Question 1

As people turn increasingly to online shopping,the big-box stores are becoming less relevant to shoppers.Big-box retailers are now developing smaller versions of their stores in an attempt to adapt to these changes.What level of change are the big-box retailers responding to?
A)economic-level developments
B)societal-level developments
C)industrial-level developments
D)firm-level developments

Accepted Answer

The big-box retailers are responding to societal-level developments, which are changes in consumer behavior and preferences. The shift towards online shopping and the preference for smaller, more convenient stores are examples of societal-level developments. Economic-level developments refer to changes in the overall economy, such as recessions or inflation. Industrial-level developments refer to changes in a specific industry, such as technological advancements or changes in regulations. Firm-level developments refer to changes within a specific company, such as a reorganization or merger.

Question 2

Which type of learning can prevent a learner from developing an understanding of underlying or root issues of a workplace problem?
A)single-loop learning
B)open-system learning
C)organizational learning
D)double-loop learning

Accepted Answer

Single-loop learning is a type of learning that focuses on correcting errors within the current system by using existing rules and procedures. It fails to question or reflect on the underlying assumptions and values of the system, which can prevent learners from developing an understanding of the root issues of a workplace problem. Thus, it is the best choice that can prevent learners from developing an understanding of underlying or root issues of a workplace problem.

Question 3

What two aspects are critical to organizational change efforts and foundational to the HR function in managing change?
A)clarifying and communicating the policies and total reward systems
B)integrating business strategy with all human resource functions training and education
C)initiating and evaluating all human resource functions
D)clarifying and communicating the values and organizational learning

Accepted Answer

Clarifying and communicating the values and promoting organizational learning are critical aspects of organizational change efforts. These aspects are foundational to the HR function in managing change as HR is responsible for promoting and reinforcing the organization's values and culture. HR is also responsible for designing and implementing learning and development programs to support organizational change efforts. While the other choices may also be important, they are not as directly related to managing change as clarifying values and promoting organizational learning.

Question 4

Once the organization's need for change has been identified and has the buy-in from all stakeholders,what is the next step in the change process?
A)reviewing the need for change
B)diagnosing what needs to change
C)planning and preparing for change
D)implementing and sustaining the change

Accepted Answer

The answer of Once the organization's need for change has...

Question 5

In managing change,stakeholders must be convinced that the current modes of behaviour and way of doing things are no longer successful paths to achieving goals.What stage in the unfreezing process is this?
A)disconfirmation of the validity of the status quo
B)inducing survival anxiety
C)creating psychological safety
D)reliability of the status quo

Accepted Answer

This stage aims to challenge the current assumptions and convince stakeholders that their current ways of doing things are no longer effective in achieving their goals. It involves creating a sense of dissatisfaction with the status quo to motivate stakeholders to consider change.

Question 6

From which point of view does an open-system perspective view the organization?
A)from the point of view of an individual subsystem and its interaction with its environment
B)from the point of view of groups of subsystems and their interaction with their environment
C)from the point of view of the organization as a whole and its interaction with its environment
D)from the point of view of the organization's departments and their interaction with their environment

Accepted Answer

An open-system perspective views the organization as a whole and its interaction with its environment, rather than focusing on individual subsystems or departments. This perspective recognizes the interconnectedness of different parts of the organization and how they all contribute to the overall success or failure of the organization in its environment.

Question 7

Which of the following is one of the main benefits of action research?
A)it identifies the problems and action planning around methods of enhancing change
B)each of the successive steps taken to implement change is based on input from stakeholders and uses information from prior steps
C)to establishes new norms and modes of behaviour that are likely to reinforce the change that has taken place
D)each of the successive steps taken to implement change is based on enhancing the driving forces and reducing the restraining forces

Accepted Answer

Action research involves a cyclical process where each step builds on the feedback and learning from the previous steps, incorporating stakeholder input throughout the process to implement change effectively.

Question 8

What term best defines a framework for analyzing a problem that seeks to identify all the relevant factors and stakeholders that are acting to either sustain the current state or to move away from the current state?
A)action research
B)organizational analysis
C)force-field analysis
D)stakeholder analysis

Accepted Answer

Force-field analysis is a problem-solving framework that identifies all the relevant factors or forces acting to either maintain the current state or move away from it. It helps to understand the underlying causes of a problem and prioritize potential solutions. The framework was developed by Kurt Lewin, a social psychologist, and it is commonly used in organizational development and change management. Option A, action research is a systematic approach to problem-solving that involves cycles of planning, implementation, and evaluation. Option B, organizational analysis, is a process of examining an organization's structure, systems, culture, and performance to identify opportunities for improvement. Option D, stakeholder analysis, is a technique used to identify individuals or groups who have an interest or stake in a project, program, or policy, and understand their perspectives and influence. While all four options involve problem-solving and analysis, force-field analysis is the best fit for the given scenario.

Question 9

In managing change,individuals and groups must develop a sense of pressure to change in order to overcome resistance and to move away from current behaviours and toward new learning and new behaviours.What stage of the unfreezing process is this?
A)disconfirmation of the validity of the status quo
B)inducing survival anxiety
C)creating psychological safety
D)reliability of the status quo

Accepted Answer

Inducing survival anxiety is the stage where individuals and groups develop a sense of pressure to change, often by highlighting the negative consequences of maintaining the status quo. This stage aims to create a sense of urgency and willingness to move away from current behaviors and towards new learning and behaviors. Disconfirmation of the validity of the status quo and reliability of the status quo are other stages in the unfreezing process, while creating psychological safety is a key factor in the change process.

Question 10

What type of learning occurs when managers and employees examine the assumptions they used to arrive at a point of view?
A)organizational learning
B)double-loop learning
C)single-loop learning
D)open-system learning

Accepted Answer

Double-loop learning involves questioning the underlying assumptions and values behind a decision or action, which leads to a more thorough understanding and potential revision of those assumptions. This type of learning is more reflective and can lead to more effective and sustainable change within the organization.

Question 11

Change management interventions such as providing a strong organizational vision,consistent systems and structures,training,role models,and support groups can unfreeze people's behaviours.What do these initiatives aim to achieve?
A)reduced survival anxiety
B)reliability of the status quo
C)validity of the status quo
D)psychological safety

Accepted Answer

These initiatives aim to create psychological safety, which helps individuals feel secure and supported during change, making them more open to altering their behaviors.

Question 12

There are three basic models that form the basis of most models of change.What are the three models?
A)planned change,emergent change,and cultural change
B)generic change,planned change,and emergent change
C)generic change,planned change,and cultural change
D)innovative change,emergent change,and cultural change

Accepted Answer

The three basic models of change are generic change, planned change, and emergent change. These models provide frameworks for understanding and implementing change within organizations.

Question 13

A change initiative is undertaken to improve organizational efficiency,productivity,and/or competitiveness.This affects the size of the firm's workforce,its costs,and its work processes.Which type of change initiative is this?
A)outsourcing
B)acquisitions
C)downsizing
D)restructuring

Accepted Answer

Downsizing typically involves reducing the size of the workforce in order to improve efficiency and reduce costs. This type of change initiative can also involve restructuring work processes and overall organizational structure to improve productivity and competitiveness. Outsourcing and acquisitions may also impact workforce and costs, but may not necessarily focus on improving efficiency and productivity within the organization. Restructuring can involve a variety of changes, but may not always result in a reduction in workforce or costs.

Question 14

Organizational change has occurred in a company in response to new leadership directives and different strategic plans.What level of development is creating this change?
A)industrial level
B)firm level
C)individual level
D)societal level

Accepted Answer

The firm level is the most appropriate choice, as it refers to changes within an individual organization or company. The change in this scenario is driven by new leadership directives and strategic plans, which are internal factors affecting the organization.

Question 15

Which of the following is common to all models of planned change?
A)the assumption that action planning enhances change
B)the assumption that change is a process that can be segmented into discrete and necessary steps that organizations all pass through en route to successful change
C)the assumption that change is based on information from evidence-based research
D)the assumption that leadership commitment and behaviours reinforce the change process

Accepted Answer

All models of planned change assume that change is a process that can be segmented into discrete and necessary steps that organizations all pass through en route to successful change. The other options may also be present in some models of planned change, but they are not universal to all models.

Question 16

The interconnected nature of organizational structures,processes,practices,members,and the changing environment renders the prediction of change outcomes a practical impossibility.

Accepted Answer

The interconnected nature of these elements makes it difficult to accurately predict how a change in one area will affect the others, making it practically impossible to predict change outcomes with certainty.

Question 17

Once the organization's need for change has been identified,has the buy-in from all stakeholders,and has implemented the change,what is the final step in the change process?
A)reviewing the need for change
B)sustaining the change
C)planning future change
D)diagnosing past and future change

Accepted Answer

The final step in the change process is to sustain the change. This involves ensuring that the changes implemented are embedded in the organization's culture, systems, and processes so that they become the new way of doing things. It also involves monitoring the change to make sure it is having the desired effect and making adjustments if necessary. Reviewing the need for change, planning future change, and diagnosing past and future change are important steps in the change process, but they are not the final step.

Question 18

Which type of learning is typified by encouraging participation in decision making and open expression of conflicting views,using valid information and widespread and open testing of evaluations?
A)systems thinking
B)double-loop learning
C)single-loop learning
D)team learning

Accepted Answer

Double-loop learning involves questioning and modifying the underlying assumptions and policies, encouraging open dialogue and participation in decision-making, and testing evaluations openly.

Question 19

In order to lead change,researchers suggest that HR professionals must be able to understand all aspects of the business,including what customers value about the firm's products or services.What is this HR competency?
A)credible activist
B)communicator
C)strategic positioner
D)systems thinker

Accepted Answer

The answer of In order to lead change,researchers suggest that...

Question 20

What type of feedback would a small restaurant use to determine whether it has met its goals?
A)performance feedback
B)productivity feedback
C)negative feedback
D)positive feedback

Accepted Answer

The answer of What type of feedback would a small...

Quiz 9: Change Management

As people turn increasingly to online shopping,the big-box stores are becoming less relevant to shoppers.Big-box retailers are now developing smaller versions of their stores in an attempt to adapt to these changes.What level of change are the big-box retailers responding to?

Which type of learning can prevent a learner from developing an understanding of underlying or root issues of a workplace problem?

What two aspects are critical to organizational change efforts and foundational to the HR function in managing change?

Once the organization's need for change has been identified and has the buy-in from all stakeholders,what is the next step in the change process?

In managing change,stakeholders must be convinced that the current modes of behaviour and way of doing things are no longer successful paths to achieving goals.What stage in the unfreezing process is this?

From which point of view does an open-system perspective view the organization?

Which of the following is one of the main benefits of action research?

What term best defines a framework for analyzing a problem that seeks to identify all the relevant factors and stakeholders that are acting to either sustain the current state or to move away from the current state?

In managing change,individuals and groups must develop a sense of pressure to change in order to overcome resistance and to move away from current behaviours and toward new learning and new behaviours.What stage of the unfreezing process is this?

What type of learning occurs when managers and employees examine the assumptions they used to arrive at a point of view?

Change management interventions such as providing a strong organizational vision,consistent systems and structures,training,role models,and support groups can unfreeze people's behaviours.What do these initiatives aim to achieve?

There are three basic models that form the basis of most models of change.What are the three models?

A change initiative is undertaken to improve organizational efficiency,productivity,and/or competitiveness.This affects the size of the firm's workforce,its costs,and its work processes.Which type of change initiative is this?

Organizational change has occurred in a company in response to new leadership directives and different strategic plans.What level of development is creating this change?

Which of the following is common to all models of planned change?

The interconnected nature of organizational structures,processes,practices,members,and the changing environment renders the prediction of change outcomes a practical impossibility.

Once the organization's need for change has been identified,has the buy-in from all stakeholders,and has implemented the change,what is the final step in the change process?

Which type of learning is typified by encouraging participation in decision making and open expression of conflicting views,using valid information and widespread and open testing of evaluations?

In order to lead change,researchers suggest that HR professionals must be able to understand all aspects of the business,including what customers value about the firm's products or services.What is this HR competency?

What type of feedback would a small restaurant use to determine whether it has met its goals?