Leading Organizational Change Test Bank Answers Chapter 15

Package Title: Neubert 1e Testbank

Course Title: Organizational Behaviour

Chapter Number: 15

Shuffle: No

Multiple Choice

1. Which of the following is based on the scope of a change?

a) Contingent change

b) Planned change

c) Transformational change

d) Inward-faced change

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

2. Viola Inc. has made its organizational hierarchy flat in a quest to maximize product innovation from its employees, minimize conflict, and ensure smooth workflow. Viola Inc.’s decision has been influenced by the announcement that two of its biggest competitors are merging. Which of the following organizational changes has Viola Inc. adopted?

a) Inward-faced change

b) Transformation change

c) Extrinsic change

d) Intrinsic change

Difficulty: Hard

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Reflective thinking Skills

Bloom’s: Application

3. Which of the following best describes incremental change?

a) It occurs when an organization plans to make a complete transformation in strategic direction in the future.

b) It occurs when an organization plans to make improvements in strategic direction in the future.

c) It occurs when an organization entirely changes its strategic direction.

d) It occurs when an organization makes improvements while moving in its current strategic direction.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Comprehension

4. Which of the following is true about incremental change?

a) It involves a complete change in organization culture.

b) It involves smaller steps toward organizational goals.

c) It results from unanticipated events.

d) It results from a replication of ideas.

Difficulty: Medium

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Comprehension

5. Transformation change is a result of:

a) A major conflict between workers and managers.

b) A large amount of fluctuation within the organization.

c) A long period of equilibrium within the organization.

d) A major problem or challenge in the competitive environment.

Difficulty: Medium

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

6. BaySpeed Corp., whose primary product line is jet skis, is planning to gradually improve its production process in a bid to make its jet skis more competitively priced. Which of the following organizational change has BaySpeed Corp. adopted?

a) Incremental change

b) Transformation change

c) Intrinsic change

d) Extrinsic change

Difficulty: Hard

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Reflective thinking Skills

Bloom’s: Application

7. _____ change is designed and implemented in an orderly and timely fashion.

a) Standard

b) Centralized

c) Planned

d) Formal

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

8. Which of the following is based on a change in intention?

a) Centralized change

b) Incremental change

c) Transformational change

d) Planned change

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

9. Which of the following is true of planned change?

a) It is a direct response to the recognition of a performance gap.

b) It is a direct response to mandatory government statutes.

c) It is a direct response to unexpected strategic moves by competitors.

d) It is a direct response to past shifts in the organization’s external environment.

Difficulty: Medium

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

10. Pluto Inc.’s financial advisors have told the CEO that there would be a brief market drop toward the end of the financial year, which might affect the profits. As a result, the CEO decided that they would reduce production during that period to minimize production costs. This is an example of a _____ change.

a) Planned

b) Formal

c) Transformation

d) Incremental

Difficulty: Hard

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Reflective thinking Skills

Bloom’s: Application

11. _____ change is an organization making ad hoc and piecemeal responses to any sudden opportunities and threats as they occur.

a) Decentralized

b) Informal

c) Incremental

d) Unplanned

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

12. Which of the following best describes innovation?

a) It is improving a new product to perform better.

b) It is the development and implementation of new ideas.

c) It is the replication of existing ideas.

d) It is an organization adopting processes similar to its competitor.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Comprehension

13. Which of the following type of change is based on the source of change?

a) Innovation

b) Transformational change

c) Incremental change

d) Intervention

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Comprehension

14. Which of the following is true about imitation?

a) It involves the sharing of ideas with competitors.

b) It involves the creation of new products.

c) It involves the development of new ideas.

d) It involves the application of existing ideas.

Difficulty: Medium

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Comprehension

15. Shoebill Corp., a real estate agency, has started offering home loans as part of its complete service. Shortly after this, its competitor, Hamerkorp Corp, also began to offer a similar service. Which of the following types of changes has Hamerkorp adopted?

a) Imitation change

b) Innovation change

c) Planned change

d) Transformational change

Difficulty: Hard

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Reflective thinking Skills

Bloom’s: Application

16. Which of the following is true about sustainable approach to change?

a) Ideas are generated largely by consultants.

b) Ideas are generated largely by managers.

c) Ideas are generated largely by employees.

d) Ideas are generated largely by external stakeholders.

Difficulty: Medium

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Comprehension

17. _____ is a process of planned change that draws on behavioural science to systematically improve and renew the personal, social, and structural components of organizations.

a) Organizational architecture

b) Organizational design

c) Organizational modeling

d) Organizational development

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Comprehension

18. The first step in organizational change is:

a) Refreezing the process.

b) Recognizing the needs.

c) Unfreezing the process.

d) Changing the process.

Difficulty: Easy

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Analytic Skills

Bloom’s: Knowledge

19. The quarterly profits of Instinct Corp. has steadily depleted over the past year. Additionally, the employee satisfaction and motivational levels have also lowered substantially. Assuming that Instinct Corp. adopts a conventional approach to organization, which of the following is Instinct Corp. most likely to do?

a) Reduce the cost of production in recognition that the profits have steadily dropped.

b) Implement an incentive system in recognition that the employee morale is low.

c) Formulate a long-term investment plan that would boost the financial position later.

d) Provide training to employees that would enhance their skills.

Difficulty: Hard

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Reflective thinking Skills

Bloom’s: Application

20. Which of the following is a difference between a conventional approach and sustainable approach to need recognition?

a) In the conventional approach, change is a bottom-top process whereas in the sustainable approach it is more of a top-bottom process.

b) In a conventional approach leaders are more likely to watch for opportunities to improve members whereas in a sustainable approach leaders look to enhance competitive position.

c) In the conventional approach, leaders are more likely to have a long-term perspective whereas in a sustainable approach leaders expect immediate change.

d) In the conventional approach, change is a top-down process whereas in the sustainable approach it is more of a bottom-top process.

Difficulty: Medium

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Analytic Skills

Bloom’s: Analysis

21. If John, the CEO of Blitzer Sprockets Inc., changes from being a conventional leader to being a sustainable leader, which of the following would most likely occur after this change?

a) John would recognize that the organization’s productivity has reduced and take measures to recruit more workers to boost productivity.

b) John would recognize that the organization’s competitors have higher market growth and start a new product line to increase the organization’s competitive position.

c) John would recognize that the workers no longer possess the skills to operate new machinery and take measures to get them trained.

d) John would recognize that the profits have decreased and take measures to increase production and maximize profits.

Difficulty: Hard

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Reflective thinking Skills

Bloom’s: Application

22. Which of the following is true about open-book management?

a) It involves transparency about the organization’s financial position with customers and employees.

b) It involves linking the organization’s overall purpose with individual tasks and duties.

c) It involves managing the organization in strict adherence to traditional methods and policies.

d) It involves collaboration of ideas with competitors.

Difficulty: Medium

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Analytic Skills

Bloom’s: Comprehension

23. Bloomer Corp. has informed its employees that the organization is thinking of partnering with a competitor to start a new production line and would like their opinion on whether the management should go ahead with the idea or refrain from doing so. The CEO also informed them that the profits have increased because of their inputs to the organization’s financial matters. Which of the following policies does Bloomer Corp. follow?

a) Groupthink

b) Open-book management

c) Free riding

d) Libertarian management

Difficulty: Hard

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Reflective thinking Skills

Bloom’s: Application

24. The primary objective of the unfreezing step is to:

a) Persuade the organization’s stakeholders to adopt change.

b) Help workers link their individual tasks to the organization’s overall purpose.

c) Ensure that the organizational members understand the need for change.

d) Help workers adopt new skills and techniques for production.

Difficulty: Medium

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

25. A _____ is an approach to unfreezing organizational members that may be painful; it may involve using rational persuasion or pressure to expose members to alarming information or potential negative consequences.

a) Brainstorming session

b) Groupthink method

c) Free-riding method

d) Burning platform

Difficulty: Easy

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

26. Organizational leaders can create a burning platform approach to demonstrate to employees:

a) The threat of the change.

b) The futility effecting the change.

c) The opportunity that the change offers.

d) The volatility of a change.

Difficulty: Medium

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

27. Henry, a quality control manager, told his employees that the management has stated the organization is losing sales due to flaws and defects in products, and they would be laid off if the department does not improve its efficiency. Henry has utilized _____ to help his subordinates understand a need for change.

a) A groupthink method

b) A burning platform approach

c) The Delphi technique

d) A brainstorming session

Difficulty: Hard

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

28. Which of the following is true about the burning platform approach?

a) It refers to the opportunities available to the organization involved with change.

b) It refers to the threats faced by the organization without the change.

c) It refers to the volatility faced by the organization due to the change.

d) It refers to the futility of the change with regard to the organization.

Difficulty: Medium

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Comprehension

29. Kate has been an employee of Cymbal Inc. for one year. She joined the organization with the expectation that she would receive a promotion within a year and is currently expecting her performance to be reviewed. However, she is afraid that the management may recruit a new employee to replace the position that she feels belongs to her. Kate’s resistance to change is because she would perceive it to be due to a(n):

a) Threat to identity.

b) Broken promise.

c) Uncertain plan.

d) Cultural difference.

Difficulty: Hard

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

30. A _____ is an unwritten expectation about what the person will receive from the organization for the person’s contribution.

a) Contingent contract

b) Quasi contract

c) Collateral contract

d) Psychological contract

Difficulty: Easy

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

31. James feels that his organization should give him a raise in his salary, as he would be completing five years of service in a few weeks. However, this was not stated in any written or unwritten agreement. This is an example of a _____ contract.

a) Collateral

b) Psychological

c) Quasi

d) Contingent

Difficulty: Hard

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

32. Katie who has been working in the most popular branch of the Hollandaise Bank has been transferred to another branch in a remote part of the town. Katie is very upset about the change because she always said that she worked in the best branch of the biggest bank in the country and would not be able to say that anymore. Katie’s resistance to change is caused by which of the following reasons?

a) Broken promises

b) Uncertain plans

c) Threat to identity

d) Cultural differences

Difficulty: Hard

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

33. Henry who has been working in the housekeeping department of the BlueCliff Hotel has been shifted to the reservation sales department. He is worried about the shift as he knows nothing about reservation sales and had a clear career path in hotel housekeeping. Which of the following reasons has caused Henry to resist change?

a) Threat to identity

b) Uncertain plans

c) Cultural differences

d) Broken promises

Difficulty: Hard

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

34. If Dane, the CEO of Intech Corp., adopts a conventional approach to influencing change, which of the following would he most likely do?

a) Provide his employees a bonus if they agree to shift from one department to another.

b) Announce that those who do not agree to shift to another department will be laid off.

c) Announce that those who do not agree to shift to another department will have to give an explanation.

d) Provide a raise to employees who are willing to shift from one department to another.

Difficulty: Hard

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

35. If Hayden were to adopt a sustainable approach to unfreezing in the change process, which of the following would he most likely do?

a) Enquire with employees if they are willing to move to another branch.

b) Shift employees to a different branch against their will.

c) Inform the employees that the shift is only temporary when it is actually permanent.

d) Inform the employees that they have to shift well in advance

Difficulty: Hard

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

36. Kate has informed her employees that if they do not make changes in order to improve their productivity and increase the revenues generated by the department, the management will shut down their department. Based on the given scenario, Kate is currently in which of the following stages of the change process?

a) The unfreeze stage using a conventional approach

b) The unfreeze stage using a sustainable approach

c) The change stage using a sustainable approach

d) The change stage using a conventional approach

Difficulty: Hard

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

37. Which of the following is the third stage in the process of change?

a) Freeze

b) Refreeze

c) Change

d) Recognize need

Difficulty: Easy

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

38. A(n) _____ is someone who acts as a catalyst and takes leadership and responsibility for managing the interventions required to modify the organization’s processes.

a) Idea champion

b) Free agent

c) Change agent

d) Free rider

Difficulty: Easy

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

39. A leader’s goal in the change stage is:

a) Reinforcing and institutionalizing the organizational changes.

b) Helping members understand the need for change.

c) Identifying the need for change in the organization.

d) Ensuring that the organizational members are committed to the change.

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

40. The most suitable approach that a leader can adopt to increase members’ confidence in them would be to:

a) Persuade members to think that the change is good for them.

b) Provide extrinsic incentives to employees.

c) Provide intrinsic incentives to employees.

d) Be role models and leading by example.

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

41. Which of the following scenarios would result in an increase in members’ confidence in an organizational leader?

a) Mark, a manager, reports to his boss every single day because of the new mandatory reporting system that he initiated in the organization.

b) Colin provides his employees with an incentive if they agree to be transferred to another department.

c) Alex has told his employees that if they adopt the new production system it would double profits and would help the organization grow rapidly.

d) Glen, a manager, promoted his employee for attempting to adopt the new sales strategy and succeeding.

Difficulty: Hard

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Reflective thinking Skills

Bloom’s: Application

42. Which of the following scenarios would result in an increase in members’ confidence in themselves?

a) Jessica informed her employees that there would be a bonus for exceeding the monthly sales target.

b) Claire informed her employees that the organization would double in size if they merged with their competitor.

c) Peyton informs her employees how they are performing and what they are required to do further in the new production system.

d) Clara informs her employees about the new promotion available to those who accept the transfer to a new branch.

Difficulty: Hard

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Reflective thinking Skills

Bloom’s: Application

43. A leader can improve members’ attitudes toward change by:

a) Being a role model and leading by example.

b) Planning for early success.

c) Providing adequate amount of training to the employees.

d) Persuading members to think that change is good for them.

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Comprehension

44. Which of the following would result in an improvement in employees’ attitudes toward change?

a) At the organization’s monthly meeting, Carter has a feedback session with employees and answers their queries.

b) Alexandra promotes employees who consistently exceed their targets and follow the organization’s new policies.

c) Eric has given his employees steady feedback on their work as he promised he would, based on the organization’s new policy.

d) Megan has provided a training session for her employees that would train them for the new processes that the change will bring about.

Difficulty: Hard

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Reflective thinking Skills

Bloom’s: Application

45. Which of the following is true about conventional leaders with regard to change?

a) The process is most likely going to be an activity that involves all levels of the organization’s hierarchy.

b) The process is more likely to be focused on long-term inducements to encourage commitment.

c) The process is more likely to be focused on short-term inducements to encourage commitment.

d) The process is most likely going to be a dialogue between all levels of employees.

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Comprehension

46. Which of the following is a difference between conventional leaders and sustainable leaders with reference to change?

a) When conventional leaders communicate the benefits of change, the process is most likely to be a dialogue.

b) Conventional leaders focus primarily on long-term inducements to encourage commitment.

c) When sustainable leaders communicate the benefits of change, the process is more likely to be a dialogue.

d) Sustainable leaders focus primarily on short-term inducements to induce commitment.

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Analysis

47. If Tristan has adopted a conventional approach to influencing change among organizational members. Which of the following is Tristan most likely to do?

a) Inform his employees that the new technology adopted by the organization will help double outputs and simplify production.

b) Implement an open door policy so that there is transparency between the management and its organizational members.

c) Inform his employees that the new merger with its competitor will help to increase the profits.

d) Implement a promotion system to help motivate employees from a long-term perspective.

Difficulty: Hard

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Reflective thinking Skills

Bloom’s: Application

48. Which of the following is true about sustainable leaders with regard to change?

a) The process is more likely to be focused on long-term inducement to encourage commitment.

b) The process is more likely to be influenced by extrinsic motivators.

c) The process is more likely to be influenced by power.

d) The process is more likely to be focused on short-term inducements to encourage commitment.

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Comprehension

49. If Melanie has adopted a sustainable approach to influencing change among organizational members, which of the following is Melanie most likely to do?

a) Inform her employees that a training program will be conducted to help them learn to utilize the new technology.

b) Inform her employees that adopting the new organizational policy will help to increase the profits.

c) Focus on finding a solution to the current shortage of workers in the organization.

d) Focus on how to defeat the organization’s competitors using the new organizational policy.

Difficulty: Hard

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Reflective thinking Skills

Bloom’s: Application

50. According to research, the top reason why managers fail to get results during change is:

a) Poor planning practices.

b) Inability to motivate others.

c) Ineffective communication skills and practices.

d) Poor work relationships and interpersonal skills.

Difficulty: Easy

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

51. According to research, which of the following is a result of managers having poor work relationships and interpersonal skills during the change process?

a) Planning is hindered and motivation is sapped, ultimately leading to an immobilized staff

b) Managers are isolated from the informal network of knowledge, which is necessary to cope with change

c) Employees become uncertain and stressed, which makes it difficult to make informed business decisions

d) A leader’s credibility is destroyed with the people who are essential to getting results

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

52. According to research, which of the following is a result of when managers have failed to set clear direction and clarify performance directions during the change process?

a) A leader’s credibility is destroyed with the people who are essential to getting results

b) Planning is hindered and motivation is sapped, ultimately leading to an immobilized staff

c) Collective performance of the employees is destroyed

d) Disruptive crises are created, which damage performance as well as morale

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

53. Linda, a senior manager at Harold Corp., has informed her subordinates that if the quality control department merges with the production department it would help the organization to produce flawless products that would help increase sales. Post-merger, she lets her employees know how the new merged department is faring and is open about the revenues they are generating to help boost members’ confidence in their own ability. In the given scenario, Linda is in which of the following stages of the change process?

a) The change stage using a conventional approach

b) The change stage using a sustainable approach

c) The unfreeze stage using a conventional approach

d) The unfreeze stage using a sustainable approach

Difficulty: Hard

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Reflective thinking Skills

Bloom’s: Application

54. Larry, the CEO of Caltech Corp., has convinced his employees that change must occur. Caltech is currently in the process of providing the necessary training to the employees to prepare them for the change. Additionally, Larry has changed his work process to reflect the changes made to the organization. In the given scenario, Caltech is in which of the following stages of the change process?

a) The change stage using a sustainable approach

b) The unfreeze stage using a sustainable approach

c) The change stage using a conventional approach

d) The unfreeze stage using conventional approach

Difficulty: Hard

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Reflective thinking Skills

Bloom’s: Application

55. Which of the following is the final stage in the organizational change process?

a) Feedback

b) Freeze

c) Refreeze

d) Change

Difficulty: Easy

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

56. Which of the following is true about a conventional organization with regard to the refreeze stage?

a) It views change as an ongoing process.

b) It places greater emphasis on flexibility and learning during the change process.

c) It focuses on creating structures and systems that reinforce change.

d) It supports continuous change.

Difficulty: Medium

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

57. Which of the following is a difference between a conventional organization and a sustainable organization in the refreeze stage?

a) Conventional organizations place greater emphasis on changes that facilitate learning and flexibility, whereas sustainable organizations focus on changing structures and systems.

b) Conventional organizations focus on changing structures and systems, whereas sustainable organizations place greater emphasis on changes that facilitate learning and flexibility.

c) Conventional organizations view change as an ongoing process, while sustainable organizations view change as something that happens every few years.

d) Sustainable organizations view change as something that happens every few years, while conventional organizations view change as an ongoing process.

Difficulty: Medium

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Analytic Skills

Bloom’s: Analysis

58. Which of the following is true about a sustainable organization with regard to the refreeze stage in the change process?

a) It places greater emphasis on flexibility and learning.

b) It places greater emphasis on changing structures and systems.

c) It views change as an event that happens once in few years.

d) It abstains from making structural changes.

Difficulty: Medium

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Analytic Skills

Bloom’s: Comprehension

59. John, the CEO of Prestige Corp., realized that the additional level in the organizations hierarchy was delaying the decision-making process. If John adopts a conventional approach, which of the following would he most likely do?

a) Obtain ideas from all organizational members and make a joint decision.

b) Ask the human resource team to limit the additional level to certain departments alone.

c) Make enquiries with the new hierarchical level members about the delay in decision-making process.

d) Implement training programs to better communicate between organizational members.

Difficulty: Hard

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

60. Linda, the CEO of Lin Corp., has noticed that the employees’ productivity has declined after the inclusion of a new product line. If Linda adopts a sustainable approach, which of the following would she do?

a) Identify and lay off employees who have not been performing well.

b) Provide training to employees to enable them to understand the new product and work better.

c) Recruit new employees to solve the problem at the earliest.

d) Explain to the employees that a new product line would help increase the profits of the organization.

Difficulty: Hard

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Reflective thinking Skills

Bloom’s: Application

61. During a department meeting, your VP stated that he concentrates on looking for and recognizing the need for change that will help maximize profits, efficiency, productivity, and competitiveness. Which of the following approaches applies to his statement?

a) Conventional approach

b) Sustainable approach

c) Organizational approach

d) Innovation approach

Difficulty: Medium

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Communication skills

Bloom’s: Application

62. Organizational leaders may recognize the need to change due to external factors. Which of the following would be considered an external factor?

a) A shift in consumer buying habits

b) Becoming a decentralized organization

c) Becoming a centralized organization

d) The turnover of the entire workforce in an organization

Difficulty: Medium

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Reflective Thinking Skills

Bloom’s: Analysis

63. Andrew has been working at his job for more than 20 years. He heard through the grapevine about some upcoming changes. He perceives those changes as threats and increased his commitment to the status quo. What do the researchers call his response?

a) Threat-rigidity

b) Threat-awareness

c) Negative reaction

d) Positive reaction

Difficulty: Medium

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Communication skills

Bloom’s: Application

64. What are the primary objectives in the unfreezing step in the organizational change process?

a) Leaders must ensure that members understand the need for change to reduce possible resistance and to create a sense of openness to change.

b) Leaders must ensure that organizational members are ready to improve their productivity and enhance their quality of work.

c) Leaders must ensure that organizational members will accept the changes and eliminate their resistance.

d) Leaders must inform organizational members about the upcoming changes and outline the process of implementing the changes.

Difficulty: Medium

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Reflective Thinking Skills

Bloom’s: Analysis

65. Which of the following explains a change that occurs when an organization makes improvements in moving in its current strategic direction?

a) Incremental change

b) Transformational change

c) Organizational Change

d) Planned change

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step or leading organizational change.

Section Reference: 15.4 Change

AACSB: Reflective Thinking Skills

Bloom’s: Analysis

66. Which of the following applies to the planned activities targeting specific outcomes such as improving individual, group, or organizational performance or well-being?

a) Interventions

b) Restructuring

c) Re-engineering

d) Innovations

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step or leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Analysis

67. Members will be more committed to a change if they have confidence in their own ability to put the change into practice. There are differences between conventional and sustainable approach in this regard. Which of the following explains one of the differences?

a) Sustainable leaders value the benefits of clear expectations, training, recognition, and resources in building members’ own confidence.

b) Conventional leaders value the benefits of clear expectations, training, recognition, and resources in building members’ own confidence.

c) Conventional leaders may include other stakeholders in the learning process.

d) Sustainable leaders will not nurture an environment where people learn from one another.

Difficulty: Medium

Learning Objective: Describe how change takes the form of interventions in the third step or leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Analysis

68. Which of the following steps is used after changes have been implemented in sustainable organization?

a) Re-slush

b) Refreeze

c) Unfreeze

d) Reinforce

Difficulty: Medium

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Reflective Thinking Skills

Bloom’s: Analysis

69. During a meeting, Nicholas explains to his management team that during this phase they may make some adjustments to the design of the organization that requires revisiting job descriptions. Which of the following stages applies to his description?

a) Refreeze

b) Reinforce

c) Change

d) Restructure

Difficulty: Medium

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Reflective Thinking Skills

Bloom’s: Analysis

70. After completing a massive technology change in the company, the CEO during a meeting with his staff states that they are encouraging experimentation and celebrating the learning associated with both successful and unsuccessful attempts to implement changes. Which of the following approaches explains his vision?

a) Sustainable approach

b) Conventional approach

c) Centralized approach

d) Decentralized approach

Difficulty: Medium

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Analytic Skills

Bloom’s: Analysis

Fill In The Blanks

71. _____ is a substantive modification to an aspect of an organization.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

72. _____ are often a reaction to a major problem or challenge in the competitive environment.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

73. Sustainable organizations engage a variety of members at all levels in a _____ process that exposes both leaders and members to information and ideas that might suggest change is necessary.

Difficulty: Easy

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Analytic Skills

Bloom’s: Knowledge

74. Organizational leaders must convince employees there is a need for change that requires them to behave differently in the _____ step.

Difficulty: Easy

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

75. Change is received differently in each _____.

Difficulty: Easy

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

76. _____ are planned activities targeting specific outcomes such as improving individual, group, or organizational performance or well-being.

Difficulty: Easy

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

77. Change agents sometimes work in conjunction with _____.

Difficulty: Easy

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

78. Sustainable leaders may also include other _____ in the learning process.

Difficulty: Easy

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Analytic Skills

Bloom’s: Knowledge

79. A sustainable approach seeks to “re-slush” rather than _____ an organization.

Difficulty: Easy

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

80. _____ assumes a change may not work uniformly well throughout the organization.

Difficulty: Easy

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

81. Organizational leaders may recognize the need to change due to ________ factors, such as a shift in consumer buying habits.

Difficulty: Easy

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Analytic Skills

Bloom’s: Knowledge

82. The _____________ approach to change is often enhanced when all organizational members have learned to read financial statements and link their own actions to the organization’s financial health and well-being.

Difficulty: Easy

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Analytic Skills

Bloom’s: Knowledge

83. Regardless of the culture or context, leaders can reduce __________ by showing respect for employees and concern about their long-term well-being.

Difficulty: Easy

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

84. Because many people prefer a stable but mediocre status quo to a potentially promising but ambiguous change, a major cause of employee resistance to change is _______________________ about the vision for change.

Difficulty: Easy

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

85. _____________________ may be perceived to threaten or diminish an employee’s work identity.

Difficulty: Easy

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Analytic Skills

Bloom’s: Knowledge

86. _______________ changes are often a reaction to a major problem or challenge in the competitive environment.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

87. ______________ designs and implements changes in an orderly and timely fashion.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

88. Unexpected strategic moves by competitors are a common reason for __________ change.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

89. From a ______________ perspective, change and learning in each step are essentially managed with a top-down process, in which leaders work to ensure that their changes are implemented in the organization.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

90.________________________ is a process of planned change that draws on behavioural science to systematically improve and renew the personal, social, and structural components of organizations.

Difficulty: Easy

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Analytic Skills

Bloom’s: Knowledge

Short Answer Questions

91. Describe briefly the types of organizational change based on scope.

Transformational change occurs when an organization changes its strategic direction or reengineers its culture or operations in response to dramatic changes such as a technological breakthrough or a merger. Transformational changes are often a reaction to a major problem or challenge in the competitive environment.

Incremental change occurs when an organization takes relatively smaller steps toward its goal, perhaps by restructuring to be more efficient or expanding its line of products or services to promote more growth.

Difficulty: Hard

Learning Objective: Discuss organizational change and the ways to differentiate the type of change.

Section Reference: 15.1 Organizational Change

AACSB: Communication Skills

Bloom’s: Comprehension

92. Describe the factors that trigger the recognition of a need for change in an organization.

Difficulty: Hard

Learning Objective: Discuss recognizing the need for change, the first step in leading organizational change.

Section Reference: 15.2 Recognize Need

AACSB: Communication Skills

Bloom’s: Comprehension

93. Discuss briefly the approaches that can be used by organizational leaders to unfreeze organizational members.

Difficulty: Medium

Learning Objective: Discuss unfreezing, or understanding the need for change, the second step in leading organizational change.

Section Reference: 15.3 Unfreeze

AACSB: Communication skills

Bloom’s: Comprehension

94. Describe any two of the four target areas for organizational change intervention.

Changes in technology affect the conversion process by which organizational members transform inputs into outputs and generally focus on workflows, production methods, equipment, and information systems. They are designed to make products or services more efficient or to increase organizational capabilities.

Changes to an organization’s structures are directed at its levels of centralization, standardization, specialization, and departmentalization.

Changes to the physical setting target the space where people work. The type of buildings, the surrounding grounds, how offices or cubicles are configured, and the overall aesthetics of the organization’s physical characteristics are part of the work setting. The characteristics of the physical setting can affect communication, collaboration, creativity, productivity, and stress levels.

Often changes in technology, structures, or physical setting can also have a profound effect on people, but some changes are directed primarily at the attitudes, behaviours, and performance of people in the organization. The focus of these changes can be individuals, teams, or the overall culture of the organization. Coaching, conflict resolution, training, leadership development, team building, and participation and empowerment programs are a few of the many interventions designed to change people.

Difficulty: Hard

Learning Objective: Describe how change takes the form of interventions in the third step of leading organizational change.

Section Reference: 15.4 Change

AACSB: Communication Skills

Bloom’s: Comprehension

95. Describe briefly the refreezing stage of the change process.

Ideally, by this stage, everyone affected by the change will have acquired new attitudes and competencies, so the final step of refreezing is merely reinforcing these changes structurally and systematically to ensure that the new ways of doing things are repeated and rewarded.

Difficulty: Hard

Learning Objective: Explain the refreezing stage, where leaders make adjustments to the design of the organization, in the fourth step of leading organizational change.

Section Reference: 15.5 Refreeze

AACSB: Communication Skills

Bloom’s: Comprehension