Deck 16: Organization Change and Change Management

Question 1

The generation of workers born between 1960 and 1980 are referred to as Generation X.

Answer 1

True

Question 2

The four areas in which the pressures for change are the most powerful involve people, technology, information processing and communication, and competition.

Answer 2

True

Question 3

Process analysis involves developing plans for improvement.

Answer 3

True

Question 4

Despite their efforts to do so, baby boomers have failed to affect U.S.employment practices.

Question 5

Advances in information processing and communication have paralleled each other.

Question 6

The three steps of Lewin's model of planned change are unfreezing, change, and refreezing.

Question 7

Refreezing is the process of generating actual change in the organization.

Question 8

Groups that are satisfied with current resource allocation methods may resist any change they believe will threaten future allocations.

Question 9

The median age in the United States has gradually increased over the last several decades.

Question 10

The survey feedback process includes five distinct stages that begin with problem identification.

Question 11

A change in the organization may threaten the specialized expertise that individuals and groups have developed over the years.

Question 12

Total quality management efforts usually focus on teams, and the principles of team building must be applied to make them work.

Question 13

Unfreezing is the process by which people become aware of the need for change.

Question 14

As the rate of technological change increases, it becomes important to respond more slowly to change in order to make the proper decisions.

Question 15

The first step of Lewin's model of planned change involves refreezing.

Question 16

Because of perceptual limitations such as lack of attention or selective attention, a person may not recognize a change in a rule or procedure and thus may not alter his or her behavior.

Question 17

The final step in the continuous change process model involves recognizing and defining a problem.

Question 18

Management development programs rely heavily on participative methods such as case studies and role playing to instruct employees.

Question 19

Employees must be prepared for constant change.

Question 20

A major problem with training programs is transferring employee learning to the workplace.

Question 21

In the continuous change process model, the final step is

A) measurement, evaluation, and control.
B) OB modeling.
C) a system audit and modification.
D) the change agent.
E) transition management.

Question 22

The group of people born between 1980 and 2000 are called

A) Generation X.
B) Millennials.
C) Generation Y.
D) Generation Z
E) Baby-boomers.

Question 23

Information processing and communication changes include all of the following EXCEPT

A) a new generation of computers.
B) people may not need offices.
C) work stations will be more electronic than paper and pencil.
D) organizations will have systematic plans for changes.
E) satellite systems for data transmission.

Question 24

Transition management

A) is the responsibility of an outside consultant.
B) is the responsibility of the change agent.
C) relieves the regular management team of its normal duties.
D) halts business as usual during the change process.
E) deals with the unintended consequences of change.

Question 25

Organization development

A) focuses on technological change.
B) has yet to emerge as a distinct field of study.
C) works best as a spontaneous process.
D) is designed to combat unwanted change.
E) is the process of planned change using scientific knowledge.

Question 26

Generation X includes people who were born

A) between 1930 and 1945.
B) between 1910 and 1930.
C) between 1945 and 1960.
D) between 1970 and 1980.
E) between 1960 and 1980.

Question 27

Employees who contribute to the change in any way need to be rewarded.

Question 28

Baby Boomers were born between the years

A) 1930-1945
B) 1960-1970
C) 1945-1960
D) 1970-1980
E) 1980-2000

Question 29

Which of the following is NOTconsidered an example of organization development?

A) Job enlargement to reduce absenteeism and improve morale
B) Automating an assembly line to increase production
C) Autonomous work teams to improve cohesiveness
D) Job enrichment to satisfy esteem needs
E) Sensitivity training to improve communications

Question 30

Problems related to resistance, control, and power can be overcome by broad participation in planning the change.

Question 31

​The utility and value of management development are currently more an article of faith than a proven fact.

Question 32

Many efforts to create change in organizations adopt too narrow a focus.

Question 33

The number of people born in the U.S.between 1945 and 1960 was approximately

A) 38 million.
B) 27 million.
C) 100 million.
D) 56 million.
E) 38 million.

Question 34

Each of the following is true of organization development EXCEPT

A) it is designed specifically to improve organizations.
B) it attempts to plan organization changes.
C) it is based on knowledge of the behavioral sciences.
D) it excludes spontaneous initiatives.
E) All of these are parts of organization development.

Question 35

The first step in Lewin's Process Model of change is

A) refreezing.
B) unfreezing.
C) change itself.
D) planning.
E) observing.

Question 36

A structural change affects all of the following EXCEPT

A) performance appraisals.
B) rewards.
C) communication.
D) decision-making.
E) All of these are affected by structural changes.

Question 37

Managers should take a holistic view of the organization and the change project in order to successfully manage change and development.

Question 38

Open communication is an important factor in managing resistance to change and overcoming information and control problems during transitions.

Question 39

The changes that are occurring in organizations include all of the following EXCEPT

A) cultures.
B) structures.
C) work relationships.
D) customer relationships.
E) profit motives.

Question 40

The areas in which the pressures for change appear most powerful involve all of the following except

A) people.
B) technology.
C) information processing.
D) competition.
E) All of these are powerful pressures for change.

Question 41

In the absence of information regarding a change, employees may fill the gap with

A) inappropriate or false information.
B) sensitive participation.
C) a contribution.
D) a holistic view.
E) a synopsis.

Question 42

Which of the following organizational sources of resistance occurs when decision-making authority is redistributed?

A) Fear of the unknown
B) Narrow focus of change
C) Threatened power
D) Habit
E) Resource allocation

Question 43

Which of the following is NOT an organizational source of resistance to change as identified by Katz and Kahn?

A) overdetermination
B) threatened expertise
C) centralization
D) group inertia
E) All of these represent resistance to change.

Question 44

The degree to which members of a work organization are able to satisfy important personal needs through their experiences in the organization is called

A) structural change.
B) system-wide change.
C) change agent success.
D) total quality management.
E) quality of work life.

Question 45

With respect to management development, which of the following is NOT true?

A) The value of management development is a proven fact.
B) Management development objectives must be compatible with organizational objectives.
C) Management development is a long-range process.
D) Organizations must use care in identifying their unique developmental needs.
E) Management development is multifaceted and complex.

Question 46

Which of the following is NOTone of the keys to successful change management?

A) Reward those who contribute to change.
B) Secure top management support.
C) Encourage participation by those affected by the change.
D) Maximize employee job satisfaction.
E) Foster open communication.

Question 47

When managers consider the impact of a change on the culture, the dominant coalition, and the people, tasks, and structure of the organization, they are more likely to be successful because they have

A) taken a holistic view.
B) secured top management support.
C) considered international issues.
D) started small.
E) encouraged participation.

Question 48

The second step in the integrative framework for the implementation of task redesign is

A) diagnosis of the work system and context.
B) recognition of a need for a change.
C) go/no-go decision.
D) cost-benefit analysis of proposed changes.
E) selection of task redesign as a potential intervention.

Question 49

With respect to managing change, management should consider resistance to change as

A) something to be overcome as quickly as possible.
B) a signal to carefully examine the advantages and disadvantages of a change.
C) something to be avoided.
D) an opportunity to reinforce their authority.
E) a commonplace, everyday event and not worry about it.

Question 50

Which of the following is NOT true of the use of data collected through the survey feedback process?

A) Results should only be reviewed by top management.
B) Results are returned to all levels of the organization.
C) Results are used for solving problems.
D) Results are used to identify problems.
E) Results are aggregated by group or department.

Question 51

The expected benefits from quality-of-work-lifeprograms include all of the following EXCEPT

A) positive attitudes.
B) increased centralization of leadership.
C) increased effectiveness of the organization.
D) increased goal accomplishment.
E) increased productivity.

Question 52

Most quality-of-work-lifeefforts espouse a goal of

A) humanizing the workplace.
B) reduced interpersonal conflict.
C) strengthened competitive advantage.
D) increasing the quality of the work performed.
E) decreasing expenses and waste on the job.

Question 53

Overdetermination is sometimes called

A) structural inertia.
B) organizational inertia.
C) group inertia.
D) group stability.
E) organizational stability.

Question 54

A major problem of training programs is

A) identifying actual training needs.
B) finding the time and funding for the training effort.
C) motivating employees to want to learn.
D) transferring employee training to the workplace.
E) finding "role model" trainers.

Question 55

When introducing job changes, managers must consider all of the following EXCEPT

A) the total work environment within which the job exists.
B) whether the job changes require adjustments in other organizational components.
C) how to limit what employees know about the changes.
D) whether workers have, or can easily obtain, the newly required skills.
E) who will design the changes.

Question 56

Technological change focuses on

A) indirect alteration of jobs.
B) quality inputs to the process.
C) the way inputs are transformed into outputs.
D) broad system-wide changes.
E) the way standards are created and enforced.

Question 57

All of the following statements about change are true EXCEPT

A) An organization may resist change.
B) Change is inevitable.
C) An organization may promote change.
D) Resistance to change is inevitable.
E) Resistance to change should be eliminated.

Question 58

Which of the following is one of the organizational sources of resistance to change found by Katz and Kahn?

A) Threatened expertise
B) Rapidity of change
C) Decentralization
D) Formalization
E) Specificity of change

Question 59

Each of the following is a popular type of people-oriented change technique EXCEPT

A) training
B) management development
C) team building
D) survey feedback
E) All of these are popular people-oriented change techniques.

Question 60

Sam has good working relationships with his boss and coworkers, and is concerned that the upcoming organization change might disrupt these.Sam is most likely to resist the change because of

A) lack of awareness.
B) fear of the unknown.
C) economic factors.
D) habit.
E) social factors.

Question 61

The first step in the integrative framework for the implementation of task redesign is

A) diagnosis of the work system and context.
B) recognition of a need for a change.
C) go/no-go decision.
D) cost-benefit analysis of proposed changes.
E) selection of task redesign as a potential intervention.

Question 62

Which of the following keys to successful organization change management would help a manager reduce the spread of rumors regarding a change?

A) Start small
B) Secure top management support
C) Foster open communication
D) Encourage participation
E) Take a holistic view

Question 63

The system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving organizational effectiveness is called

A) change agency.
B) process change.
C) transition management.
D) organization development.
E) none of these

Question 64

Which of the following does NOT tend to be true of Millennials?

A) they celebrate diversity
B) they are group oriented
C) they are optimistic
D) they want everyone to be treated the same
E) they understand technology quickly

Question 65

The process of systematically planning, organizing, and implementing change, from the disassembly of the current state to the realization of a fully functional future state within an organization, is called

A) unfreezing.
B) transition management.
C) refreezing.
D) change agency.
E) organizational design.

Question 66

How many steps are in Lewin's Process Model of change?

A) 1
B) 2
C) 3
D) 4
E) 5

Question 67

The third step in Lewin's Process Model of change is

A) refreezing.
B) unfreezing.
C) change itself.
D) planning.
E) observing.

Question 68

In the continuous change process model, the person responsible for managing the change effort is called a(n)

A) transition manager.
B) change agent.
C) ombudsman.
D) modification mogul.
E) evolution emissary.

Question 69

The second step in Lewin's Process Model of change is

A) refreezing.
B) unfreezing.
C) change itself.
D) planning.
E) observing.

Question 70

The specific intention of organization development must be to improve organization effectiveness.This point excludes changes that

A) merely seek to reduce costs.
B) merely imitate what others have done.
C) sound good in theory but don't work in practice.
D) do not bring about increased dividends for shareholders.
E) none of these

Question 71

Organization development involves attempts to plan organization changes, which excludes _________ initiatives.

A) spontaneous
B) premeditated
C) strategic
D) ineffective
E) none of these

Question 72

Which generation is characterized byliving at home with few responsibilities, experimenting with life, and putting off marriage, childbearing, home purchases, and other adult responsibilities?

A) Generation X
B) Millennials
C) Generation Y
D) Generation Z
E) Baby Boomers

Question 73

Which of the following is a system-wide organization development involving a major restructuring of the organization or institution of new programs?

A) process change
B) transition management
C) change agent
D) structural change
E) strategic initiative

Question 74

In Lewin's Process Model of change, the process by which new behaviors are made relatively permanent and resistant to further change is called

A) refreezing.
B) unfreezing.
C) congealing.
D) annealing.
E) dissolving.

Question 75

Which generation is characterized bya distinct and separate life stage in between adolescence and adulthood in which young people jump from job to job and relationship to relationship?

A) Generation X
B) Millennials
C) Generation Y
D) Generation Z
E) Baby Boomers

Question 76

Each of the following is a reason to secure top management support for a change except

A) to reduce fear of obsolescence.
B) to head off problems of power.
C) to avoid problems of control.
D) to keep key managers informed.
E) to get the dominant coalition on the side of change.

Question 77

On the job, which of the following is generally NOT true of Millennials?

A) they prefer positive reinforcement
B) they prefer not to work in teams
C) they like clear job assignments
D) they want flexibility in how to do their jobs
E) they want to be treated as individuals

Question 78

In Lewin's Process Model of change, the process by which people become aware of the need for change is called

A) refreezing.
B) unfreezing.
C) congealing.
D) annealing.
E) dissolving.

Question 79

Who is often acknowledged after a change effort?

A) People who were hired once the change began.
B) People who were hired only after the change had ended.
C) People who worked hardest to speed up the change.
D) People who quickly grasped new work assignments.
E) People who tried to stop it.

Question 80

The third step in the integrative framework for the implementation of task redesign is

A) diagnosis of the work system and context.
B) recognition of a need for a change.
C) go/no-go decision.
D) cost-benefit analysis of proposed changes.
E) selection of task redesign as a potential intervention.