Question 1

A ______ is a useful technique for looking at the advantages and disadvantages of a proposed change.

Accepted Answer

Force-field analysis is a technique used to identify and evaluate the forces for and against a proposed change. This allows organizations to see both the advantages and disadvantages of the proposed change and determine what actions need to be taken to address potential barriers to change. Gap analysis is used to identify gaps between current and desired states, systems assessment is used to evaluate existing systems, and change analysis is a general term that can refer to various techniques used to evaluate change efforts.

Question 2

Unfreezing is specifically mentioned as one of the three stages in ______.

Accepted Answer

Unfreezing is one of the three stages in Lewin's change model, which includes unfreezing, changing, and refreezing. The other options do not include these specific stages.

Question 3

Increasingly,the failure to successfully implement information systems has to do with

Accepted Answer

While hardware and software issues and complex work flow processes can contribute to an unsuccessful implementation, the skills of the change leader and the people and organizational issues related to the change are often the root of the problem. Change management is a critical aspect of successfully implementing information systems, and without effective leadership and attention to organizational issues, even the best systems may fail. HR and marketing conflicts may be a factor in some cases, but overall they are less likely to be the primary cause of implementation failure.

Question 4

The change agent is a person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means.

Accepted Answer

This statement accurately describes the role and responsibilities of a change agent in an organization.

Question 5

______ can be described as a systematic process of applying the knowledge,tools,and resources needed to effect change in transforming an organization from its current state to some future desired state as defined by its vision.

Accepted Answer

This definition best describes the concept of change management, which involves implementing structured processes and strategies to transition an organization from its current state to a desired future state. Logical design, gap analysis, and business assessment are related concepts but do not encompass the entire process of change management.

Question 6

Kotter's model of change is an organizational performance model that is built on the view that organizations are and there needs to be a "fit" between the various organizational subsystems for optimal performance.

Accepted Answer

Kotter's model of change is a process for leading organizational change, consisting of 8 steps starting with establishing a sense of urgency and ending with anchoring new approaches in the culture, rather than focusing on organizational subsystems and their fit.

Question 7

Which of the following are three of the five categories of the key factors related to HRIS implementation failures?

Accepted Answer

The three categories of key factors related to HRIS implementation failures are leadership, planning, and communication. The other answer choices may be related to HRIS implementation, but they are not three out of the five categories of key factors related to HRIS implementation failures.

Question 8

Getting end users involved in the development of a system can help with user acceptance.

Accepted Answer

When end users are involved in the development process, they are more likely to feel ownership and connection to the system, which can lead to greater acceptance and satisfaction with its functionality and usability. This involvement can also help ensure that the system meets the needs and preferences of its intended users.

Question 9

Why is communication important in managing a technology change?

Accepted Answer

The answer of Why is communication important in managing a...

Question 10

A person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means is called a ______.

Accepted Answer

A change agent is responsible for leading an organizational change and is someone who has the influence and ability to communicate and motivate others to accept a change by informal means such as persuasion or negotiation. The other options (B, C, D) do not accurately define this role.

Question 11

Organizational climate is an organization’s collective values, beliefs, experiences, and norms that shape the behavior of the group and the individuals within it.

Accepted Answer

The answer of Organizational climate is an organization’s collective values,...

Question 12

Getting end users involved in the development of a system can help with ______.

Accepted Answer

Getting end users involved in the development of a system can help with user acceptance, as they feel like they have a say in the development process and are more likely to support the final product. While involving end users can also have other benefits such as improving training and project planning, these options are not explicitly stated as the best choice. Timely implementation is also not necessarily guaranteed by involving end users.

Question 13

A needs analysis indicates the differences between the current state of affairs in the organization and the desired future state.

Accepted Answer

The answer of A needs analysis indicates the differences between...

Question 14

A force field analysis is a useful technique for looking at only the advantages of a proposed change.

Accepted Answer

A force field analysis involves looking at both the driving forces that support a proposed change, as well as the restraining forces that might hinder or oppose it. It is important to consider both factors in order to make an informed decision about whether or not to move forward with the change.

Question 15

Running an old system in parallel with a new system has the disadvantage of

Accepted Answer

The answer of Running an old system in parallel with...

Question 16

Forces for change are ______.

Accepted Answer

Forces for change can come from both internal and external factors. Internal forces for change can include changes in leadership, company culture, or employee turnover. External forces for change can include changes in technology, competition, or government regulations. It is important for organizations to recognize and respond to these forces in order to remain successful and competitive.

Question 17

Process management is a systematic process of applying the knowledge, tools, and resources needed to effect change in transforming an organization from its current state to some future desired state as defined by its vision.

Accepted Answer

The answer of Process management is a systematic process of...

Question 18

Systems resistance is a term to describe a common response to any major change initiative,where individuals fail to accept the change and strive to maintain the status quo.

Accepted Answer

The answer of Systems resistance is a term to describe...

Question 19

An organizational performance model built on the view that organizations are systems and that there needs to be a "fit" between the various organizational subsystems for optimal performance is ______.

Accepted Answer

Nadler's congruence model is based on the idea that organizations are systems and all subsystems need to work together for optimal performance. This model emphasizes the importance of aligning strategy, culture, leadership, tasks, and people to achieve congruence and improve overall performance. While Kotter's change process and Lewin's change model are also approaches to managing organizational change, they do not specifically focus on the systems perspective that is central to Nadler's congruence model.

Question 20

In Kotter's change process,

Accepted Answer

Kotter's change process model is a sequential approach that involves eight stages, and it is recommended to work through each stage in order. Skipping stages or overlapping them can lead to an incomplete or unsuccessful change process.

Quiz 6: Change Management and Implementation