Question 1

Resistance to change can be considered to be the interaction of causes such as employee or change-agent characteristics.

Accepted Answer

Resistance to change can be considered to be the interaction of causes such as employee or change-agent characteristics or change agent-employee relationship.

Question 2

The marketplace is becoming less homogeneous and moving toward more niche products.

Accepted Answer

"Our culture and economy are increasingly shifting away from a focus on a relatively small number of hits (mainstream products and markets)...and moving toward a huge number of niches," says Chris Anderson in The Long Tail.

Question 3

An example of an inside force for organizational change is secondhand shops suffering from a recession-induced decline in thrift store donations,even as consumer demand for used goods went through the roof.

Accepted Answer

The four outside forces include demographic characteristics,market changes,technological advancements,and social and political pressures.A recession is an example of a market change that has drastically affected many organizations.

Question 4

Lots of people don't like change due to a predisposition toward change,surprise and fear of the unknown,loss of status or job security,and poor timing.

Accepted Answer

Lots of people don't like change due to a predisposition toward change,surprise and fear of the unknown,loss of status or job security,and poor timing.

Question 5

Employees may resist change to its disruption of cultural traditions or group relationships,personality conflicts,lack of tact or poor timing and nonreinforcing reward systems.

Accepted Answer

Employees may resist change to its disruption of cultural traditions or group relationships,personality conflicts,lack of tact or poor timing,and nonreinforcing reward systems.

Question 6

Resistance to change is an emotional/behavioral response to real or imagined threats to an established work routine as subtle as passive resignation and as overt as deliberate sabotage.

Accepted Answer

Resistance to change is an emotional/behavioral response to real or imagined threats to an established work routine as subtle as passive resignation and as overt as deliberate sabotage.

Question 7

Supertrend is a process by which a product or service takes root initially in simple applications at the bottom of a market and then relentlessly moves up market,eventually displacing established competitors.

Accepted Answer

Disruptive innovation is a process by which a product or service takes root initially in simple applications at the bottom of a market and then relentlessly moves up market,eventually displacing established competitors.

Question 8

Forces for change may consist of forces inside the organization such as demographic characteristics,technological advancements,shareholder,customer and market changes,and social and political pressures.

Accepted Answer

Forces for change may consist of forces outside the organization,which include demographic characteristics,technological advancements,shareholder,customer and market changes,and social and political pressures.

Question 9

Employee problems and manager behaviors are internal forces for change in the organization.

Accepted Answer

The four outside forces include demographic characteristics,market changes,technological advancements,and social and political pressures.Employee problems and manager behavior are the inside forces.

Question 10

Reactive change involves making carefully thought-out changes in anticipation of possible or expected problems or opportunities.

Accepted Answer

In contrast to reactive change,proactive change or planned change involves making carefully thought-out changes in anticipation of possible or expected problems or opportunities.

Question 11

One of the strengths of Virgin Group Ltd.is its ability to enter new businesses quickly;that is,for fast speed to market.

Accepted Answer

Virgin Group Ltd. ,headed by Sir Richard Branson,is known mainly for its music and airline businesses,but it has entered several new businesses (mobile phones,credit cards,hotels,games,trains,even space travel)one after the other and very quickly.Virgin Comics,aimed at India's multibillion-dollar comics market,went from idea to public announcement in less than 11 months.

Question 12

Technology is any machine or process that enables an organization to gain a competitive advantage in changing materials used to produce a finished product.

Accepted Answer

Technology is not just computer technology;it is any machine or process that enables an organization to gain a competitive advantage in changing materials used to produce a finished product.

Question 13

Jim Collins,researcher of enduring great companies,found that there are five stages of institutional decline which are largely self-inflicted.

Accepted Answer

Jim Collins,researcher of enduring great companies,found that there are five stages of institutional decline.The stages,which are largely self-inflicted,include stage 1,hubris born of success;stage 2,undisciplined pursuit of more;stage 3,denial of risk and peril;stage 4,grasping for salvation;and stage 5,capitulation to irrelevance or death.

Question 14

Walt Disney Company's investing $1 billion into a wearable technology that it hopes will revolutionize the way visitors spend money at Walt Disney World,featuring a website ("My Disney Experience")and data-collecting wristbands ("MagicBands")that interact with scanners throughout the 40-square-mile theme park,is an example of proactive change.

Accepted Answer

Proactive change or planned change involves making carefully thought-out changes in anticipation of possible or expected problems or opportunities.Walt Disney Company's investing $1 billion into a wearable technology that it hopes will revolutionize the way visitors spend money at Walt Disney World,such as the MyMagic+ vacation-planning system,which features a website ("My Disney Experience")and data-collecting wristbands ("MagicBands")that interact with scanners throughout the 40-square-mile theme park,is an example of proactive change.

Question 15

Internal forces for change include demographic characteristics among U.S.workers,social and political pressures,and technological advancements.

Accepted Answer

Internal forces,such as low job satisfaction or constant labor-management conflict,may be of the two following types: human resource concerns and managers' behavior.

Question 16

Job dissatisfaction within an organization is not a valid indicator that change is needed.

Accepted Answer

Job dissatisfaction,as expressed through high absenteeism and turnover,can be a major signal of the need for change.

Question 17

Demassification refers to a trend of customer groups becoming segmented into mass markets and resulting mass communication,mass behavior,and mass values.

Accepted Answer

In the recent past,managers could think in terms of mass markets: mass communication,mass behavior,and mass values.Now we have "demassification," with customer groups becoming segmented into smaller and more specialized groups responding to more narrowly targeted commercial messages.The marketplace is becoming more segmented and moving toward more niche products.

Question 18

BP handled the 2010 oil spill crisis in the Gulf of Mexico in a reactive manner.

Accepted Answer

When managers talk about "putting out fires," they are talking about reactive change,making changes in response to problems or opportunities as they arise.This is the approach of BP here,as it did not use all preventative technology and did not immediately have a method to stop the leaks.

Question 19

Two supertrends include offshore suppliers changing the way we work;and knowledge,not information,becoming the new competitive advantage.

Accepted Answer

Offshore suppliers have revolutionized the way we work by providing inexpensive and high-quality labor to businesses worldwide. Moreover, in today's world, knowledge has become the primary source of competitive edge in most industries, not just information. Businesses that have access to new knowledge and can use that information to generate goods and services will have an advantage in the marketplace.

Question 20

People are generally uncomfortable about change even in apparently minor matters.

Accepted Answer

People are generally uncomfortable about change,even change in apparently minor matters.If small changes can cause uneasiness,large changes can cause considerable stress.

Quiz 10: Organizational Change and Innovation: Lifelong Challenges for the Exceptional Manager

Resistance to change can be considered to be the interaction of causes such as employee or change-agent characteristics.

The marketplace is becoming less homogeneous and moving toward more niche products.

An example of an inside force for organizational change is secondhand shops suffering from a recession-induced decline in thrift store donations,even as consumer demand for used goods went through the roof.

Lots of people don't like change due to a predisposition toward change,surprise and fear of the unknown,loss of status or job security,and poor timing.

Employees may resist change to its disruption of cultural traditions or group relationships,personality conflicts,lack of tact or poor timing and nonreinforcing reward systems.

Resistance to change is an emotional/behavioral response to real or imagined threats to an established work routine as subtle as passive resignation and as overt as deliberate sabotage.

Supertrend is a process by which a product or service takes root initially in simple applications at the bottom of a market and then relentlessly moves up market,eventually displacing established competitors.

Forces for change may consist of forces inside the organization such as demographic characteristics,technological advancements,shareholder,customer and market changes,and social and political pressures.

Employee problems and manager behaviors are internal forces for change in the organization.

Reactive change involves making carefully thought-out changes in anticipation of possible or expected problems or opportunities.

One of the strengths of Virgin Group Ltd.is its ability to enter new businesses quickly;that is,for fast speed to market.

Technology is any machine or process that enables an organization to gain a competitive advantage in changing materials used to produce a finished product.

Jim Collins,researcher of enduring great companies,found that there are five stages of institutional decline which are largely self-inflicted.

Internal forces for change include demographic characteristics among U.S.workers,social and political pressures,and technological advancements.

Job dissatisfaction within an organization is not a valid indicator that change is needed.

Demassification refers to a trend of customer groups becoming segmented into mass markets and resulting mass communication,mass behavior,and mass values.

BP handled the 2010 oil spill crisis in the Gulf of Mexico in a reactive manner.

Two supertrends include offshore suppliers changing the way we work;and knowledge,not information,becoming the new competitive advantage.

People are generally uncomfortable about change even in apparently minor matters.