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118. Harvest International is anticipating changes in their production procedures. You have been assigned to identify
potential barriers to the change and suggest solutions to these barriers. You would use:
a.
force field analysis.
b.
barrier analysis.
c.
negotiation.
d.
assessment of goals.
e.
all of these.
119. _____ schedule materials to arrive at a company just as they are needed on the production line.
a.
Mass customization system
b.
LIFO system
c.
First-in-First-out system
d.
Just-in-time inventory system
e.
Last-in-First-out
120. Inventory managers at SYX Enterprises utilize an inventory control system where materials are scheduled to arrive
just as they are needed on the production line. This is referred to as:
a.
restructuring.
b.
force-field control.
c.
total quality management.
d.
just-in-time inventory control.
e.
skunkwork inventory control.
121. When trying to overcome the resistance for change, which approach is best suited when change is technical?
a.
Coercion
b.
Top management support
c.
Negotiation
d.
Participation
e.
Communication
122. Communication and education tactic to change implementation should be used when:
a.
initiators clearly have power.
b.
group has power over implementation.
c.
change is technical.
d.
users need to feel involved.
e.
group will lose out in change.
123. TooEasy, Inc. is changing from a manual ordering system to a computer-based ordering system. As part of the
implementation procedures, the company invests in detailed, comprehensive training classes. What approach to change
implementation is TooEasy using?
a.
Communication and education
b.
Top management support
c.
Participation
d.
Coercion
e.
Negotiation
124. The _____ approach to change implementation should be used when users have power to resist.
a.
education
b.
participation
c.
coercion
d.
top management support
e.
domination
125. Which approach should a group use to resist change if the group has power over implementation and if the group will
lose out in the change?
a.
Negotiation
b.
Top management support
c.
Participation
d.
Coercion
e.
Education
126. _____ uses formal bargaining to win acceptance and approval of a desired change.
a.
Education
b.
Participation
c.
Coercion
d.
Negotiation
e.
Top management support
127. Before implementing new changes in work schedules, Trudy's Trinkets works with the union to ensure a smooth
transition. What approach to change is this company using?
a.
Negotiation
b.
Top management support
c.
Participation
d.
Coercion
e.
Education
128. Which approach to change implementation should be used when a crisis exists?
a.
Education
b.
Participation
c.
Coercion
d.
Top management support
e.
None of these
129. Sandbox Sally's, Inc. is making some changes to the work schedules of its employees. Some of the employees are not
happy with the changes. As their manager, Harry tells them that they can accept it or leave. What approach to change
implementation is Harry using?
a.
Negotiation
b.
Top management support
c.
Participation
d.
Coercion
e.
Education
130. Which of the following symbolizes to all employees that the change is important for the organization?
a.
Education
b.
Coercion
c.
Participation
d.
Negotiation
e.
Top management support
Scenario - Jaimie Hall
The continuing development and improvement of computer information systems has made a powerful impression on
Jaimie Hall, CEO of See-Saw City (SSC). The current computer system at SSC is seven years old, and while still highly
useful and reliable, Jaimie is wondering if a new system would be more efficient and more useful. Jaimie recognized that
some of her managers would prefer to keep the old system, while others have been requesting that the company update its
information capability.
131. Jaimie recognized that creativity is an essential ingredient in developing solutions to organizational problems. Which
of the following is NOT a characteristic of a creative manager?
a.
Conceptual fluency and open mindedness
b.
Originality
c.
Focused approach
d.
Commitment
e.
All of these are characteristics.
132. Jaimie also recognizes that there are four roles in organizational change. Which of the following is NOT one of those
roles?
a.
Inventor
b.
Champion
c.
Sponsor
d.
Investor
e.
All of these are included.
133. In planning how to implement the new system, Jaimie can anticipate some resistance to the new system. This
resistance can come from all of the following, EXCEPT :
a.
self interest of the resisting employees.
b.
lack of understanding of the new system.
c.
uncertainty, or a lack of information.
d.
different departments pursuing different goals.
e.
all of these can create resistance.
134. To overcome the resistance to the new system, Jaimie can use any of the following techniques, EXCEPT:
a.
education and communication.
b.
participation in designing the system.
c.
negotiation.
d.
coercion.
e.
all of these can be used.
135. _____ is defined as the adoption of a new idea or behavior by an organization.
136. _____ change is related to the organization's production process, i.e., how the organization does its work.
137. The innovation strategy for changing products and technologies that involves creating conditions and systems to
facilitate internal and external coordination and knowledge sharing is known as _____ .
138. _____ is the generation of novel ideas that may meet perceived needs or respond to opportunities for the
organization.
139. A(n) _____ is a change in the organization's product or service outputs.
140. The innovation strategy for changing products and technologies that involves designing the organization to
encourage creativity and the initiation of new ideas is known as _____ .
141. A(n) _____ is an in-house program that provides a safe harbor where ideas from employees throughout the
organization can be developed without interference from company bureaucracy or politics.
142. The _____ model is an approach to product change that emphasizes shared development of innovations among
several departments.
143. The innovation strategy for changing products and technologies that involves creating conditions and systems to
facilitate internal and external coordination and knowledge sharing is known as _____ .
144. The innovation strategy for changing products and technologies that involves managers putting in place processes
and structures to ensure that new ideas are carried forward for acceptance and implementation is known as _____ .
145. _____ means extending the search for and commercializing new ideas beyond the boundaries of the organization and
even beyond the boundaries of the industry.
146. _____ extends the search for and commercialization of new ideas beyond the boundaries of the organization.
147. A(n) _____ is a person who sees the need for and champions productive change within the organization.
148. The _____ role in organizational change involves providing a "reality test."
149. A(n) _____ is a separate small, informal, highly autonomous, and often secretive group that focuses on breakthrough
ideas for the business.
150. A(n) _____ is a unit separate from the rest of the organization and is responsible for developing and initiating a
major innovation.
151. _____ change is a change in the attitudes and behaviors of a few employees in the organization.
152. _____ change is a major shift in the norms, values, attitudes, and mindset of the entire organization.
153. The application of behavioral science knowledge to improve an organization's health and effectiveness is known as
_____ .
154. A type of OD intervention in which questionnaires on organizational climate and other factors are distributed among
employees and the results reported back to them by a change agent is called _____ .
155. A type of OD intervention that enhances the cohesiveness of departments by helping members learn to function as a
team is called _____.
156. An approach that brings together participants from all parts of the organization (and may include key outside
stakeholders as well) to discuss problems or opportunities and plan for major change is called _____ .
157. An OD specialist who contracts with an organization to facilitate change is called a(n) _____.
158. A step in the diagnosis stage of organizational development in which participants are made aware of problems in
order to increase their willingness to change their behavior is called _____ .
159. A step in the reinforcement stage of organizational development in which individuals acquire a desired new skill or
attitude and are rewarded for it by the organization is referred to as _____ .
160. A disparity between existing and desired performance levels is known as a(n) _____ .
161. The second stage in Lewin's change model, _____ , occurs when individuals experiment with new behavior and learn
new skills to be used in the workplace.
162. _____ symbolizes to all employees that the change is important for the organization.
163. List the three distinct steps for achieving behavioral and attitudinal change.
164. List the four reasons why employees tend to resist change.
165. List the five specific tactics that can be used to overcome employee resistance to change.
166. What is organizational change and what are two major areas of change in organizations?
167. Describe the three innovative strategies for new products and technologies.
168. Describe the five characteristics of creative people and organizations.
169. Explain the horizontal linkage model.
170. Name and briefly describe the four roles in championing an idea for organizational change.
171. Describe the three distinct stages for achieving behavioral and attitudinal change in an organization.
172. Explain the concept of force field analysis.
173. Describe the tactics for overcoming resistance to change.
174.
Implementing change is often one of the most difficult aspects of organization management. Imagine that you are the
CEO of a large corporation, and your legal advisors have just informed you that the federal government has passed a new
law that will affect every employee’s health care coverage. Using this example, write an essay discussing the forces that
most likely spurred the organizational change and identifying some reasons why employees might resist this change.
175. Over time, organizations will make changes in what they produce and how they produce it. Managers typically have
three types of strategies they can use to implement those changes: exploration, cooperation, and innovation. Under what
circumstances is a manager most likely to use exploration? Cooperation? Innovation? Write an essay explaining when and
why managers would choose each of these strategies.
176. A closed innovation approach generates ideas in-house and sees them through production, marketing, and
distribution. Write a short essay that contrasts this approach with "open innovation," including two detailed examples that
illustrate your answer.
177. An organization that is managed in a traditional and bureaucratic way will find itself stagnant, dysfunctional, and
unable to adapt to its environment. Write a short essay that explains people change and culture change, and evaluate why
they are necessary to achieve the change process. Be sure to include a detailed example of each in your answer.
178.
Implementing change is often one of the most difficult aspects of organization management. Imagine that you are the
Human Resources Director of a corporation, and your company’s executive team has asked you to develop a new dress
code. Using this example, write an essay explaining why employees might resist the new dress code. Then map out a plan
for developing and implementing the code in a way that might overcome some of this resistance.
