Question :
58.Which of the following types of resistance to change a : 1243837
58.Which of the following types of resistance to change is a strategy to “prove” that the decision is wrong or that the change agent is incompetent?
A.Direct costs
B.Saving face
C.Fear of the unknown
D.Breaking routines
E.Incongruent organizational systems
59.Increasing the restraining forces and reducing or removing the driving forces would:
A.make the change process more difficult to implement.
B.remove any resistance to change.
C.have no effect on the change process.
D.give the change agent more power in the change process.
E.align the organization’s systems and structures with the desired behaviors.
60.Creating urgency for change is most closely associated with:
A.the delivering stage of appreciative inquiry.
B.the final stage of a search conference.
C.reducing the restraining forces.
D.the process of increasing the driving forces.
E.refreezing the desired conditions.
61.Senior executives at a large retail organization want employees to become more customer-friendly. Employees think they are serving customers well enough and the company is the dominant player in the market. What should the executives do to create an urgency to change in this situation?
A.Stop trying to convince employees that they should change their behavior and use other strategies to gain market share.
B.Keep pushing employees to change even though they don’t see the need to change and attempt to replace the existing change agent.
C.Introduce punishments for employees who do not become more customer-friendly.
D.Inform employees about the driving forces in the external environment indicating that the company’s dominant position will be threatened unless they become more customer-friendly.
E.Introduce a reward-punishment scheme to promote the change in the organization.
62.The highest priority and first strategy required for any organizational change is to:
A.alter the responsibilities of senior executives in the organization.
B.introduce stress management counseling to the employees.
C.train employees who do not possess the skills required under the new conditions.
D.communicate the need for change and keep employees informed about what they can expect from the change effort.
E.negotiate a new set of relations among those who will clearly lose out from the change.
63.One way that communication minimizes resistance to change is by:
A.generating an urgency to change.
B.encouraging negotiation.
C.eliminating organizational politics.
D.promoting speedy refreezing.
E.encouraging stress management.
64.One problem that communication, learning, and employee involvement have in minimizing resistance to change is that they:
A.can lead to more subtle forms of resistance.
B.lead to long-term antagonism with the change agent.
C.create compliance but not commitment to the change process.
D.aretime-consuming.
E.are not effective when the change effort needs more employee commitment.
65.Which of the following change management strategies should be given a priority when employees need to break old routines and adopt new role patterns?
A.Coercion
B.Employee involvement
C.Learning
D.Stress management
E.Negotiation
66.When managing change, learning interventions should be used:
A.to break routines that cause resistance to change.
B.when the organization wants to reduce the cost of implementing change.
C.when employees resist change due to direct costs.
D.in all change management activities.
E.only when all other strategies have failed.
67.One problem that coaching and other forms of learning have in minimizing resistance to change is that they:
A.tend to change people too quickly.
B.lead to long-term antagonism with the change agent.
C.create compliance but not commitment to the change process.
D.they are time-consuming processes.
E.attempt to change the drives instead of reducing the restraining forces.
