Chapter 7 MGT340

Tayler's company has announced that, due to the poor economy, it will lay off 20% of the workforce by the end of the month. This announcement is the ________ that creates ________. A. stressor/ stress B. strain/ stress C. stress/ burnout D. stress/ stressors E. role overload/ stress

A.

Which of the following is true of creativity? A. A creative organization develops unique ways of working or novel solutions to problems. B. Creativity and innovation are synonymous. C. A creative organization is characterized by its ability to generate new ideas that are implemented into new products, processes, and procedures designed to be useful. D. A creative organization will naturally be innovative. E. Creativity is enough by itself without innovation

A.

_______ is an adverse reaction that people have to excessive pressure placed on them from extraordinary demands, constraints, or opportunities. A. Stress B. Role ambiguity C. Role conflict D. Burnout E. Role strain

A.

In Kurt Lewin's three-step change process, organizations are pushed toward change by ________. A. driving forces B. stress C. restraining forces D. organizational development E. Refreezing

A. DRIVING FORCES

The metaphor about organizational change that assumes that change is normal and expected and managing it is a continual process is known as ________. A. the white-water rapids metaphor B. the organization as a blueprint C. the calm waters metaphor D. Lewin's Force Field Analysis E. the organization as a shipwreck

A.THE WHITE-WATER RAPIDS METAPHOR

Caitlyn has always been a hard-driving, competitive person. She walks fast, talks fast, eats fast, and gets angry fast. Caitlyn would likely be described as exhibiting what type of personality? A. Type Z personality B. Type A personality C. Melancholic D. Type B personality E. Sanguine

B.

Which of the following is considered a structural variable that positively impacts an organization's innovation? A. Minimizing feedback B. An organic-type structure C. Maximizing extreme time pressures D. Limited resources E. Limited interunit communication

B.

________ is/are pressures created by other employees. A. Task demands B. Interpersonal demands C. Organizational leadership D. Karoshi E. Role demands

B.

Which of the following would be considered an external force for change? A. Changing employee attitudes B. Changing consumer needs and desires C. Change in composition of workforce D. New organizational strategy E. New equipment

B. Changing consumer needs and desires

Before bringing the new computer system online, HD Marketing formed a committee of employees from each of the major departments impacted by the change and asked for their input, suggestions, and assistance. Which technique for reducing resistance to change does this best describe? A. Manipulation and co-optation B. Participation C. Facilitation and support D. Negotiation E. Coercion

B. PARTICIPATION

In which type of organizational development (OD) does an outside consultant help the manager understand how interpersonal processes affect the way work is done? A. Survey feedback B. Process consultation C. Sensitivity training D. Team building E. Intergroup development

B. PROCESS CONSULATION

A person who acts as a catalyst and assumes the responsibility for managing the change process is referred to as a(n) ________. A. change strategist B. change agent C. innovator D. visionary E. idea champion

B.CHANGE AGENT

A small IT firm that is challenging larger competitors and changing the industry's rules of the game is engaged in ________. A. process consultation B. creativity C. disruptive innovation D. sustaining innovation E. skunk works

C.

Gannon Enterprises is in the midst of a major strategic change. To lessen resistance from some of the senior managers who are opposed to the change, the company has offered early retirements so that the managers can avoid having to experience the change effort. Which technique for reducing resistance to change does this best describe? A. Coercion B. Manipulation and co-optation C. Negotiation D. Facilitation and support E. Participation

C. NEGOTIATION

Which metaphor about organizational change assumes that change consists of occasional disruptions that must be dealt with, but then things can continue under the new changed situation? A. The organization as a blueprint B. Lewin's Force Field Analysis C. The calm waters metaphor D. The white-water rapids metaphor E. The organization as a shipwreck

C. THE CALM WATER METAPHOR

Although the merger between Gray Enterprises and Horack Manufacturing is expected to be a "win-win" that will increase both companies' market share and save jobs, employees are fearful because they don't know what to expect. Which technique would be most useful in overcoming their resistance to change? A. Coercion B. Negotiation C. Manipulation and co-optation D. Facilitation and support E. Participation

D.

Jamie is frustrated with the group project in her management class. Her team hasn't met to figure out who will do which portion of the project, and no timelines have been established. This situation best illustrates ________. A. role conflict B. role overload C. role reversal D. role ambiguity E. stress

D.

Under which of the following circumstances would manipulation and co-optation be an appropriate technique for managing resistance to change? A. When resistance comes from a powerful group but their endorsement is not needed B. When resistance is due to misinformation C. When resisters have the expertise to make a contribution D. When a powerful group's endorsement is needed E. When resisters are fearful and anxiety-ridden

D.

When Steve Jobs created a separate and autonomous unit at Apple to develop the Macintosh computer, he was using ________. A. frequent communication B. creative disruption C. creativity D. skunk works E. disruptive technology

D.

"My way or the highway" would best describe which technique to manage resistance to change? A. Participation B. Manipulation and co-optation C. Facilitation and support D. Coercion E. Negotiation

D. COERCION

The focus of ________ is to minimize or eliminate dysfunctional conflict that exists between groups by changing the attitudes, stereotypes, and perceptions that groups have about each other. A. sensitivity training B. team building C. survey feedback D. intergroup development E. process consultation

D.INTERGROUP DEVELOPMENT

An idea champion is best described as an ________. A. individual who introduces new methods, ideas, or products B. individual with original ideas about what the future will be or what the future could be like C. individual who is not afraid of change but makes changes only when there is a compelling reason to do so D. individual who acts as a catalyst and assumes the responsibility for managing the organizational change process E. individual who actively and enthusiastically supports new ideas, builds support, overcomes resistance, and ensures that innovations are implemented

E.

Laura is a new physician in a busy clinic. She wants to spend enough time with her patients to fully understand their health concerns. However, she is required to see 30 patients per day, so she can spend no more than 10dash-15 minutes with each one. Laura is frustrated and is experiencing ________. A. a challenge stressor B. a workdash-family conflict C. role ambiguity D. role overload E. role conflict

E.

Which technique of reducing resistance to change involves helping employees see the logic of the change effort? A. Negotiation B. Facilitation and support C. Manipulation and co-optation D. Coercion E. Education and communication

E.

Which is the last step of Kurt Lewin's change process model? A. Driving forces B. Restraining forces C. Unfreezing D. Changing E. Refreezing

E.REFREEZING