Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1)
What is the meaning of “small wins”? Small wins are
1)
A)
large successes that generate small profits.
B)
small successes that generate large profits.
C)
changes that are easy to implement and build momentum.
D)
change efforts that alter the attitude of a small number of employees.
2)
What is the most likely outcome of the best–self feedback process?
2)
A)
Individuals will focus more on the positive while still paying attention to the negative.
B)
Individuals will focus more on the positive and ignore the negative.
C)
Individuals in the organization will perform the same.
D)
Individuals in the organization will recognize that no one person is exceptionally unique.
3)
Which is a method for establishing a climate of positivity?
3)
A)
Focus on positive deviance
B)
Build on strengths and best self
C)
Institute symbolic events
D)
Communicate the vision frequently
E)
Turn students into teachers
4)
Your manager has just finished a presentation demonstrating the need for change. He summarizes
his presentation by stating, “That is how we are doing compared to our best competitors.” What
kind of best practice standard is this manager trying to set?
4)
A)
Improvement standard
B)
Comparative standard
C)
Goal standard
D)
Ideal standard
E)
Stakeholder expectation standard
5)
George has been busy deciding if his company should provide customer service. He is not sure if it
is the right thing to do. What role is George playing?
5)
A)
Leader
B)
Manager
C)
There is not enough information to determine.
D)
Both leader and manager
6)
Jane pays you a compliment and tells you that you look nice today. George asks if you got your
hair styled because it looks good. Pam asks if you had a sleepless night because you look tired or
sick. Which comment will be longer lasting in its effects upon you? The comment from
6)
A)
George.
B)
Pam.
C)
Jane.
D)
There is not enough information to decide.
7)
Which is a method for articulating a vision of positive change?
7)
A)
Focus on positive deviance
B)
Build on strengths and best self
C)
Institute symbolic events
D)
Communicate the vision frequently
E)
Turn students into teachers
8)
Your manager has just finished a presentation demonstrating the need for change. The whole focus
of his presentation was to show how the organization was doing in completely eliminating wasted
materials. What kind of best practice standard is this manager trying to set?
8)
A)
Improvement standard
B)
Stakeholder expectation standard
C)
Goal standard
D)
Ideal standard
E)
Comparative standard
9)
Three specific hints for articulating vision are (1) Ensure that vision statements reinforce key values
about which you feel strongly. (2) The vision statement must be straightforward and simple. (3)
Avoid symbolic or refined language. Which statements are correct?
9)
A)
Statements 1 and 3
B)
Statements 2 and 3
C)
Statements 1 and 2
D)
All of the statements
10)
Which would make employees in an organization the most comfortable?
10)
A)
Being excellent
B)
Flourishing
C)
Being prone to make errors
D)
Experiencing threat rigidity
E)
Experiencing compatible relationships
11)
Forgiveness is enhanced in organizations when managers (1) associate the outcomes of the
organization (e.g., its products and services) with a higher purpose that provides personal meaning
for organization members, and (2) maintain flexible standards and communicate the fact that
forgiveness is synonymous with tolerance for error. Which statements are correct?
11)
A)
Only statement 1
B)
Only statement 2
C)
Statements 2 and 3
D)
None of the statements
12)
The Xerox plan produced stunning results and firmly institutionalized the vision. What was the
order of events in the Xerox plan?
12)
A)
Learn the vision, teach it, assess it, apply it
B)
Learn the vision, apply it, teach it, assess it
C)
Teach the vision, apply it, learn it, assess it
D)
Teach the vision, apply it, assess it, learn it
13)
Which question would facilitate articulating the left–brained side of a vision statement?
13)
A)
What stories tell what we stand for?
B)
What is the best we can achieve?
C)
What represents the best practice?
D)
What are the most important strengths of our organization?
14)
As a manager, Susan is trying to establish a climate of positivity. She has hired two people who
leave every interaction happier, more energized, and uplifted. They simply make others feel good.
In addition, Susan made assignments based on the strengths of her team members and based on
what they do best. And most importantly, she has been firm on the team members when they make
mistakes. If a mistake is made, the offending team member is replaced. Which principle of
establishing a climate of positivity has Susan violated?
14)
A)
Establish a climate of compassion and gratitude.
B)
Create positive energy networks.
C)
Compare current performance with performance of the past.
D)
Pay attention to strengths and the best self.
15)
If constant change were occurring in the workplace, which would most likely help managers
provide stability or order?
15)
A)
Fluctuating discipline
B)
New leadership
C)
Consistent rewards
D)
Unchanging theories or frameworks
16)
Which most closely resembles the pace of change that generally occurs in organizations today?
16)
A)
White water rapids
B)
A small river
C)
A small stream
D)
Dripping water
17)
Which question would facilitate articulating the right–brained side of a vision statement?
17)
A)
What strategic advantage do we have?
B)
Who are the key customers?
C)
What represents peak performance?
D)
What are the criteria we should monitor?
C
A
18)
Creating commitment is enhanced by (1) applying principles of recreational work, (2) providing
opportunities for public statements of commitment, (3) instituting feedback, (4) and
communicating the vision frequently, consistently and broadly. Which statements are correct?
18)
A)
Statements 1 and 3
B)
Statements 1 and 4
C)
Statements 1 and 2
D)
Statements 1, 2, and 4
E)
All the statements are correct.
19)
Forgiveness is enhanced in organizations when managers (1) Acknowledge the trauma, harm, and
injustice that their organization members have experienced, but they define the occurrence of
hurtful events as an opportunity to move forward toward a new goal. (2) Associate the outcomes of
the organization (e.g., its products and services) with a higher purpose that provides personal
meaning for organization members. (3) Maintain high standards and communicate the fact that
forgiveness is synonymous with tolerance for error or lowered expectations. Which statements are
correct?
19)
A)
Only statement 1
B)
Statements 1 and 2
C)
Statements 1 and 3
D)
Statements 2 and 3
20)
To institutionalize change, managers should (1) turn students into teachers, (2) build financial
capital, and (3) establish rules, guidelines and feedback mechanisms. Which statements are correct?
20)
A)
Statements 1 and 3
B)
Only statement 1
C)
Statements 2 and 3
D)
Statements 1 and 2
21)
Which is a method for institutionalizing the vision of positive change?
21)
A)
Focus on positive deviance
B)
Build on strengths and best self
C)
Institute symbolic events
D)
Communicate the vision frequently
E)
Turn students into teachers
22)
Which of these components of a vision statement would emphasize left–brained thinking?
22)
A)
Metaphors
B)
Colorful language
C)
Imagination
D)
Action plans
23)
Benchmarking involves (1) identifying best practice, (2) studying it in detail and then (3) planning
to copy the best practice. Which statements are correct?
23)
A)
Statements 1 and 2
B)
Statements 2 and 3
C)
Only statement 1
D)
Statements 1 and 3
24)
Which is an accurate statement concerning the effects of gratitude on individual and organizational
performance?
24)
A)
Gratitude has dramatic positive effects on both individual and organizational performance.
B)
Gratitude has no relationship to individual or organizational performance.
C)
Gratitude has only slightly positive effects on both individual and organizational
performance.
D)
Gratitude has positive effects on individual performance, but not on organizational
performance.
25)
A manager is under pressure to determine how to get a group of employees from a certain
department to support the change effort. These employees are adamantly opposed to the change
effort. To help this opposing group change their minds, the manager assigns the group to discuss
the change effort with outside interest groups. Is this assignment likely to help this group of
employees develop commitment?
25)
A)
No, talking to outside interest groups will just make them more opposed.
B)
Yes, opportunities to make public statements will foster commitment.
C)
There is not enough information to decide.
26)
Bob has been busy trying to maintain a customer service process. His primary focus is to reinforce
the organization’s longstanding policies so that employees follow them. What role is Bob playing?
26)
A)
Manager
B)
Leader
C)
There is not enough information to determine.
D)
Both leader and manager
27)
Which statement best describes the difference between a vision of abundance and a vision of goal
achievement or effectiveness?
27)
A)
A vision of abundance is inspiring and visions of achievement are straightforward and
simple.
B)
A vision of abundance speaks to the heart and the head. Visions of goal achievement speak to
the head.
C)
A vision of abundance means being at the top, being number one in the marketplace. A vision
of goal achievement means reaching a standard regardless of whether you are number one.
D)
A vision of abundance focuses on enriching the self. A vision of goal achievement or
effectiveness focuses on enriching others.
28)
What should metrics for establishing positive change be about?
28)
A)
Results
B)
Efforts
C)
Processes
D)
Methods
29)
Which statement is true concerning institutionalizing positive change?
29)
A)
Every manager’s goal should be to find a few key people that they trust and rely upon them
to institutionalize the change.
B)
Every manager’s goal should be to help as many people learn to lead positive change as
possible.
C)
Every manager’s goal should be to handle the task of leading positive change at the highest
levels of leadership possible.
30)
Which would make employees in an organization the most comfortable?
30)
A)
Experiencing caring relationships
B)
Being inefficient
C)
Being flawless
D)
Being reliable
E)
Being unethical
31)
Which statement is true concerning a vision statement?
31)
A)
Effective vision statements avoid reference to individuals’ core values.
B)
Effective vision statements must be unimaginable.
C)
People must associate the vision with something they can see and hear.
D)
The more complicated the vision statement, the more motivating it will be.
32)
Which is a method for generating commitment to positive change?
32)
A)
Focus on positive deviance
B)
Build on strengths and best self
C)
Institute symbolic events
D)
Communicate the vision frequently
E)
Turn students into teachers
33)
How does the best–self feedback process produce improvement in individual performance?
33)
A)
Provides individuals the opportunity to give feedback about other peoples’ weaknesses and
unique challenges
B)
Provides organizations the opportunity to increase individuals’ awareness of their
weaknesses
C)
Provides individuals the opportunity to receive feedback about their strengths and unique
capabilities
D)
Provides individuals the opportunity to give the organization feedback when they are feeling
at their best
34)
As a manager, you are trying to hire someone for a critical position in your department. You have
called references on three applicants. Bob’s reference, his former supervisor, said, “Bob has more
information and communication flowing through him than anyone in our company.” Joe’s
reference said, “Joe can get others to get things done better than anyone I know.” Albert’s boss said,
“Albert is the greatest person to be around. He is so optimistic and giving.” Based on the
information in the text about creating positive change, who should you hire?
34)
A)
Albert
B)
Bob
C)
Joe
D)
There is not enough information to determine.