Question 1

What are the two main sources of resistance to change? Offer specific examples of each source.

Accepted Answer

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Question 2

What factors contribute to readiness for change? How do these factors combine?

Accepted Answer

The answer of What factors contribute to readiness for change?...

Question 3

It is important in implementing change to create a sense of urgency about the need for change and to continually create discomfort about the status quo.

Accepted Answer

This statement is true. Creating a sense of urgency and discomfort helps to motivate people to take action and make changes, as they see the need for it and the negative consequences of staying in the status quo.

Question 4

There are a number of assumptions underlying strategic planning including the assumption that strategies are formulated to bring about change when current objectives can not be met by what the company is currently doing.

Accepted Answer

Strategic planning is based on the assumption that strategies are necessary when current objectives cannot be achieved with the current methods, and that change is required to achieve better results. Therefore, this statement is true.

Question 5

A turnaround strategy involves withdrawing from the market and liquidating assets.

Accepted Answer

A turnaround strategy typically involves making changes to a business to improve its performance and financial situation, rather than withdrawing from the market and liquidating assets.

Question 6

Management by objectives (MBO) requires goal setting at the management level only.

Accepted Answer

Management by objectives (MBO) requires goal setting not only at the management level but also at other levels in the organization. MBO involves setting specific, measurable, and achievable goals at all levels of the organization and linking these goals to overall company objectives. This helps to ensure that everyone is working towards the same goals and helps to increase motivation and accountability.

Question 7

The use of quality circles (QC) is an effective way to implement organization-wide change.

Accepted Answer

Quality circles are typically small groups focused on specific issues, and while they can contribute to improvements, they are not designed for implementing organization-wide change.

Question 8

An OD intervention in which teams of participants work off-site to develop and implement new ways of solving organizational problems by focusing on the ineffectiveness of current methods is called appreciative inquiry.

Accepted Answer

Appreciative Inquiry focuses on identifying and building upon the existing strengths of an organization rather than focusing on its problems or ineffectiveness.

Question 9

Generally speaking, OD change efforts are effective at improving organizational effectiveness, employee morale, etc., across all types of organizations and levels of employees.

Accepted Answer

While OD (Organizational Development) change efforts can be effective, their success varies widely depending on factors such as the type of organization, the specific change being implemented, the level of employee engagement, and the quality of the change management process. There is no one-size-fits-all solution, and effectiveness can differ across organizations and employee levels.

Question 10

Tim is leading an effort to lower resistance to significant planned change at his company. He is beginning by developing a more open organizational climate, trying to adopt a more informal organizational structure, and build a commitment to the change among employees. Tim's efforts are an example of creating a learning organization as an effort to reduce resistance.

Accepted Answer

Tim's actions align with the principles of creating a learning organization, which aims to foster a more flexible and adaptable workplace culture that supports continuous improvement and learning. By promoting an open climate, informal structure, and commitment to change, Tim is working to reduce resistance and create an environment that is conducive to learning and growth.

Question 11

What can be done to overcome resistance to organizational change?

Accepted Answer

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Question 12

If management seeks to build a critical mass among employees to support a change effort, it is trying to shape the political dynamic in order to reduce resistance to organizational change.

Accepted Answer

Building a critical mass of supporters can help to overcome resistance to change and create momentum for the change effort. This is done by shaping the political dynamic of the organization, which involves understanding and managing the different interests and power relationships within the organization.

Question 13

When a company selects, trains, and rewards employees well for performing certain jobs, the company has built in work group inertia as an organizational barrier to change efforts.

Accepted Answer

Work group inertia refers to resistance to change due to group norms and dynamics, not the result of effective selection, training, and rewarding of employees.

Question 14

Considering how to increase market share and profit or how to focus on key markets are all part of the development of competitive strategies within the strategic planning process.

Accepted Answer

The statement is true. Competitive strategies, such as increasing market share and profit, or focusing on key markets, are important parts of the strategic planning process.

Question 15

Generally speaking, planned organizational change can take place to improve already good processes, when an alternative to change to is not readily apparent, or without a plan, if the change effort has top management support.

Accepted Answer

Planned organizational change typically requires a clear plan and objective, even if top management supports it. Change without a plan is not considered "planned" change.

Question 16

Quality of life work programs include efforts at profit-sharing, offering 401(k) plans, and increasing compensation benefit programs in an organization.

Accepted Answer

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Question 17

The survey feedback method uses questionnaires and interviews to collect information about organizational issues and uses that information as the basis for planning organizational change.

Accepted Answer

This statement accurately describes the survey feedback method.

Question 18

In the U.S., strategic decisions tend to be made primarily in the interest of employees.

Accepted Answer

In the U.S., strategic decisions tend to be made primarily in the interest of shareholders, rather than employees.

Question 19

In the strategic planning process, the next steps after a firm defines its goals are to assess its internal resources and analyze internal arrangements.

Accepted Answer

After defining its goals, a firm typically conducts an external and internal environment analysis (SWOT analysis) to understand its strengths, weaknesses, opportunities, and threats, rather than immediately assessing internal resources and analyzing internal arrangements.

Question 20

Individuals resist change for a number of reasons including the threat it poses to their social relationships and just because it disrupts their habits.

Accepted Answer

Individuals may resist change due to various reasons, including the fear of losing social relationships or disrupting their habits.

Quiz 16: Managing Organizational Change: Strategic Planning and Organizational Development