Question 1

What do action research and future search events have in common?

Accepted Answer

Both action research and future search events encourage employee involvement in the change process, emphasizing collaboration and participation from those affected by the change.

Question 2

One problem that communication,learning and employee involvement have in minimising resistance to change is that:

Accepted Answer

Communication, learning, and employee involvement are effective strategies for minimizing resistance to change, but they can be time-consuming to implement properly.

Question 3

In the organisational change process,a strategic vision:

Accepted Answer

A strategic vision helps to minimise fear of the unknown by clarifying which behaviours are required. It provides a clear direction for employees to understand the purpose of the change, and it helps to align their efforts towards a common goal. This can help to reduce resistance to change and increase employee engagement.

Question 4

To reduce the restraining forces,which of the following should be applied in the order presented?

Accepted Answer

The answer of To reduce the restraining forces,which of the...

Question 5

Which of the following helps to refreeze the desired change?

Accepted Answer

All of the options listed (A, B, and C) help to refreeze the desired change by reinforcing new behaviors and attitudes, focusing on new priorities and performance goals, and establishing team norms that are compatible with the change. A combination of these approaches is often needed to ensure that the change sticks and becomes the new normal in the organization.

Question 6

Which of the following organisational change activities is identified with 'bringing the entire system into the room'?

Accepted Answer

Search conferences involve bringing all stakeholders in the system together to collectively identify and address problems or opportunities. This process is often used to tackle complex issues that require input from all parties involved.

Question 7

In the context of organisational change,transformational leaders:

Accepted Answer

Transformational leaders are typically effective change agents who inspire and motivate followers to embrace change, rather than using coercion or being ineffective. They may use various methods, including action research, to facilitate change.

Question 8

The highest priority and first strategy required for any organisational change is to:

Accepted Answer

Communication is crucial when implementing any organizational change. Employees need to understand why the change is necessary and what they can expect from the change effort. This helps to reduce anxiety and resistance to change, and ensures that everyone is working towards the same goals. Firing senior executives or introducing stress management counselling may be necessary in some situations, but they are not the highest priority or first strategy required for implementing change. Training employees who do not possess the required skills may also be necessary, but only after the communication strategy has been implemented.

Question 9

According to the action research model,what occurs before diagnosing the need for change?

Accepted Answer

According to the action research model, the first step is to establish the client-consultant relationship before diagnosing the need for change. This allows for a clear understanding of the client's needs and objectives, as well as the development of trust and rapport between the consultant and client.

Question 10

Which change management practice encourages employee involvement?

Accepted Answer

All of the options listed here encourage employee involvement to some degree. Future search involves a diverse group of employees working together to create a shared vision for the future. Action research involves collaboration and active participation from employees throughout the change process. Parallel learning structures involve creating opportunities for employees to learn and experiment with new ideas and practices in a supportive environment.

Question 11

What change management strategy should be a priority when employees need to break old routines and adopt new role patterns?

Accepted Answer

The answer of What change management strategy should be a...

Question 12

Action research is a highly _______ process.

Accepted Answer

Action research involves active participation from all stakeholders, including those who are affected by the research. This participative approach helps to ensure that the research is grounded in the real-world experiences and needs of those involved, making it a highly collaborative and interactive process. Dangerous, appreciative, and coercive do not accurately describe the nature of action research.

Question 13

Of what value are future search events in organisational change?

Accepted Answer

Future search events involve engaging as many employees as possible in the change process. This helps build commitment and ownership of the change, leading to greater success in the implementation. Coercion is not a recommended approach in change management, and selecting a change agent is not the primary purpose of future search events. Avoiding future search events is not necessary, as they can be a valuable tool in facilitating organizational change.

Question 14

BusCorp wants to introduce a new procedure for processing customer requests.If this change will require employees to break old routines and adopt new role patterns,the preferred strategy for dealing with resistance to this change is:

Accepted Answer

Learning is the best choice for dealing with resistance to this change. This involves training employees on the new procedure and providing them with the necessary skills and knowledge to perform their new roles effectively. By increasing employees' understanding and competency around the change, they are more likely to accept and support it.

Question 15

Which of these statements about managing change is FALSE?

Accepted Answer

This statement is false because employees are less likely to resist change when both the driving and restraining forces for change are taken into account and addressed. Focusing only on increasing driving forces can actually lead to pushback and resistance from employees who feel their concerns and challenges are not being considered.

Question 16

Which of the following practices tend to make it more difficult to bring about organisational change?

Accepted Answer

None of the options listed here tend to make it more difficult to bring about organizational change. In fact, practices like Appreciative Inquiry, Search Conferences, and Action Research are often used to bring about organizational change by involving stakeholders, promoting collaboration, and generating new ideas and solutions.

Question 17

Action research is __________ activity.

Accepted Answer

Action research is a problem-focused activity that is designed to improve a particular situation or issue. It involves a collaborative approach where researchers and practitioners work together to identify problems, develop solutions, and implement changes. It is not a coercive or autocratic activity, as it relies on the active participation of those involved in the situation being studied. It is also not a parallel organization, as it is a specific type of research methodology that is integrated into the existing organizational structure. Therefore, the best choice is B.

Question 18

In organisational change,employee involvement should be used:

Accepted Answer

Employee involvement should be used when the company needs more employee commitment to the change and has sufficient time. This allows for a smoother transition and ensures that employees understand and are on board with the changes. It also helps to build trust and morale within the organization. If other strategies are ineffective or the company needs to change quickly, it may not be feasible to involve employees in the process. If employees will clearly lose something of value, it may be necessary to involve them in the process, but the urgency of the situation may not allow for sufficient time for involvement.

Question 19

Which of these conditions LIMITS the diffusion of change to other parts of the organisation?

Accepted Answer

If every employee involved in the pilot project stays with the pilot project rather than being moved to other areas of the organisation, then the diffusion of change to other parts of the organisation is limited. This is because the knowledge, skills, and experience gained from the pilot project are not spread to other areas of the organisation, which hinders the diffusion of change.

Question 20

Which of the following strategies for minimising resistance to change should occur when all other strategies are ineffective?

Accepted Answer

Coercion should only be used as a last resort when all other strategies have been tried and have failed. It involves the use of threats and force to make individuals comply with the change, and can lead to resentment, low morale, and even sabotage if not implemented carefully. Therefore, it should only be used sparingly and with caution.

Quiz 15: Organisational Change