned change, which aims to make the newly implemented changes a part of the organizational culture.

Question 20

When the production department workers say "no one else can run these machines" and "no one else knows how make the product like us" the type of organizational resistance is
A)structural inertia.
B)limited focus of change.
C)group inertia.
D)threat to expertise.
E)threat to power.

Accepted Answer

The resistance in this situation is a threat to expertise because the workers believe that their specialized knowledge and skills cannot be replicated by anyone else.

Quiz 14: Organizational Change

Which of the following best describes feedback in the action research process?

The first thing that John,an organizational change consultant,did when he arrived was attempt to identify the unique qualities and special strengths of the organization in order to build on them to improve performance.This is known as

Which step in appreciative inquiry sees employees explore the common visions of the future of the organization?

Which of the following correctly identifies the four steps of appreciative inquiry?

Because of resistance to change,your management team decides to create a blog in which the executive team will discuss,on a weekly basis,one change initiative the company is taking and why it is important.This tactic of change agents is called

Which step in appreciative inquiry sees employees explore the strengths of its organization?

One proposed change is to take training dollars away from the sales group for a year and give the money to the engineering group to fund technology changes.Organizational resistance to this change would be called

Tony's approach to instituting change is to systematically collect data,analyze the data,and then select a change action based on it.This approach to change is known as

You meet with the production department and discuss the need for change; it is apparent that some individuals want to change,but the group norm seems to be "just do your job and go home." This type of organizational resistance to change is called

Once Andy completed the discovery step of his appreciative inquiry initiative,he began to use the information to speculate as to possible futures for the organization.This is known as the ________ step of appreciative inquiry.

Roy's organization is currently developing a common vision of how the organization will look and a common view of its unique qualities based on the articulation of its "dreams." This is known as the ________ step of appreciative inquiry.

Your small company has discovered that other companies are able to outbid you; your entire operation and product are in need of complete reorganization and redesign.You brainstorm with your employees to identify solutions to this new problem.This process is called

Zelda began speaking to various people in the organization just to find out what they think about a range of issues.This is known as the ________ step of appreciative inquiry.

Regis requested his staff members write down action plans and implementation strategies relating to their change efforts.This is known as the ________ step of appreciative inquiry.

To move from the status quo,you need to do all of the following EXCEPT

Balancing driving and restraining forces to stabilize a change intervention is termed

When the production department workers say "no one else can run these machines" and "no one else knows how make the product like us" the type of organizational resistance is