BA350 Ch.16
Transition management
deals with the unintended consequences of change
Most quality-of-work-life efforts have the goal of
humanizing the workplace
Organizations experience population-related pressures as a result of employees in generation X, which includes people who were born between
1960 and 1980
The baby boom generation, which refers to people born in the United States between 1945 and 1960, totals approximately
76 million
Which of the following is NOT considered an example of organization development?
automating an assembly line to increase production
Which organizational source of resistance to change occurs because numerous organizational systems are in place to maintain stability?
overdetermination
Who is often acknowledged after a change effort?
people who tried to stop it
The changes that are occurring in organizations include all of the following EXCEPT
profit motives
The degree to which members of a work organization are able to satisfy important personal needs through their experiences in the organization is called
quality of work life
The first step in the integrative framework for the implementation of task redesign is
recognition of a need for a change
In Lewin's process model of change, the process by which new behaviors are made relatively permanent and resistant to further change is called
refreezing
In Lewin's process model of change, the step that follows the change itself is
refreezing
Which source of individual resistance to change occurs when people resist change for fear of what others will think?
social factors
Organization development involves attempts to plan organization changes, which excludes _________ initiatives
spontaneous
Which of the following is a system-wide organization development involving a major restructuring of the organization or institution of new programs?
structural change
Overdetermination is sometimes called
structural inertia
When managers consider the impact of a change on the culture, the dominant coalition, as well as the people, tasks, and structure of the organization, they are
taking a holistic view of the issue
In Lewin's process model of change, the step that follows unfreezing is
the change itself
Which of the following does NOT describe a characteristic of effective management development?
the value of management development is a proven fact
Technological change focuses on
the way inputs are transformed into outputs
Which of the following does NOT tend to be true of millennials?
they are conformists
On the job, which of the following is generally NOT true of millennials?
they prefer to not work in teams
Katz and Kahn identified which of the following as an organizational source of resistance to change?
threatened expertise
Which organizational source of resistance to change occurs when a job redesign or a structural change transfers responsibility for a specialized task from the current expert to someone else?
threatened expertise
Which of the following organizational sources of resistance occurs when decision-making authority is redistributed?
threatened power
Lewin's process model of systematic change includes
three steps
Each of the following is a reason to secure top management support for a change EXCEPT
to reduce fear of obsolescence
All of the following describe characteristics of organizational change EXCEPT
resistance to change should be eliminated
Which of the following is NOT true of the use of data collected through the survey feedback process?
results should only be reviewed by top management
The second step in the integrative framework for the implementation of task redesign is
selection of task redesign as a potential intervention
In the continuous change process model, the person responsible for managing the change effort is called
a change agent
Which source of individual resistance to change occurs when people do not alter their behavior because they don't realize that a change has been made?
lack of awareness
Which of the following is NOT one of the keys to successful change management?
maximize employee job satisfaction
In the continuous change process model, the final step is
measurement, evaluation, and control
The specific intention of organization development must be to improve organization effectiveness. This point excludes changes that
merely imitate what others have done
Employees born between 1980 and 2000 are referred to as
millennials
Which generation of employees is characterized by a distinct and separate life stage in between adolescence and adulthood in which young people jump from job to job and relationship to relationship?
millennials
Which generation of employees is characterized by living at home with few responsibilities, experimenting with life, and putting off marriage, childbearing, home purchases, and other adult responsibilities?
millennials
Which organizational source of resistance to change occurs when changes related to tasks ignore the interdependence among organizational elements such as people, structure, tasks, and the information system?
narrow focus of change
Team building is an _________ process
ongoing
The system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving organizational effectiveness is called
organization development
Information processing and communication changes include all of the following EXCEPT
organizations will have systematic plans for change
With respect to managing change, management should consider resistance to change as
a signal to carefully examine the decision to change
Organizations experience population-related pressures as a result of employees in the baby boom generation, which includes those born between
1945 and 1960
Each of the following is a popular type of people-oriented change technique EXCEPT
All of these are
A structural change affects all of the following EXCEPT
All of these are affected by structural changes
Which of the following is NOT a goal of team building?
All of these are correct
Each of the following is true of organization development EXCEPT
All of these are parts of organization development
The areas in which the pressures for change appear most powerful involve all of the following EXCEPT
All of these are powerful pressures for change
Lewin's process model approaches change as which of the following?
a multistep process
In the integrative framework for the implementation of task redesign, which of the following is NOT diagnosed during the "diagnosis of the work system and context" step?
board of directors diversity
Which of the following is NOT an organizational source of resistance to change identified by Katz and Kahn?
centralization
Which organizational source of resistance to change occurs when groups that have access to valuable assets are concerned that they won't after the change?
changes in resource allocation
In the integrative framework for the implementation of task redesign, the step that follows diagnosis of the work system and context is
cost-benefit analysis of proposed changes
In the integrative framework for the implementation of task redesign, the step that follows selection of task redesign is
diagnosis of the work system and context
Organization development
is the process of planned change using scientific knowledge
Which source of individual resistance to change occurs when people fear that change will make their jobs obsolete or reduce their opportunities for future pay increases?
economic factors
The final step in the integrative framework for the implementation of task redesign is
evaluation of the task redesign effort
Sam has good working relationships with his boss and coworkers and is concerned that the upcoming organization change might disrupt these relationships. Sam is most likely to resist the change because of
fear of the unknown
Which source of individual resistance to change occurs when people dislike anything unfamiliar?
fear of the unknown
Employees often engage in grapevine conversations that can spread misinformation about a change in the organization in the absence of
formal communication from the organization
In the integrative framework for the implementation of task redesign, the step that follows making a go/no-go decision is
formation of the strategy for redesign
Which of the following keys to successful organization change management would help a manager reduce the spread of rumors regarding a change?
foster open communication
In the integrative framework for the implementation of task redesign, the step that follows cost-benefit analysis is
go/no-go decision
Which organizational source of resistance to change occurs when group norms act as a brake on individual attempts at behavior change?
group inertia
Which source of individual resistance to change is grounded in the fact that it is easier to do a job the same way every day, and learning an entirely new set of steps makes the job more difficult?
habit
When introducing job changes, managers must consider all of the following EXCEPT
how to limit what employees know about the changes
How much does corporate America invest in management development?
hundreds of millions of dollars
In the integrative framework for the implementation of task redesign, the step that follows implementation of the task changes is
implementation of any supplemental changes
In the integrative framework for the implementation of task redesign, the step that follows formulation of the redesign strategy is
implementation of task changes
The expected benefits from quality-of-work-life programs include all of the following EXCEPT
increased centralization of leadership
A concern when developing training programs is how to
transfer employee training to the workforce
The process of systematically planning, organizing, and implementing change, from the disassembly of the current state to the realization of a fully functional future state within an organization, is called
transition management
In Lewin's process model of change, the process by which people become aware of the need for change is called
unfreezing