Chapter 15: Leading Change and Stress Management

50. Which of the following is the first step in Kotter's eight-step model for leading change? A. Establish a sense of urgency. B. Form a powerful coalition. C. Create a vision for change. D. Empower action.

A. Establish a sense of urgency

80. Andrew is balancing school and a job but has decided that reordering life priorities and convincing himself that work isn't all that important will help. This is known as ______. A. cognitive coping B. behavioral coping C. role conflict D. social support

A. cognitive coping

29. An OD intervention method that employs group activities that involve a great deal of interaction among team members to increase trust is called ______. A. team building B. process consultation C. workout D. survey

A. team building

30. The OD intervention method shown to be one of the most effective regarding attitudes and satisfaction is ______. A. team building B. process consultation C. workout D. survey

A. team building

58. One study of more than 46,000 U.S. employees found health-care costs were ______ higher for workers who experienced high stress. A. 75% B. 46% C. 66% D. 54%

B. 46%

44. Rashad wants to implement team-based work in his organization that has always done things individually. In this example, the changing step might look like which of the following statements: A. Discuss the needs for the change. B. Show a new organizational chart to employees, showing that teams are the new way that work will be organized. C. Challenge assumptions regarding working alone and getting rewarded for individual effort. D. Offering team rewards and reinforcing the new way work is organized.

B. Show a new organizational chart to employees, showing that teams are the new way that work will be organized.

48. The first step in a force field analysis of the forces for and against an organizational change should be ______. A. make an action plan B. define the problem C. list forces working for and against the desired changes D. rate the strength of each force.

B. define the problem

5. One force driving change in organizations is ______. A. agility B. economy C. flexibility D. communication

B. economy

10. The forces for organizational change have resulted in the need for organizations to be ______. A. reactive B. proactive C. inactive D. active

B. proactive

39. After the issue of resistance to change is anticipated, analyzed, and addressed, the next step in changing organizations is to implement the change process through ______. A. promotions B. pay raises C. effective leadership D. team building

C. effective leadership

47. Which of the following involves analyzing the forces for and against change? A. resistance to change B. organizational development C. force field analysis D. workout technique

C. force field analysis

25. Management practitioners tend to write about ______. A. theories of OB B. theories of change C. theories of changing D. theories of OD

C. theories of changing

40. There are three steps in Lewin's change process. The one that challenges the status quo by shaking up assumptions is known as ______. A. changing B. thawing C. unfreezing D. refreezing

C. unfreezing

8. The primary means of communication in organizations is now ______. A. e-mail b. handheld mobile devices C. laptops D. memos

b. handheld mobile devices

7. ______ represents a significant source of change for organizations with the rise of the multinational corporation. A. Globalization B. Economy C. Flexibility D. Communication

A. Globalization

19. The organizational subsystem that involves how raw materials and inputs transform into outputs, such as work flow design and job design is known as ______. A. social factors B. formal organization C. physical setting D. technology

D. technology

41. The step in Lewin's change process that represents movement toward a new desired state is known as ______. A. changing B. thawing C. unfreezing D. refreezing

A. changing

62. The nervous and hormonal systems of an individual, when activated, produce adrenaline, and this may result in an elevated heart rate, perspiration, and tightening of the muscles. This is known as ______. A. fight-or-flight response B. stress response C. psychological job strain D. job burnout

A. fight-or-flight response

67. Stress that is excessive or undesirable constraints that interfere with an individual's ability to achieve goals, creating "negative stress," is called ______. A. hindrance-related stress B. psychological-related stress C. behavioral-related stress D. challenge-related stress

A. hindrance-related stress

49. The last step in a force field analysis of the forces for and against an organizational change should be ______. A. make an action plan B. define the problem C. list forces working for and against the desired changes D. rate the strength of each force

A. make an action plan

63. A strain resulting in high blood pressure, coronary heart disease, high cholesterol, stomach ulcers, or compromised immune system is known as a ______ strain. A. physiological B. behavioral C. psychological D. stress response

A. physiological

28. An OD intervention method where a leader needs an outside point of view of an organizational issue and hires a consultant with OD expertise who assists in a helping mode is called ______. A. process consultation B. team building C. workout D. survey

A. process consultation

75. Incompatible demands regarding what a person's role entails is known as ______. A. role conflict B. role ambiguity C. role overload D. role enlargement

A. role conflict

53. Change is more likely to lead to stress when the change has consequences that threaten employees' ______. A. sense of identity B. level of pay C. job satisfaction D. job performance

A. sense of identity

18. The organizational subsystem that includes individual differences, team interactions, and the organizational culture is known as ______. A. social factors B. formal organization C. physical setting D. technology

A. social factors

21. One strong action that Yum! took to create a new culture was to ______. A. start with a set of shared values B. choose the strongest CEO C. explain to the employees that things would not change D. keep a strict hierarchy for consistency

A. start with a set of shared values

31. Development that meets the needs of the present without compromising the ability of future generations to meet their own needs is an OD intervention known as ______. A. team building B. process consultation C. sustainability D. survey

C. sustainability

6. A force rapidly driving change in organizations is ______. A. agility B. flexibility C. technology D. communication

C. technology

77. Reconciling conflicts between work and family roles is known as ______. A. role conflict B. role imbalance C. work-life balance D. crossover stress effect

C. work-life balance

65. A strain resulting in accidents and errors, alcohol use, caffeine intake, drug use, smoking, and workplace deviance (e.g., doing inferior work on purpose, stealing, damaging property) is known as a ______ strain. A. physiological B. behavioral C. psychological D. stress response

B. behavioral

69. Brandi has just been given a new project to work on that will require a lot of overtime but is directly related to her MBA research thesis. Brandi is experiencing ______. A. performance stress B. challenge-related stress C. Goal stress D. hindrance-related stress

B. challenge-related stress

54. Uncertain negative cognitive outcomes of a high level of perceived change excessiveness among employees are known as ______. A. cognitive dissonance B. change uncertainty D. environmental pressures E. organizational stress

B. change uncertainty

17. The organizational subsystem that provides the coordination and control necessary for organized activity, such as formal structures and reward systems, is known as ______. A. social factors B. formal organization C. physical setting D. technology

B. formal organization

16. Harper is introducing swift, revolutionary transformation of his entire manufacturing system. Which of the following best describes the type of change she is engaging in? A. incremental B. radical C. proactive D. reactive

B. radical

33. When faced with an organizational change, employee reactions vary. Employees who fight the change and try to undermine it are practicing ______. A. transference B. resistance C. compliance D. commitment to change

B. resistance

74. A lack of specificity or predictability about a person's role is ______. A. role conflict B. role ambiguity C. role overload D. role enlargement

B. role ambiguity

38. If an employee senses that his or her leader is behaving unethically, this may exacerbate ______. A. job dissatisfaction B. stress C. turnover intentions D. lack of employee OCB's

B. stress

61. The generalized, patterned, unconscious mobilization of the body's natural energy resources when confronted with a demand or stressor is known as ______. A. cognitive dissonance B. stress response C. psychological job strain D. job burnout

B. stress response

24. Theories that try to answer the question of how and why change occurs are called ______. A. theories of OB B. theories of change C. theories of changing D. theories of OD

B. theories of change

27. An OD intervention method for employees to get new ideas heard by top management without having to go through hierarchical levels of bureaucracy is ______. A. process consultation B. team building C. workout D. survey

C. workout

56. A research study showed that ______ percent of employees report that they have difficulty focusing on tasks at work because of stress. A. 75 b. 44 C. 66 D. 54

C. 66

43. Kashef wants to implement team-based work in his organization that has always done things individually. In this example, the unfreezing step might look like which of the following statements: A. Weather the storms and conflicts. B. Show a new organizational chart to employees, showing that teams are the new way that work will be organized. C. Challenge assumptions regarding working alone and getting rewarded for individual effort. D. Offer team rewards and reinforce the new way work is organized.

C. Challenge assumptions regarding working alone and getting rewarded for individual effort.

51. Which of the following is the last step in Kotter's eight-step model for leading change? A. Create urgency. B. Form a powerful coalition. C. Institutionalize the new approaches. D. Empower action.

C. Institutionalize the new approaches.

52. Organizational restructuring and downsizing is one of the most challenging types of organizational change and requires ______. A. flexibility B. institutionalizing the new approach C. refreezing D. top management support

D. top management support

72. Mackenzie is studying for an exam. An optimal level of stress can help her concentrate and remember the correct answers while taking the exam. However, too much stress impairs her ability to focus and she starts missing answers. This phenomenon is known as ______. A. academic burnout B. law of large numbers C. Yerkes-Dodson law D. law of diminishing returns

C. Yerkes-Dodson law

1. According to recent research by McKinsey & Company on organizations with major change initiatives, the biggest factor in the success or failure of the organizations was ______. A. the strength of organizational investments B. the strength of organizational diversity C. the strength of organizational culture D. the strength of change management practices

D. the strength of change management practices

2. Shifting from a traditional structure to a more flexible one, such as Google uses, is an organizational change referred to as ______. A. transformational B. accommodating C. agile D. stealth

C. agile

32. Which of the following is an organizational development intervention in which people reflect on peak experiences and visualize the future? A. team building B workout C. appreciative inquiry D. process consultation

C. appreciative inquiry

81. Help from others provides a ______ from stress and strain. A. cognitive coping effect B. behavioral coping effect C. buffering coping effect D. instrumental coping effect

C. buffering coping effect

34. When faced with an organizational change, employee reactions vary. Employees who simply go along with the change but secretly hope that it is a program that will come to an end soon are practicing ______. A. transference B. resistance C. compliance D. commitment to change

C. compliance

15. Hutchison is introducing a series of evolving changes. Which of the following best describes the type of change he is engaging in? A. radical B. proactive C. incremental D. reactive

C. incremental

71. A meta-analysis of 183 independent samples found support for the negative relationship of hindrance stress to ______. A. turnover B. turnover intentions C. job satisfaction D. withdrawal

C. job satisfaction

23. The theory and research that underlies the practical application of OD interventions in the workplace is known as ______. A. proactive research B. psychology C. organizational behavior D. social psychology

C. organizational behavior

20. The organizational subsystem that involves the characteristics of the physical space and how it is arranged is known as ______. A. social factors B. formal organization C. physical setting D. technology

C. physical setting

13. Hinton is trying to actively make changes to his workplace and the practices of his organization before some threat occurs. Which of the following best describes the type of change he is engaging in? A. radical B. reactive C. proactive D. incremental

C. proactive

64. A strain resulting in anxiety, burnout, emotional exhaustion, fatigue, hostility, irritation, tension, lower self-confidence, or self-esteem is known as a ______ strain. A. physiological B. behavioral C. psychological D. stress response

C. psychological

55. The combination of greater psychological job demands and lower job control is the definition of ______. A. cognitive dissonance B. change uncertainty C. psychological job strain D. organizational stress

C. psychological job strain

76. Too much work, time pressure, and deadlines that a person feels unable to meet creates ______. A. role conflict B. role ambiguity C. role overload D. role enlargement

C. role overload

73. Situations and events that result in an employee experiencing strain are called ______. A. eustress B. challenge-related stress C. stressors D. hindrance-related stress

C. stressors

11. Planned organizational change can have a number of targets including ______. A. leadership B. manufacturing C. structure D. pay

C. structure

46. Lewin's approach is based upon ______. A. resistance to change B. organizational development C. force field analysis D. workout technique

D. workout technique

59. It is estimated that ______ of the days employees are absent from work due to stress. A. 75% B. 46% C. 66% D. 50%

D. 50%

79. Lauren is balancing school and a job but is maintaining a positive outlook, working harder, and seeking advice and help. This is known as ______. A. cognitive coping B. behavioral coping C. role conflict D. social support

D. social support

26. One of the most commonly employed OD techniques is ______. A. process consultation B. team building C. workout D. survey feedback

D. survey feedback

45. Myranda wants to implement team-based work in her organization that has always done things individually. In this example, the refreezing step might look like which of the following statements: A. Discuss the needs for the change. B. Show a new organizational chart to employees, showing that teams are the new way that work will be organized. C. Challenge assumptions regarding working alone and getting rewarded for individual effort. D. Offering team rewards and reinforcing the new way work is organized.

D. Offering team rewards and reinforcing the new way work is organized.

70. Which of the following is a law stating that performance increases with increasing stress to an optimum point, after which stress becomes too much and performance declines? A. Shannon-Weaver law B. goal attainment law C. challenge-related law D. Yerkes-Dodson law

D. Yerkes-Dodson law

66. Positive or what is known as "good stress" is called ______. A. hindrance-related stress B. psychological-related stress C. behavioral-related stress D. challenge-related stress

D. challenge-related stress

35. When faced with an organizational change, employee reactions vary. Employees who support change and help the organization implement it are practicing ______. A. transference B. resistance C. compliance D. commitment to change

D. commitment to change

78. Constantly changing cognitive and behavioral efforts to manage specific external and/or internal demands that are appraised as taxing or exceeding the resources of the person is known as ______. A. role conflict B. role imbalance C. work-life balance D. coping

D. coping

3. ING realized they needed to stop thinking traditionally about product marketing and start understanding ______. A. transformational leadership B. accommodating employees C. flexibility D. customer journeys

D. customer journeys

4. One force driving change in organizations is ______. A. agility B. transformational leadership C. flexibility D. diversity

D. diversity

68. Andy is experiencing excessive or undesirable constraints that interfere with his ability to achieve goals. Andy is experiencing ______. A. eustress B. challenge-related stress C. goal stress D. hindrance-related stress

D. hindrance-related stress

37. Overcoming resistance to change can be helped by ______. A. transferring employees to new jobs B. increasing employee pay C. increasing education and communication about the change D. implementing changes fairly

D. implementing changes fairly

36. Research on resistance to change dates back to a classic study of participative decision-making. This study shows that OD can impact resistance to change through an intervention that ______. A. transferred employees to new jobs B. increased employee pay C. increased employee stress D. increased employee participation in the process

D. increased employee participation in the process

9. Leadership styles have shifted from command and control to ______. A. transformational B. ethical C. transactional D. inspirational

D. inspirational

60. A prolonged response to chronic stressors on the job is known as ______. A. cognitive dissonance B. organizational stress C. psychological job strain D. job burnout

D. job burnout

57. A research study showed that nearly half of employees report that they suffer from ______ stress at work. A. moderate B. severe C. light to moderate D. moderate to severe

D. moderate to severe

22. A collection of social psychology methods employed to improve organizational effectiveness and employee well-being is known as ______. A. organizational change B. organizational dynamics C. organizational flexibility D. organizational development

D. organizational development

82. A set of methods that promote health at the workplace and avoid distress is known as ______. A. cognitive coping B. behavioral coping C. buffering coping D. preventive stress management

D. preventive stress management

12. Planned organizational change can have a number of targets including ______. A. leadership B. manufacturing C. pay D. processes

D. processes

14. Veena needs to make a change to her organization, as a competitor has come in and threatened to take away a large portion of her sales. Which of the following best describes the type of change she is engaging in? A. proactive B. incremental C. radical D. reactive

D. reactive

42. The step in Lewin's change process that represents reinforcing and restructuring is known as ______. A. changing B. thawing C. unfreezing D. refreezing

D. refreezing