Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
Chapter 6: Change Management and Implementation
Test Bank
Multiple Choice
1. ______ can be described as a systematic process of applying the knowledge, tools,
and resources needed to effect change in transforming an organization from its current
state to some future desired state as defined by its vision.
a. Logical design
b. Gap analysis
c. Business assessment
d. Change management
2. Unfreezing is specifically mentioned as one of the three stages in ______.
a. the action-research model
b. Lewin’s change model
c. Nadler’s congruence
d. Kotter’s change process
3. In Kotter’s change process,
a. all stages must be worked through in order
b. only relevant stages need to be applied to the change process
c. stages do not overlap
d. stages can be skipped in the interest of completing on time
4. Increasingly, the failure to successfully implement information systems has to do with
a. the hardware and software of the system
b. the increasingly complex work flow processes
c. the skills of the change leader and the people and organizational issues related to the
change
d. the conflict between the HR and marketing departments
5. Which of the following are three of the five categories of the key factors related to
HRIS implementation failures?
a. leadership, communication, and financial planning
b. leadership, planning, and communication
c. communication, training, and development
d. change management, communication, and finance
6. Getting end users involved in the development of a system can help with ______.
a. training
b. user acceptance
c. project planning
d. timely implementation
7. Running an old system in parallel with a new system has the disadvantage of
a. being a more costly alternative
b. having a longer implementation timeline
c. allowing employees to use the old system instead of moving to the new system
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
d. being confusing to users
8. Forces for change are ______.
a. internal only
b. external only
c. internal and external
d. global
9. A person who is responsible for leading an organizational change or someone who is
influential and can communicate and motivate others to accept a change by informal
means is called a ______.
a. change agent
b. change planner
c. change catalyst
d. action agent
10. A ______ is a useful technique for looking at the advantages and disadvantages of
a proposed change.
a. gap analysis
b. force-field analysis
c. systems assessment
d. change analysis
11. An organizational performance model built on the view that organizations are
systems and that there needs to be a “fit” between the various organizational
subsystems for optimal performance is ______.
a. Kotter’s change process
b. Lewin’s change model
c. Nadler’s congruence model
d. all change models
True/False
1. The change agent is a person who is responsible for leading an organizational
change or someone who is influential and can communicate and motivate others to
accept a change by informal means.
2. Process management is a systematic process of applying the knowledge, tools, and
resources needed to effect change in transforming an organization from its current state
to some future desired state as defined by its vision.
3. Organizational climate is an organization’s collective values, beliefs, experiences,
and norms that shape the behavior of the group and the individuals within it.
4. A force field analysis is a useful technique for looking at only the advantages of a
proposed change.
5. A needs analysis indicates the differences between the current state of affairs in the
organization and the desired future state.
6. Kotter’s model of change is an organizational performance model that is built on the
view that organizations are and there needs to be a “fit” between the various
organizational subsystems for optimal performance.
7. Systems resistance is a term to describe a common response to any major change
initiative, where individuals fail to accept the change and strive to maintain the status
quo.
8. Getting end users involved in the development of a system can help with user
acceptance.
Essay
1. Why is communication important in managing a technology change?
2. What would you suggest an organization do in terms of communication if they were
about to undergo a change in technology?
3. Discuss three reasons why employees might be resistant to change.
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
4. What are some of the lessons provided by Kotter’s process of leading change?
5. What can be done to reduce resistance to change to a new HRIS?
6. Discuss the role of the change agent.
7. Why is user acceptance extremely critical in driving the success of an HRIS
implementation?