I/O Psych True/False
Managing resistance to change is more difficult than managing apathy about change
False
People invariably resist change
False
Symbols, slogans, or acronyms that represent organizational change typically reduce the effectiveness of the effort rather than add to it
False
the planning of change should be done by a small, knowledgeable group that communicates its plans on completion of this task
False
the first question asked by most people about organizational change concerns the general nature of the future state
Flase
"Turf issues" both individual and group, are usually the greatest obstacle to systemic change
True
Despite differences in organizational specifies certain clear patterns typify all change efforts
True
Effective organizational change requires certain significant and dramatic steps or "leaps" rather than moderate incremental ones
True
Lacking freedom of choice about change usually provokes more resistance than change itself
True
Organizational change is typically a response to external environmental pressure rather than internal management initiatives
True
The articulation of the bison of the organization's future state by its leaders is one of the most important aspects of a successful change effort
True
a highly effective early step in managing change is sacrificing dissatisfaction with the current state
True
the more members of an organization are involved in planning the change, the more they will be committed to the change effort
True
A common error in managing change is providing more information about the process than is necessary
false
A reduction in the organizations problems represents clear cut evidence of progress in the change effort
false
The most difficult aspect of any change effort is the determination of the future state
false
a change effort routinely should begin with modifications of the organizations structure
false
in a change effort influencing people one-on-one is more effective than in small groups
false
leaders find it more difficult to change organizational goals than to change the ways to reach those goals
false
with little information about the progress of a change effort, people will typically think positively
false
As movement toward a new future begins, members of an organization need both time and opportunity to disengage from and grieve for the loss of the present state
true
Successful change efforts typically require changing the reward system to support the change
true
complains about the change effort often a sign of progress
true
in a change effort, communicating what will remain the same is as important as communicating what will be different
true
in managing change, the reduction of restraints or barriers to the achievement of the end state is more effective than increased pressure toward the end state
true
