Quiz 8

Kurt Lewin identified the changing phase, whereby the change leader's task is to create a feel for a real need for change.

False

Large change all at once is better than making many small changes over a period of time.

False

When a change leader tries to deal with resistance by trying to covertly influence others, offering only selective information and/or structuring events in favor of the desired change, this is an example of

manipulation and cooptation.

Creating innovative ways to solve pressing social problems is called social engineering.

False

In the refreezing phase, change is stabilized by using punishment and reprimands for lack of performance.

False

Special creative units set free from the normal organizational structure for the purpose of innovation are called advanced development teams.

False

Strong corporate cultures are easy to develop and quick to implement.

False

Transformational change is more important to an organization than incremental change.

False

Using robots to improve manufacturing efficiency is an example of product innovation.

False

The process of developing new ideas and putting them into practice describes

innovation

A manager using a force-coercion strategy is most likely relying on the power of _________ to bring about planned change.

legitimacy

The most participative of the planned change strategies is

shared power

Andrew Youn started the One Acre Fund which provides small loans to Kenya's poor families to help them "grow their way out of poverty." This is an example of

social entrepreneurship

Jake is a change leader who is responsible for bringing about a transformational change in his organization. He forces resisters to accept change by threatening them with a variety of undesirable consequences if they do not cooperate. Which of the following approaches is used by Jake to deal with the resistance to change? Option A: Education and communication Option B: Participation and involvement Option C: Manipulation and cooptation Option D: Explicit and implicit coercion

Explicit and implicit coercion

A force-coercion strategy is one that uses legitimacy, punishment, and _______ powers to induce change. Option A: referent Option B: expert Option C: reward Option D: coercive

Reward

Which of the following is true about status quo managers? Option A: They encourage innovation. Option B: They are not bothered by uncertainty. Option C: They prefer change over monotony. Option D: They feel threatened by change.

They feel threatened by change

_________ change results in a major change of direction for an organization, whereas _________ change makes small adjustments to current ways of doing things. Option A: Frame breaking; radical Option B: Frame bending; incremental Option C: Transformational; frame breaking Option D: Transformational; incremental

Transformational; incremental

A shared power strategy for change engages people in a collaborative process and develops the consensus needed to support the change.

True

In highly innovative organizations, staffing builds talent for innovation.

True

In theory, every manager should act as a change leader, but the reality is that most accept things as they are and prefer not to change.

True

One test of value-based management would be to assess whether the core values are understood by all members.

True

The success of a rational persuasion strategy depends on having very good facts and information and being able to communicate them well.

True

The responses most likely to be associated with use of a force-coercion change strategy are best described as

active resistance.

Movie downloads by subscription (Netflix) and advertising revenues from Internet searches (Google) are examples of _________ innovations.

business model

An organization with a strong culture is most likely to have a

clearly communicated mission

Stories told about an organization's past accomplishments and heroes such as company founders are all part of what is called the _________ culture. Option A: observable Option B: underground Option C: functional Option D: core

observable

The senior managers of West Corp. do not have private offices or parking spaces. This is an example of the organization's Option A: corporate policy. Option B: employee training. Option C: performance appraisal. Option D: observable culture.

observable culture.

The most visible part of organizational culture is the __________ culture.

observational

Product innovations create new goods or services for customers, whereas _________ innovations create new ways of doing things in the organization.

process

The Kindle e-reader by Amazon and the iPad by Apple are examples of _________ innovations.

product

The innovation process isn't really successful in an organization until a new idea is

put into practice

rocess innovation Option A: results in a better way of doing things. Option B: is how managers think innovatively. Option C: helps commercialize innovations. Option D: has a negative effect on improvement.

results in a better way of doing things

Achievement award programs are __________ that contribute to a company's core values.

rites and rituals

Planned and spontaneous ceremonies and celebrations of work achievements illustrate how the use of _________ helps build strong corporate cultures.

rites and rituals

Tina often shares the story of how she discovered the cancer drug, which is being developed by the company. She uses this story to help reinforce the commitment by employees to work hard to bring the product to market. Tina is an example of a(n) Option A: status quo manager. Option B: information gatekeeper. Option C: change-leader. Option D: symbolic leader.

symbolic leader.

Change programs have a better chance for success if Option A: top management exercises patience while employees take their time getting on board. Option B: change is incremental rather than transformational. Option C: change is transformational rather than incremental. Option D: top management builds commitments within the workforce.

top management builds commitments within the workforce.

If ABC, Inc. is focusing on a major and comprehensive redirection of the company, it is called a(n) ___________ change.

transformational

According to Lewin, the correct order in the steps of change is Option A: freezing, refreezing, and changing. Option B: unfreezing, changing, and refreezing. Option C: refreezing, changing, and unfreezing. Option D: changing, unfreezing, and refreezing.

unfreezing, changing, and refreezing.

Honesty, social responsibility, and customer service are examples of _________ that can become foundations for an organization's core culture.

values