Question 1

Paul is stressed with the new corporate reorganization. He now reports to a foreign office that has usurped many of his responsibilities, including the contract labour for his projects, therefore he's working with less qualified and new contractors with whom he doesn't have a relationship. However, the managers of the other departments find themselves in the same boat and every day they are able to laugh over lunch about their new managerial impotence. ________ is helping Paul handle his stress.

Accepted Answer

A)   Emotional contagion
B)   Cognitive dissonance
C)   Social support
D)   Time management
E)   Self-efficacyF) A) and B)
G) B) and D)

Question 2

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

Accepted Answer

A)   negotiation
B)   cooptation
C)   education
D)   coercion
E)   manipulationF) C) and D)
G) A) and B)

Question 3

Which of the following tactics for overcoming resistance to change is most likely to be beneficial when employees' fear and anxiety are high?

Accepted Answer

A)   education
B)   building support and commitment
C)   participation
D)   implementing changes fairly
E)   coercionF) C) and D)
G) A) and D)

Question 4

After restructuring, your division has had trouble filling the open positions with appropriate candidates. The selection processes used by human resources have not yet adjusted to the new criteria required for the restructured job positions. This problem is an example of which kind of resistance to change?

Accepted Answer

A)   structural inertia
B)   limited focus of change
C)   group inertia
D)   threat to expertise
E)   threat to established power relationshipsF) B) and E)
G) C) and E)

Question 5

Which of the following types of jobs is least likely to create stress and reduce satisfaction?

Accepted Answer

A)   jobs that make multiple and conflicting demands
B)   jobs that provide a high level of feedback
C)   jobs that lack clarity about the incumbent's duties
D)   jobs that provide the incumbents less control over the pace of their work
E)   jobs that provide a low level of varietyF) D) and E)
G) A) and E)

Question 6

List the eight steps in Kotter's eight-step plan for implementing change.

Accepted Answer

The eight steps in Kotter's eight-step plan for implementing change are:
1. Establish a sense of urgency by creating a compelling reason for why change is needed.
2. Form a coalition with enough power to lead the change.
3. Create a new vision to direct the change and strategies for achieving the vision.
4. Communicate the vision throughout the organization.
5. Empower others to act on the vision by removing barriers to change and encouraging risk taking and creative problem solving.
6. Plan for, create, and reward short-term "wins" that move the organization toward the new vision.
7. Consolidate improvements, reassess changes, and make necessary adjustments in the new programs.
8. Reinforce the changes by demonstrating the relationship between new behaviours and organizational success.

Question 7

Individuals with internal locus of control tend to be more prone to stress.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following statements is true regarding innovative organizations?

Accepted Answer

A)   Organic structures negatively influence innovation.
B)   Interunit communication is low in innovative organizations.
C)   Short tenure in management is associated with innovation.
D)   Innovation is nurtured when there is an abundance of resources.
E)   Innovative organizations reward both successes and failures.F) A) and B)
G) All of the above

Question 9

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

Accepted Answer

A)   negotiation
B)   cooptation
C)   manipulation
D)   coercion
E)   arbitrationF) C) and D)
G) B) and E)

Question 10

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

Accepted Answer

A)   John Kotter
B)   David McClelland
C)   Douglas Surber
D)   Lawrence Summers
E)   Kurt LewinF) A) and D)
G) B) and E)

Question 11

What are the various organizational sources of resistance to change?

Accepted Answer

The various organizational sources of resistance to change are:
a) Structural inertia: Organizations have built-in mechanisms-like their selection processes and formalized regulations-to produce stability. When an organization is confronted with change, this structural inertia acts as a counterbalance to sustain stability.
b) Limited focus of change: Organizations are made up of a number of interdependent subsystems. One can't be changed without affecting the others. So limited changes in subsystems tend to be nullified by the larger system.
c) Group inertia: Even if individuals want to change their behaviour, group norms may act as a constraint.
d) Threat to expertise: Changes in organizational patterns may threaten the expertise of specialized groups.
e) Threat to established power relationships: Any redistribution of decision-making authority can threaten long-established power relationships within the organization.
f) Threat to established resource allocations: Groups in the organization that control sizable resources often see change as a threat. They tend to be content with the way things are.

Question 12

Alex has a new idea for a way to cut costs in his department, but he is not willing to share his idea with his boss because the last department head that tried new cost cutting methods was recently fired when the new methods did not achieve expected results. Based on the example, how can Alex's company improve the culture to create innovation?

Accepted Answer

A)   flatten the organizational structure
B)   reward both successes and failures
C)   increase the resources in Alex's department
D)   encourage communication between various departments
E)   conduct team building activitiesF) B) and E)
G) B) and C)

Question 13

Describe Lewin's three-step model used for managing change.

Accepted Answer

Kurt Lewin argued that successful change...

Question 14

Which of the following steps of appreciative inquiry attempts to identify what people think are the organization's strengths?

Accepted Answer

A)   dreaming
B)   destiny
C)   collaboration
D)   inferring
E)   discoveryF) C) and D)
G) A) and C)

Question 15

"Buying off" the leaders of a resistance group by giving them a key role and seeking their advice not to find a better solution but to get their endorsement is an example of ________.

Accepted Answer

A)   coercion
B)   cooptation
C)   procedural fairness
D)   distributive bargaining
E)   operant conditioningF) A) and B)
G) A) and C)

Question 16

Describe two of the various organizational approaches toward managing stress.

Accepted Answer

Responses will vary but should include two of the following approaches.
a) Selection and placement: Certain jobs are more stressful than others but, as already noted, individuals differ in their response to stressful situations. We know individuals with little experience or an external locus of control tend to be more prone to stress. Selection and placement decisions should take these facts into consideration.
b) Goal setting: Individuals perform better when they have specific and challenging goals and receive feedback on their progress toward these goals. Goals can reduce stress as well as provide motivation. Employees who are highly committed to their goals and see purpose in their jobs experience less stress because they are more likely to perceive stressors as challenges rather than hindrances.
c) Redesigning jobs: Redesigning jobs to give employees more responsibility, more meaningful work, more autonomy, and increased feedback can reduce stress because these factors give employees greater control over work activities and lessen dependence on others.
d) Increasing employee involvement: Role stress is detrimental to a large extent because employees feel uncertain about goals, expectations, how they'll be evaluated, and the like. By giving these employees a voice in the decisions that directly affect their job performance, management can increase employee control and reduce role stress.
e) Organizational communication: Increasing formal organizational communication with employees reduces uncertainty by lessening role ambiguity and role conflict. Given the importance that perceptions play in moderating the stress-response relationship, management can also use effective communications as a means to shape employee perceptions.

Question 17

Individuals higher in ________ are better able to learn and adapt to changes in the workplace.

Accepted Answer

A)   external locus of control
B)   external work motivation
C)   general mental ability
D)   emotional intelligence
E)   work ethicsF) None of the above
G) A) and D)

Question 18

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

Accepted Answer

A)   acceleration
B)   manipulation
C)   participation
D)   cooptation
E)   educationF) A) and D)
G) B) and E)

Question 19

Which of the following resistances to change is implicit?

Accepted Answer

A)   strike
B)   increased error
C)   resignation
D)   complaint
E)   work slowdownF) C) and D)
G) A) and B)

Question 20

John Kotter built on Lewin's three-step model to create a more detailed approach for implementing change. Which of the following steps in Kotter's eight-step plan for implementing change represents the "unfreezing" stage in Lewin's three-step model?

Accepted Answer

A)   Plan for, create, and reward short-term "wins" that move the organization toward the new vision.
B)   Consolidate improvements, reassess changes, and make necessary adjustments in the new programs.
C)   Create a new vision to direct the change and strategies for achieving the vision.
D)   Empower others to act on the vision by removing barriers to change and encouraging risk taking and creative problem solving.
E)   Reinforce the changes by demonstrating the relationship between new behaviours and organizational success.F) C) and D)
G) A) and E)

Exam 17: Organizational Change and Stress Management

Correct Answer
verified

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

Correct Answer
verified

Which of the following tactics for overcoming resistance to change is most likely to be beneficial when employees' fear and anxiety are high?

Correct Answer
verified

Correct Answer
verified

Which of the following types of jobs is least likely to create stress and reduce satisfaction?

Correct Answer
verified

List the eight steps in Kotter's eight-step plan for implementing change.

Individuals with internal locus of control tend to be more prone to stress.

Correct Answer
verified

Which of the following statements is true regarding innovative organizations?

Correct Answer
verified

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

Correct Answer
verified

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

Correct Answer
verified

What are the various organizational sources of resistance to change?

Correct Answer
verified

Describe Lewin's three-step model used for managing change.

Correct Answer
verified
Kurt Lewin argued that successful change...
View Answer

Which of the following steps of appreciative inquiry attempts to identify what people think are the organization's strengths?

Correct Answer
verified

"Buying off" the leaders of a resistance group by giving them a key role and seeking their advice not to find a better solution but to get their endorsement is an example of ________.

Correct Answer
verified

Describe two of the various organizational approaches toward managing stress.

Individuals higher in ________ are better able to learn and adapt to changes in the workplace.

Correct Answer
verified

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

Correct Answer
verified

Which of the following resistances to change is implicit?

Correct Answer
verified

John Kotter built on Lewin's three-step model to create a more detailed approach for implementing change. Which of the following steps in Kotter's eight-step plan for implementing change represents the "unfreezing" stage in Lewin's three-step model?

Correct Answer
verified

Exam 17: Organizational Change and Stress Management

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Which of the following tactics for overcoming resistance to change is most likely to be beneficial when employees' fear and anxiety are high?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Which of the following types of jobs is least likely to create stress and reduce satisfaction?

Correct AnswerverifiedShow Answer

List the eight steps in Kotter's eight-step plan for implementing change.

Individuals with internal locus of control tend to be more prone to stress.

Correct AnswerverifiedShow Answer

Which of the following statements is true regarding innovative organizations?

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

What are the various organizational sources of resistance to change?

Correct AnswerverifiedShow Answer

Describe Lewin's three-step model used for managing change.

Correct AnswerverifiedKurt Lewin argued that successful change...View AnswerShow Answer

Which of the following steps of appreciative inquiry attempts to identify what people think are the organization's strengths?

Correct AnswerverifiedShow Answer

"Buying off" the leaders of a resistance group by giving them a key role and seeking their advice not to find a better solution but to get their endorsement is an example of ________.

Correct AnswerverifiedShow Answer

Describe two of the various organizational approaches toward managing stress.

Individuals higher in ________ are better able to learn and adapt to changes in the workplace.

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Which of the following resistances to change is implicit?

Correct AnswerverifiedShow Answer

John Kotter built on Lewin's three-step model to create a more detailed approach for implementing change. Which of the following steps in Kotter's eight-step plan for implementing change represents the "unfreezing" stage in Lewin's three-step model?

Correct AnswerverifiedShow Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified
Kurt Lewin argued that successful change...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified