Chapter 16—Change: A Constant in an Inconstant World
1. The delegated method of implementing change gives employees the responsibility and authority to
effect the change.
2. Consumer demand is an example of an internal force.
3. Organizational development involves employees and management in a continuous process of planning
changes to meet organizational needs.
4. Resistance to change can benefit an organization.
5. If you work for a small or midsized company or startup, outsourcing is not a concern for you.
6. Investments in new technology may require organizations to change management styles or structure.
7. The recent recession reinforced trends toward work that requires education and a higher level of skills.
8. The most significant force impacting the workplace today is globalization.
9. The recent recession resulted in significant job losses and shook up employment projections.
10. Fear of the unknown, power loss, and economic loss are some of the most common reasons for
resistance to change.
11. When making changes, organizations should tell employees only as much as they need to know.
12. A mistake often made when introducing change is to tear down old or existing methods.
13. Except for outsourcing, global competition does not induce organizations to make many changes.
14. Reverse mentoring occurs when a junior-level employee chooses a senior-level employee to be his or
her mentor.
15. Lack of planning or poor communication invite opposition to change.
16. A trend in organizations is to make decisions on the highest level possible.
17. An example of a reality forecast is a company’s performance history.
18. A planned change need not give attention to the emotional or psychological dimensions; only the
informational aspects of the change process need to be considered.
19. Employees are guaranteed confidentiality when entering an employee assistance program.
20. Organizations are adapting social media for their own purposes.
21. Organizations solicit suggestions for change from lower-level managers and front-line employees.
22. If you are in a position of leadership at work and are asked to implement change, your first step should
be to generate a list of alternatives.
23. Strategic planning is more a continual thought process than a set of techniques and procedures.
24. The four stages in accepting change are recognition, choice, plan, and support.
25. The key to making an effective organizational change is getting leaders and employees involved and
committed to the change at the beginning.
26. The method of implementing change that involves employee groups in the problem-solving and
decision-making processes that precede implementation of the change is called the
a.
Delegated method
b.
Participative method
c.
Unilateral method
27. A method of bringing about gradual, low-risk change in an organization by changing the tasks
performed by individuals to make them more interesting and challenging is
a.
Job redesign
b.
Strategic planning
c.
Force field analysis
28. Retooling whole divisions or corporations is
a.
Job redesign
b.
Force field analysis
c.
Reengineering
29. A senior-level manager interested in helping employees achieve career goals is called a
a.
Counselor
b.
Change agent
c.
Mentor
d.
Reverse mentor
30. A technique used to assist employees with problems that might be affecting their performance on the
job is
a.
Coaching
b.
Mentoring
c.
Counseling
d.
Reverse mentoring
31. The form of counseling that employs effective listening and allows the employee to define the problem
and develop solutions is
a.
Nondirective counseling
b.
Cooperative counseling
c.
Directive counseling
32. The people responsible for carrying out change in an organization are
a.
Top-level managers
b.
Mid-level and first-line managers
c.
Professional planners
33. Which of these trends is the LEAST closely related to high fuel costs?
a.
Driving less
b.
Telecommuting
c.
Use of public transportation
34. In 2009, what percentage of the U.S. workforce was freelance, part-time, or self-employed?
a.
11 percent
b.
21 percent
c.
31 percent
35. Surveys, feedback techniques, confrontation meetings, and team-building exercises are typically used
in which method of planning for change?
a.
Force field analysis
b.
Job redesign
c.
Organizational development
36. ____ focuses on involving employees in continuous process improvements to keep the organization on
the cutting edge.
a.
Job redesign
b.
TQM
c.
Benchmarking
37. Susan’s supervisor is giving her more responsibility to make her work more interesting and
challenging. This method of change is known as
a.
Job enrichment
b.
Job enlargement
c.
Job rotation
38. Which statement about the workforce in 2016, according to the Bureau of Labor Statistics, is NOT
true?
a.
Women will make up about half of the workforce.
b.
The percentage of older workers in the workforce will be smaller.
c.
Nearly a third of the workforce will be Hispanic, black, or Asian.
39. Jerry resents a plan to break the sales staff into work teams because it will change the way he and his
fellow salespeople have always done business. Jerry is experiencing
a.
Conflict of interest
b.
Fear of power loss
c.
Fear of economic loss
d.
Fear of the unknown
40. The most effective means of dealing with behavioral problems and employee development concerns is
through
a.
Present to future state assessments
b.
Job enrichment analysis
c.
Coaching and counseling
41. ____________________ is a method of job development that closely resembles on-the-job training.
42. In the ____________________ method of implementing change, supervisors dictate what the change
will be, when and how it will be accomplished, and who will be involved.
43. ____________________ is the systematic setting of organizational goals, defining strategies and
policies to achieve them, and developing detailed plans to ensure that the strategies are implemented.
44. A(n) ____________________ has a powerful role that includes diagnosing problems, providing
feedback, helping to develop strategies for change, or recommending interventions to benefit the
organization as a whole.
45. In ____________________ counseling, both parties work together to explore and resolve an issue.
46. ____________________ involves comparing the company’s practicesamong internal divisions,
against those of outside competitors, or bothto determine which are the best.
47. ____________________ views any situation in which change is to be made as a dynamic balance of
forces moving the situation toward or away from the change.
48. A(n) ____________________ is a method of helping people develop appropriate behaviors for
adapting to new methods while remaining effective and creative.
49. ____________________ counseling involves the counselor’s listening to an employee’s problem,
allowing emotional release, determining a plan of action, and advising the employee on what needs to
be done.
50. A(n) ____________________ is a formal program designed to aid employees with personal problems
that tend to affect their job performance.