Question 1

Which of the following causes of resistance to change comes about as a result of an individual worker's personal circumstances, rather than as a result of a manager's inadequate promotion of the change?
A) The reason for a change is not known or understood.
B) The nature of how work will be undertaken after the change is not known or understood.
C) There is a lack of the skills necessary for responding to the change.
D) How a particular role will contribute to making a change a success is not understood.
E) None of these responses are correct.

Accepted Answer

C) There is a lack of the skills necessary for responding to the change. This cause of resistance is related to an individual's personal circumstances, such as their current skill set, rather than the manager's efforts in promoting the change.

Question 2

At which stage of accepting change is a worker who is willing to coordinate and cooperate with others to effectively implement a change?
A) The letting go stage
B) The transition stage
C) The new beginnings stage
D) The refocusing stage
E) None of these responses are correct.

Accepted Answer

The transition stage is when a worker is willing to coordinate and cooperate with others to effectively implement a change.

Question 3

Which of the following skills may be necessary when promoting or initiating a change process?
A) Conceptual skills
B) Networking skills
C) Conflict management skills
D) Interpersonal skills
E) All of these responses are correct.

Accepted Answer

All of these skills may be necessary when promoting or initiating a change process.

Conceptual skills may be necessary to understand the scope and implications of the change, networking skills may be necessary to build support and gain buy-in from key stakeholders, conflict management skills may be necessary to navigate resistance and potential disagreements, and interpersonal skills may be necessary to communicate effectively and build relationships with those involved in the change process.

Question 4

Choose the best answer. During a change process:
A) people need as much information as possible about the change.
B) people only need some information about the change, but they need it at specific times.
C) people need certain types of information about the change, and they need it at specific times.
D) the less information provided about a change, the easier it will be.
E) information about the change should only be provided when it is asked for.

Accepted Answer

People need certain types of information about the change, such as the reasons for the change, how it will impact them, and what their role in the change process will be. Additionally, the information should be provided at specific times, such as before the change occurs, during the implementation process, and after the change has been completed. Simply providing too much information can be overwhelming and lead to resistance, while providing too little information can lead to confusion and misunderstandings.

Question 5

Which of the following employees is likely to be most receptive to change?
A) A worker with strong existing social networks within the organisation
B) A worker who wants to learn and develop their skills
C) A worker with an established position of power and authority
D) A worker in a work group that has firmly entrenched norms and culture
E) A worker who values existing, familiar and predictable routines

Accepted Answer

A worker who wants to learn and develop their skills is more likely to be receptive to change because they see change as an opportunity to acquire new knowledge and experiences. This employee is generally motivated and adaptable, which makes them more likely to accept and embrace new ideas and procedures. Additionally, this worker may be more open to receiving feedback and training to help them adjust to changes.

Question 6

'I appreciate your concern, and I'll check it out. Meanwhile, what I'd like you to do is use the process I have outlined.' This statement would be appropriate for countering the resistance of:
A) a delayer.
B) a reverser.
C) a threatener.
D) a traditionalist.
E) a passive complier.

Accepted Answer

The answer of 'I appreciate your concern, and I'll check...

Question 7

When a worker seemingly willingly complies with the actions necessary to undertake a change, but does so in a way they know is likely to produce an outcome that is different to what is desired, it is an example of:
A) malicious compliance.
B) passive compliance.
C) vocal resistance.
D) active resistance.
E) coordinated resistance.

Accepted Answer

This scenario describes malicious compliance, where the worker appears to comply with the change but purposely executes it in a way that is not the desired outcome. This can be a form of resistance or sabotage.

Question 8

Which of the following is a strategy that can be used to deal with resisters to change?
A) Show resisters you value them and their skills.
B) Involve resisters as much as you can in designing and building the elements of the change.
C) Nurse resisters along with encouragement and support.
D) Firmly and clearly lay down the actions that are expected of resisters, and check to ensure that these are carried out accordingly.
E) All of these responses may be correct depending upon the circumstances.

Accepted Answer

The best strategy to deal with resisters to change may vary depending upon the circumstances. Showing resisters that you value them and their skills, involving them in designing and building the elements of the change, nursing them along with encouragement and support, and firmly and clearly laying down the actions that are expected of resisters are all effective strategies that can be used depending on the situation. Therefore, option E is the best choice.

Question 9

In what stage of Dr Gene Hall's hierarchy of adopting change are people less worried about themselves in relation to the change and more interested in the change's substantive aspects, such as the reasons for it, its general characteristics and/or its effects?
A) Awareness
B) Informational
C) Personal
D) Management
E) Consequence

Accepted Answer

In the Informational stage, people have already become aware of the change and are now seeking more information about it. They are less focused on their personal concerns and more interested in the substance of the change, such as the reasons for it, its characteristics, and its effects.

Question 10

When answering people's concerns and questions in relation to a change process, it is better to only provide the 'good' news, or information that is positive and will be perceived as such. It is also better to provide misinformation early on about aspects of the change process that are likely to meet with resistance, since these can be corrected later in the process, when the change is progressing more smoothly.

Accepted Answer

It is not ethical or effective to provide misinformation about any aspect of a change process. It is important to be transparent and honest about potential challenges and concerns to build trust with stakeholders and work collaboratively towards a successful change.

Quiz 22: Introducing and Managing Change

Which of the following causes of resistance to change comes about as a result of an individual worker's personal circumstances, rather than as a result of a manager's inadequate promotion of the change?

At which stage of accepting change is a worker who is willing to coordinate and cooperate with others to effectively implement a change?

Which of the following skills may be necessary when promoting or initiating a change process?

Choose the best answer. During a change process:

Which of the following employees is likely to be most receptive to change?

'I appreciate your concern, and I'll check it out. Meanwhile, what I'd like you to do is use the process I have outlined.' This statement would be appropriate for countering the resistance of:

When a worker seemingly willingly complies with the actions necessary to undertake a change, but does so in a way they know is likely to produce an outcome that is different to what is desired, it is an example of:

Which of the following is a strategy that can be used to deal with resisters to change?

In what stage of Dr Gene Hall's hierarchy of adopting change are people less worried about themselves in relation to the change and more interested in the change's substantive aspects, such as the reasons for it, its general characteristics and/or its effects?