Question 1

According to Pendlebury, ____ is where change is continuous.
A) Discontinuous change
B) Premonition based change
C) Dynamic environments
D) Hyperactive management

Accepted Answer

Pendlebury states that dynamic environments are where change is continuous, while the other choices do not accurately reflect this concept. Discontinuous change implies sudden or abrupt changes, premonition based change suggests change based on predictions or warnings, and hyperactive management implies excessive or erratic management styles.

Question 2

According to Huy's contingency approach, ____ intervention is one where the time period is short term, abrupt and rapid.
A) Commanding change
B) Engineering
C) Teaching
D) Socializing

Accepted Answer

According to Huy's contingency approach, commanding change intervention is characterized by a short-term, abrupt, and rapid process. It involves directing employees to make immediate changes and can be useful in crisis situations or when quick action is needed. Engineering intervention involves making structural changes to the organization, teaching intervention focuses on providing employees with new skills and knowledge, and socializing intervention aims to change the culture and norms of the organization.

Question 3

According to Huy's contingency approach, ____ intervention is orientation toward a medium-term, relatively fast-change perspective and often assisted by work design analysts who assist in changing work and operational systems.
A) Commanding change
B) Engineering
C) Teaching
D) Socializing

Accepted Answer

Huy's contingency approach emphasizes the importance of matching the appropriate intervention strategy to the specific situation. In medium-term, relatively fast-change situations, the engineering intervention is most appropriate, as it involves changing work and operational systems to improve efficiency and effectiveness. Commanding change may be more appropriate for a crisis situation, teaching for a training and development situation, and socializing for a long-term culture change.

Question 4

According to Huy's contingency approach, ___ intervention takes a more gradual, longer-term OD change perspective, the organization is assisted by outside process consultants and staff are taught how to probe their work practices and behaviors to reveal new ways of working.
A) Commanding change
B) Engineering
C) Teaching
D) Socializing

Accepted Answer

This statement refers to the teaching intervention in Huy's contingency approach.

Question 5

____ are those individuals who legitimate or sanction organizational changes.
A) Change strategists
B) Change implementers
C) Change recipients
D) Gurus of change

Accepted Answer

Change strategists are responsible for legitimizing or sanctioning organizational changes, as they are the ones who typically plan and strategize the changes to be implemented within an organization.

Question 6

____ change theorists and practitioners take an "it depends" approach in which style of change, especially the style of leadership is dependent on the scale of the proposed change and the readiness of the staff to receive it.
A) Organizational
B) Contingency
C) Processual
D) None of the above

Accepted Answer

Contingency change theorists and practitioners believe that there is no one-size-fits-all approach to change leadership. The success of change efforts is dependent on various contextual factors such as the scale of change and the readiness of staff to receive it. Therefore, they take an "it depends" approach to change and leadership style.

Question 7

What is the first step in Kotter's Eight-Step Change Management Model?
A) Establish the need for urgency
B) Ensure there is a powerful change group to guide the change
C) Develop a vision
D) Empower staff

Accepted Answer

The first step in Kotter's Eight-Step Change Management Model is to establish the need for urgency. This involves creating a sense of urgency among stakeholders and communicating why change is necessary. Without a strong sense of urgency, it will be difficult to rally support and make progress in the other steps of the model.

Question 8

The Processual Approach to viewing change is underpinned by the ____ image of managing change.
A) Director
B) Navigator
C) Interpreter
D) Caretaker

Accepted Answer

The Processual Approach to managing change is underpinned by the Navigator image, which means that managing change is a continuous journey that requires adaptation and flexibility in response to environmental factors. This approach emphasizes the importance of collective learning, experimentation and decision-making, and emphasizes the involvement of employees and stakeholders in the process of change. The other options do not accurately reflect the Processual Approach to managing change.

Question 9

What is the final step in Kotter's Eight-Step Change Management Model?
A) Empower staff
B) Ensure there are short-term wins
C) Consolidate gains
D) Embed the change in the culture

Accepted Answer

The final step in Kotter's Eight-Step Change Management Model is to embed the change in the culture. This involves making sure that the change becomes a part of the organization's values, norms, and beliefs, and is sustained in the long-term. Empowering staff and ensuring short-term wins are important steps, but they come earlier in the process, and consolidating gains is a step that follows embedding the change in the culture.

Question 10

The contingency change approach is underpinned by the ____ image of managing change.
A) Director
B) Navigator
C) Interpreter
D) Caretaker

Accepted Answer

The answer of The contingency change approach is underpinned by...

Question 11

According to the text, which of the following is NOT an argument that change management has supplanted rather than extended OD as a new field?
A) Change management is broader in scope than OD
B) The change management consultant operates with technical knowledge and as part of a team, instead of the third-party facilitator role used by the classic OD practitioner
C) Change management is contrasted with OD with respect to structural change in that change management assumes that new behaviors will emerge, whereas OD presents changing individual attitudes and ideas as a prelude to wider structural changes in the organization
D) A review of the published literature reveals that since the mid-1990s OD has been written about far more extensively than change management

Accepted Answer

The text states that a review of the published literature reveals that since the mid-1990s OD has been written about far more extensively than change management. Therefore, option D is the correct answer as it states that change management has supplanted rather than extended OD as a new field. Options A, B, and C are not correct because they all provide support for the argument that change management has supplanted OD.

Question 12

Which of the following is NOT a significant difference between the various change management approaches?
A) The number of steps to be followed in the model
B) Whether all the steps in the model must be followed
C) Whether the steps need to be adapted to specific settings
D) All other choices provide a significant difference

Accepted Answer

The other options are all significant differences between change management approaches.

Question 13

Which of the following is NOT a part of Ghoshal and Bartlett's interrelated transformational change phases?
A) Reenergizing
B) Rationalization
C) Revitalization
D) Regeneration

Accepted Answer

Reenergizing is not listed among Ghoshal and Bartlett's phases of transformational change, which include Rationalization, Revitalization, and Regeneration.

Question 14

____ are those who are responsible for implementing change, often middle management.
A) Change strategists
B) Change implementers
C) Change recipients
D) Gurus of change

Accepted Answer

Change implementers are the ones responsible for implementing change, often middle management. Change strategists are those who develop and plan the change strategy. Change recipients are those who are affected by the change. Gurus of change are experts in change management who provide guidance and advice on change initiatives.

Question 15

Defenders of OD criticize change management for all of the following EXCEPT:
A) Adopting faddist, holy-grail solutions to client problems
B) Proponents of change management have misrepresented the OD field
C) Change managers sometimes view the consultant as an omniscient expert
D) The need for a less people-focused perspective on organizations

Accepted Answer

Defenders of OD value a people-focused perspective on organizations and would not criticize change management for a need to have a less people-focused perspective. They may, however, criticize change management for adopting faddist solutions, misrepresenting the OD field, and viewing the consultant as an omniscient expert.

Question 16

According to Dunphy and Stace, ____ are situations in which people accept that the organization is out of step with its environment and that there is a need for radical, revolutionary change.
A) Developmental transitions
B) Focused transitions
C) Charismatic transformations
D) Turnarounds

Accepted Answer

Charismatic transformations are situations where there is a recognition of a significant misalignment with the environment, necessitating radical, revolutionary change.

Question 17

A main criticism of teaching intervention with the contingency approach is:
A) It may lead to resentment and rarely produces lasting behavior
B) It is very individualistic and may not be aligned to corporate strategic objectives
C) It may not encourage collaboration and spread of change across business units
D) It may lead to over-focusing on individual work groups rather than on how they may operate as part of a larger, corporate collective

Accepted Answer

The contingency approach is criticized for being too individualistic, which can result in misalignment with broader corporate strategic objectives.

Question 18

According to the text, the best-developed change contingency approach is associated with the work of ____.
A) Drucker and Deming
B) Meno, Jones and Dirndorfer
C) Dunphy and Stace
D) Heracleous

Accepted Answer

The text states that "the best-developed change contingency approach has been developed by Dunphy and Stace." Therefore, the correct answer is C.

Question 19

According to Dunphy and Stace, ___ are situations in which there is constant change as a result of the organization adapting itself to external, environmental changes.
A) Developmental transitions
B) Focused transitions
C) Charismatic transformation
D) Turnarounds

Accepted Answer

Dunphy and Stace describe developmental transitions as situations in which an organization is constantly changing to adapt to external environmental changes. Focused transitions are more specific, short-term changes aimed at achieving a particular goal. Charismatic transformation refers to a change in an organization's culture or values brought about by a charismatic leader. Turnarounds are a specific type of organizational change in which a company is restructured to improve its financial performance.

Question 20

According to Nadler, which of the following is NOT one of the core elements that need to be managed during the transformation process involving discontinuous change?
A) The need to manage organizational power
B) The need to motivate people
C) The need to manage the transition itself
D) The need to document the transition for future purposes

Accepted Answer

Nadler does not mention the need to document the transition for future purposes as a core element that needs to be managed during the transformation process involving discontinuous change.

Quiz 8: Implementing Change: Change Management, Contingency and Processual Approaches

According to Pendlebury, ____ is where change is continuous.

According to Huy's contingency approach, ____ intervention is one where the time period is short term, abrupt and rapid.

According to Huy's contingency approach, ____ intervention is orientation toward a medium-term, relatively fast-change perspective and often assisted by work design analysts who assist in changing work and operational systems.

According to Huy's contingency approach, ___ intervention takes a more gradual, longer-term OD change perspective, the organization is assisted by outside process consultants and staff are taught how to probe their work practices and behaviors to reveal new ways of working.

____ are those individuals who legitimate or sanction organizational changes.

____ change theorists and practitioners take an "it depends" approach in which style of change, especially the style of leadership is dependent on the scale of the proposed change and the readiness of the staff to receive it.

What is the first step in Kotter's Eight-Step Change Management Model?

The Processual Approach to viewing change is underpinned by the ____ image of managing change.

What is the final step in Kotter's Eight-Step Change Management Model?

The contingency change approach is underpinned by the ____ image of managing change.

According to the text, which of the following is NOT an argument that change management has supplanted rather than extended OD as a new field?

Which of the following is NOT a significant difference between the various change management approaches?

Which of the following is NOT a part of Ghoshal and Bartlett's interrelated transformational change phases?

____ are those who are responsible for implementing change, often middle management.

Defenders of OD criticize change management for all of the following EXCEPT:

According to Dunphy and Stace, ____ are situations in which people accept that the organization is out of step with its environment and that there is a need for radical, revolutionary change.

A main criticism of teaching intervention with the contingency approach is:

According to the text, the best-developed change contingency approach is associated with the work of ____.

According to Dunphy and Stace, ___ are situations in which there is constant change as a result of the organization adapting itself to external, environmental changes.

According to Nadler, which of the following is NOT one of the core elements that need to be managed during the transformation process involving discontinuous change?