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Exam 16: Change Management

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Question 51

Multiple Choice

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In the continuous change process model, the person responsible for managing the change effort is called a(n)

A) transition manager.
B) change agent.
C) ombudsman.
D) modification mogul.
E) evolution emissary.

F) B) and C)
G) C) and D)

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Question 52

Multiple Choice

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Each of the following is a reason to secure top management support for a change EXCEPT

A) to reduce fear of obsolescence.
B) to head off problems of power.
C) to avoid problems of control.
D) to keep key managers informed.
E) to get the dominant coalition on the side of change.

F) C) and E)
G) D) and E)

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Question 53

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The utility and value of management development are currently more an article of faith than a proven fact.

Describe, discuss and give examples of Lewin's Process Model of planned change.

Employees must be prepared for constant change.

Baby boomers were born between

The process of systematically planning, organising and implementing change, from the disassembly of the current state to the realisation of a fully functional future state within an organisation, is called

The first step of Lewin's model of planned change involves refreezing.

Which generation is characterised by living at home with few responsibilities, experimenting with life, and putting off marriage, childbearing, home purchases and other adult responsibilities?

According to the continuous change process model, in the measurement, evaluation and ____________________ phase, top management assesses the degree to which the change is having the desired effect.

Which organisational source of resistance to change occurs when group norms act as a brake on individual attempts at behaviour change?

Which of the following is NOT true of the use of data collected through the survey feedback process?

All of the following statements about change are true EXCEPT

Team building is a(n) _________ process.

Match each of the following scenarios with the type of resistance to change that it most clearly exemplifies. a.The structural changes at Raaif's company involve no downsizing and will dramatically reduce inefficiency and red tape.Still, Raaif doesn't like the changes because he doesn't want to put effort into learning a new way of doing things. b.Vaneshrie was on vacation when the new process for bug documentation rolled out.Nobody bothered to tell her, so she documented several bugs using the old process. c.Bianca loves the new corporate dress code.However, her co-workers make fun of her for adhering to it, so after a few days, she stops. d.Gugu is against the new structural changes because he's afraid that they will cost him his job. e.Celiwe was all for the structural changes at her company until she realised that fewer people were going to report to her after the changes. f.Karl, the director of a hospital pharmacy, decides to upgrade the decades-old pharmacy software to a sleeker and newer system.After the upgrade, the pharmacy's electronic records become incompatible with those of the inpatient and outpatient clinics, which are still using old software.The workarounds this requires cause an overall decline in efficiency despite the fact that the new software system is indeed better in the abstract. g.Edmond's job has been redesigned to be more in line with his talents and interests.Although he knows logically that the changes are good, Edmond resists the changes for the simple reason that he's uncomfortable with anything unfamiliar. -narrow focus of change

Despite their efforts to do so, baby boomers have failed to affect employment practices.

The first step in Lewin's Process Model of change is

Who is often acknowledged after a change effort?

Which source of individual resistance to change occurs when people are simply scared of anything unfamiliar?

Which source of individual resistance to change occurs when people resist change for fear of what others will think?