Question 1

Elaborate on any three types of organization development techniques.

Accepted Answer

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Question 2

Identify four common general reasons for resistance to change in an organization, and give an example for each.

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Question 3

Which of the following methods of managing resistance to change is used in the third approach?
A)Education and communication
B)Facilitation and support
C)Negotiation and rewards
D)Cooptation
E)Coercion

Accepted Answer

When necessary and appropriate, management can offer concrete incentives for cooperation with the change. In the third approach in Scenario C, the management is rewarding those employees who support the change process.

Question 4

Discuss the general model for managing resistance. How does force-field analysis contribute to a successful change process?

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Question 5

Which of the following methods of managing resistance to change is used in the second approach?
A)Education and communication
B)Facilitation and support
C)Negotiation and rewards
D)Cooptation
E)Coercion

Accepted Answer

Sometimes managers use more subtle, covert tactics to implement change. One form of manipulation is cooptation, which involves giving a resisting individual a desirable role in the change process.

Question 6

In Scenario D, Wes's sales executives have consistently failed to achieve the monthly sales target. This is an example of ____.
A)a performance gap
B)goal displacement
C)negative reinforcement
D)an adverse impact
E)discounting the future

Accepted Answer

A performance gap is the difference between actual performance and the performance that should or could exist. As an impetus for change, a performance gap can apply to the organization as a whole; it also can apply to departments, groups, and individuals.

Question 7

As Wes's sales executives fail to achieve their targets, he announces that everyone should work on weekends until the sales target for the month is achieved. This is an example of a _____ change.
A)retroactive
B)negative
C)proactive
D)cognitive
E)reactive

Accepted Answer

Most change is reactive. A better way to change is to be proactive. Reactive change means responding to pressure after a problem has arisen. It also implies being a follower. Wes reacts to the team's poor performance and implements the change.

Question 8

Which of the following methods of managing resistance to change is used in the fourth approach?
A)Education and communication
B)Facilitation and support
C)Negotiation and rewards
D)Cooptation
E)Coercion

Accepted Answer

Some managers apply punishment or the threat of punishment to those who resist change. With this approach managers use force to make people comply with their wishes. In the fourth approach in Scenario C, the management decides to fire those who continue to resist the changes.

Question 9

The ability of an organization to achieve many goals at the same time is also known as
A)the tyranny of the or.
B)the genius of the and.
C)sustained greatness.
D)proactive change.
E)reactive change.

Accepted Answer

The genius of the and, also known as organizational ambidexterity, refers to being able to achieve multiple objectives at the same time. This ability develops via the actions of many individuals throughout the organization, and it is the ultimate goal of the changes being undertaken by the organization.

Question 10

What is organizational ambidexterity? List some practices companies can uphold to develop it.

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Question 11

Which of the following methods of managing resistance to change is used in the first approach?
A)Education and communication
B)Facilitation and support
C)Negotiation and rewards
D)Cooptation
E)Coercion

Accepted Answer

Education and communication should be used when there is a lack of information or inaccurate information and analysis. Management should educate people about upcoming changes before they occur. It should communicate not only the nature of a change but its logic.

Question 12

Jon's team members have been able to achieve their monthly targets due to the changes that he had implemented in the beginning, to avoid any undesirable outcomes. In this case, Jon has implemented a _____ change.
A)retroactive
B)negative
C)proactive
D)cognitive
E)reactive

Accepted Answer

Most change is reactive. A better way to change is to be proactive. Proactive change means anticipating and preparing for an uncertain future. It implies being a leader and creating the future he or she wants. Jon prepares for the future and implements the changes in advance to avoid any uncertainties.

Question 13

Judging from the strategy Wes chose to deal with his problem, his sales staff will likely respond by becoming _____.
A)responsive
B)grateful
C)successful
D)thoughtful
E)defensive

Accepted Answer

When managers communicate the need to change, they need to take care not to arouse people's defensiveness. Instead of unfreezing resistance, managers are likely to place employees on the defensive when they pin the blame for shortcomings directly and entirely on the workers.

Question 14

In Scenario B, the ultimate goal of the change process is to enable the company to achieve many goals at the same time, which is known as organizational
A)ambidexterity.
B)versatility.
C)complexity.
D)multiplicity.
E)instrumentality.

Accepted Answer

The genius of the and, also known as organizational ambidexterity, refers to being able to achieve multiple objectives at the same time. It develops via the actions of many individuals throughout the organization. This is the ultimate goal of the changes proposed in the company.

Question 15

Explain the concept of "tyranny of the or."

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Question 16

Define and discuss organization development.

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Question 17

Discuss education and communication as a method for managing resistance to change. Identify its advantage and drawback.

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Question 18

Discuss participation and involvement as a method for managing resistance to change. Explain its advantages.

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Question 19

Discuss strategy, execution, culture, and structure as key factors that lead to an organization's sustained, superior performance.

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Question 20

Discuss four change-specific reasons for resistance to change, and give an example for each.

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Quiz 18: Creating and Leading Change

Elaborate on any three types of organization development techniques.

Identify four common general reasons for resistance to change in an organization, and give an example for each.

Which of the following methods of managing resistance to change is used in the third approach?

Discuss the general model for managing resistance. How does force-field analysis contribute to a successful change process?

Which of the following methods of managing resistance to change is used in the second approach?

In Scenario D, Wes's sales executives have consistently failed to achieve the monthly sales target. This is an example of ____.

As Wes's sales executives fail to achieve their targets, he announces that everyone should work on weekends until the sales target for the month is achieved. This is an example of a _____ change.

Which of the following methods of managing resistance to change is used in the fourth approach?

The ability of an organization to achieve many goals at the same time is also known as

What is organizational ambidexterity? List some practices companies can uphold to develop it.

Which of the following methods of managing resistance to change is used in the first approach?

Jon's team members have been able to achieve their monthly targets due to the changes that he had implemented in the beginning, to avoid any undesirable outcomes. In this case, Jon has implemented a _____ change.

Judging from the strategy Wes chose to deal with his problem, his sales staff will likely respond by becoming _____.

In Scenario B, the ultimate goal of the change process is to enable the company to achieve many goals at the same time, which is known as organizational