Communicating the need for change, initiating key activities, and dealing with
resistance are part of the ______.
A. prelaunch phase
B. launch phase
C. post launch phase
D. sustaining the change
Not unlike sergeants in the Army, nurses can be as a group, a strong force for ______.
A. change
B. resistance to change
C. unionization
D. A and B
What is beta change?
A. another term for “first order” change
B. a recalibration of an interval along some constant dimension of reality
C. a difference that occurs among a relatively stable dimension of reality, typically
measured comparatively, before and after the intervention
D. a major change in the perspective or frame of reference within which phenomena are
perceived and classified
Capra’s synthesis ______.
A. is a step beyond open system theory
B. deemed epistemologically impossible
C. rejects an autopoietic process
D. none of these
Inbuilt to change organizations, the external environment is ______.
A. addressed in terms of environmental scenarios
B. have charismatic leaders
C. technologically challenged
D. none of these
The four factors that Gardner believed contributed the most to Friedman’s successes
were ______.
A. research, redescriptions, resources, and resistances
B. redemption, reconstruction, rehabilitation, and redistribution
C. resurrection, restoration, reconstitution, and rehabilitation,
D. none of these
Which of the following, according to Schein, is a key to successful culture change?
A. The management of the anxiety that accompanies relearning.
B. The assessment of whether the genetic potential for new learning is present.
C. Both A and B
D. None of these
Dealing with resistance ______.
A. should be left to the managers
B. should be handled at all levels of the organization
C. should be left until the postlaunch phase
D. all of these
For positive organization change to occur, it is best to ______.
A. use negative interventions (to counteract the paradox of organization change)
B. use only positive interventions
C. use both positive and negative interventions
D. not use any interventions
Based on recent scholars’ views, Darwin’s characterization of evolution as being slow
and incremental is ______.
A. entirely wrong
B. partially correct
C. completely correct
D. irrelevant to change in nature
The Nadler congruence model is ______.
A. an open system
B. influenced by its environment
C. influenced by its outputs
D. all of these
In identifying seven factors that provide a way of thinking about how one can lead
change and useful action steps for helping to persuade people to one’s point of view,
some of those factors are ______.
A. reason and research
B. residents and redescriptions paragraph
C. rehabilitation and redemption
D. A and B
The 360-degree feedback process involves a central person himself or herself on a set
of behavioral practices and ______.
A. three other categories of rangers renting the person on the same set of behavioral
practices
B. supervisors rating the person on the opposite behavioral practices
C. a single source rater
D. none of these
At the larger system level, resistance can take the form of ______.
A. we should confront this attempt
B. diversionary tactics
C. acquiescence
D. none of these
Case 2 as a study of change emphasized the importance of ______.
A. commitment
B. a sense of fairness regarding communication
C. the critical role of transformational leadership
D. all of these
Government and nonprofit agencies ______.
A. don’t need to respond to changes in the external environment
B. do need to respond to changes in the external environment
C. don’t need to plan for organizational change
D. don’t need to respond to changing public needs
Which of the following statements is true?
A. When planning change, the focus of attention remains the same at every level of the
organization.
B. When implementing change, the focus of attention remains the same at every level of
the organization.
C. Organization change affects each level of the organization differently.
D. None of these.
Sensitivity training ______.
A. is another term for T-groups and laboratory training
B. is another term for T-groups but not laboratory training
C. is another term for laboratory training but not T-groups
D. none of these
In face of global expansion with simultaneous emphasis on ethnic groups, local
community, and subparts as the basis for individual’s primary identity and loyalty, what
does this mean for organization change?
A. strengthening parts more than the whole
B. the whole is more than the sum of its parts
C. globalization overrides fracture
D. we don’t know
The criteria for selection of individuals or leadership include ______.
A. above average mental ability
B. the necessity for thinking in complex ways
C. strong people skills
D. all of these
Organizational climate is defined in terms of ______.
A. perceptions that individuals have of their local work unit
B. the economic systems in which the organization performs
C. the geographical area in which the organization performs
D. none of these
Double loop coaching has incorporated a way of learning ______.
A. by repetitive action
B. thinking in action and applying that learning in a manner that performance and
leadership will improve
C. 360-degree feedback loop
D. therapeutic counseling
With respect to Case 1, the fundamental outcome variable for the study was ______.
A. the compensation of the physicians
B. the speed for reimbursement
C. patient satisfaction
D. none of these
Sensitivity training started as ______.
A. leadership training
B. a method to improve community leadership
C. a lecture with role-playing
D. participants observation of analysis
A “maven,” according to Gladwell (2000), is ______.
A. a person who collects information
B. both a collector and a connector
C. neither a collector nor a connector
D. both A and B
In changing an organization, the principles of change explained by these studies are
helpful ______.
A. Pascale
B. Milliman
C. Gladwell
D. all of these
It is imperative that planned organization change ______.
A. be based on data
B. measured over time
C. backed by the owners
D. both A and B
Continuous change, kaizen, and organizational learning are all examples of ______.
A. revolutionary change
B. evolutionary change
C. whole system perturbations
D. all of these
The value of the voice of typology is that ______.
A. it has direct correlation on success
B. it is employee driven
C. it captures descriptions of ongoing actions
D. none of these
Organization change was likely ______.
A. as a result of individual change
B. the objective of the training was in the same direction as overall organization
C. the important difference between focusing and focusing on the contextual variables
D. none of these
Which of the following were contextual influences of Frederick Taylor’s scientific
management?
A. the Industrial Revolution
B. the growth of manufacturing organizations
C. the disciplines of economics and engineering
D. all of these
In changing organizations, understanding level differences is important because
______.
A. it helps us determine how to deal with resistance
B. it is inherent in our plan for change
C. it determines our focus as to the individual, group, or system as a whole
D. all of these
James O. McKinsey is known for ______.
A. writing the first book about organization management
B. his research contributions to organization change
C. establishing the first professional service firm devoted to management consulting in
the United States
D. his research contributions to leadership development and effectiveness
The three levels of change covered in this Chapter are the individual, the group, and the
total system
Harold Leavitt’s diamond-shaped organizational systems model helped to set the stage
for thinking about organizations as dependent multivariate systems.
In dealing with resistance, repurposing a group with new membership and hell.
The University of Phoenix, who sponsors the stadium named for it in which the Arizona
Cardinals play football, is an excellent example of an institution of higher education
that is exclusively in the nonprofit sector.
What significant contributions did the Hawthorne studies make to the understanding of
organization change?
The cloning affect in the selection for leadership is the wrong way toward lessening
adverse consequences of organization change.
Not all organization changes are the same because of revolutionary and evolutionary
change, which stands true across all organizations.
Cameron has taken the lead in applying the positive psychology movement into the
organizational science domain by focusing both on leadership and organization change.
Cameron provided a solid foundation for understanding how change in leadership can
work using positive psychology as a foundation. How did he apply the concepts of
positive psychology to organization change?
One of the 10 distinguishing characteristics of open systems is “systems are cycles of
events” which means that events, rather than things, provide identity.
Describe the action research (OD) approach to organization change.
Mentoring is a form of leadership.
The organization’s purpose is the same thing as its “mission”.
We can observe that good leadership in an organization is vital to positive change,
although there is little scientific evidence of this.
An organizational model can help enhance our understanding of an organization and the
way it works, which helps to address problems.
Social validation starts when a group is first formed to solve a problem, a leader or two
will emerge and come up with a solution, and the group will take some joint action to
believe that the leaders’ action and solution to the problem works.
