Question 1

If individuals resisting change are included in making change decisions in an attempt to gain their support, this approach is called ________.

Accepted Answer

Cooptation is the process of bringing resistant individuals into a change effort by including them in decision-making processes. This approach is typically used when individuals with power or influence resist change, and cooptation is seen as a way to gain their support for the change effort. Exploitation, manipulation, and coercion are all negative approaches to change that involve manipulating or forcing individuals to accept change without their agreement. Education can be a positive approach to change, but it does not specifically refer to the process of including resistant individuals in decision-making.

Question 2

The application of direct threats or force upon resisters is called ________.

Accepted Answer

The application of direct threats or force upon resisters is called coercion. The other options are not directly related to the use of force or threats.

Question 3

Which of the following isnot a primary force for change in organizations?

Accepted Answer

Decreasing skill sets are not a primary force for change in organizations. The other options, technology, economic shocks, social trends, and the nature of the workforce, are all recognized as primary forces for change in organizations.

Question 4

________ is one way to achieve unfreezing of an organization's status quo.

Accepted Answer

Unfreezing the status quo requires increasing the driving forces that push behavior away from the current situation. This can involve creating a sense of urgency, highlighting the need for change, and providing incentives or rewards for embracing a new direction. Decreasing restraining forces, increasing employee investment in the status quo, decreasing management investment in change, or increasing rigidity in the hierarchy would not typically facilitate effective unfreezing of the current state.

Question 5

Managing resistance to change that is ________ is extremely challenging.

Accepted Answer

The answer of Managing resistance to change that is ________...

Question 6

________ are persons who act as catalysts and assume the responsibility for managing change activities.

Accepted Answer

Change agents are individuals who are responsible for managing change activities and act as catalysts to ensure that the change process is successful. They are often selected and trained to help an organization successfully implement changes, whether they are planned or accidental. Economic shocks and social trends may prompt changes, but change agents are the individuals who are responsible for managing the change process.

Question 7

An example of change in competition is ________.

Accepted Answer

The entrance of U.S. manufactured Toyota vehicles into the market changes the competition by introducing a new competitor to the industry.

Question 8

A paper sales company designs and offers a new method of purchasing and shipping commercial quantities of paper through their Web site, versus contacting their sales representative. This is an example of ________.

Accepted Answer

The introduction of a new purchasing and shipping method through the company's website is a deliberate and planned change in the way the company operates.

Question 9

An example of change in the nature of the work force is an increase in ________.

Accepted Answer

An increase in cultural diversity within the workforce reflects a change in the nature of the workforce, as it indicates a broader range of backgrounds, perspectives, and experiences among employees.

Question 10

All of the following are sources of organizational resistance to change except ________.

Accepted Answer

Security is not typically a source of organizational resistance to change. In fact, sometimes employees may be more willing to change if they perceive it as improving their job security. The other options listed, including structural inertia, limited focus of change, threat to established power relationships, and group inertia, are all common sources of resistance to change in organizations.

Question 11

Which of the following is not a source of individual resistance to change?

Accepted Answer

Inertia is not typically considered a source of individual resistance to change; it is more related to organizational resistance.

Question 12

An example of a source of individual resistance to change is ________.

Accepted Answer

A habit is an individual behavior pattern that can be difficult to change, especially if it has been reinforced over time. This can create resistance to change, as individuals may feel discomfort or difficulty adjusting to new behaviors or ways of doing things.

Question 13

Managers who have spent their entire careers with an organization and are high in the hierarchy are ________.

Accepted Answer

Managers who have spent their entire careers with an organization and are high in the hierarchy are often impediments to change because they are deeply invested in the organization's current ways of doing things and may resist change that threatens their power or status quo.

Question 14

Who developed a three-step model for change that included unfreezing, movement, and refreezing?

Accepted Answer

Kurt Lewin developed the three-step model for change that includes unfreezing, movement, and refreezing.

Question 15

Using covert influence to overcome resistance to change is called ________.

Accepted Answer

Manipulation involves using covert influence to sway individuals or groups to accept changes, often without their full awareness or understanding.

Question 16

Which one of the following is not listed as a tactic for dealing with resistance to change?

Accepted Answer

Acceleration is not listed as a tactic for dealing with resistance to change. The other four options (manipulation, participation, cooptation, and education) are commonly used tactics for addressing resistance to change in organizations.

Question 17

Which tactic to overcome resistance to change is a relatively easy way to gain the support of adversaries, but may backfire if the targets become aware of the tactic?

Accepted Answer

The tactic described is manipulation, which involves using covert or deceptive methods to gain support or compliance. While it can be effective in the short term, it can also undermine trust and lead to backlash if the targets become aware of the manipulation. Negotiation, conciliation, and cooperation all involve open and transparent communication, whereas coercion involves the use of force or threats of punishment. Therefore, manipulation is the only choice that fits the given description.

Question 18

Change activities that are ________ and goal oriented are termed planned change.

Accepted Answer

Planned change implies a deliberate and intentional effort to achieve a specific goal or objective. This distinguishes it from discretionary or random change, which may happen spontaneously or without a clear purpose. Reflexive change tends to be more reactive and responsive to external events, while restorative change focuses on returning to a previous state rather than achieving something new.

Question 19

It is easiest for management to deal with resistance when it is ________.

Accepted Answer

It is easiest for management to deal with resistance when it is overt, meaning it is openly expressed and visible. This allows management to address and tackle the issue head-on rather than trying to identify and address underlying covert or implicit resistance. Additionally, passive or deferred resistance may not be immediately noticeable and could potentially escalate into more significant problems.

Question 20

Which tactic for overcoming resistance to change basically assumes that the source of resistance lies in misinformation?

Accepted Answer

The tactic of education and communication assumes that resistance to change may often emerge due to misinformation, and therefore seeks to address it through educating and communicating with the individuals affected by the change. This tactic involves providing accurate and relevant information about the change and its rationale, as well as engaging in open and transparent communication to address any concerns or questions that people may have.

Quiz 18: Organizational Change and Stress Management