Multiple Choice Quiz
1
Kurt Lewin’s model that helps us understand how the change process works:
A) Force field analysis
B) Organizational development
C) Human resource planning
D) Future search
E) Job evaluation
2
Which of these best describes restraining forces?
A) Unfreezing
B) Driving forces
C) Negotiation
D) Refreezing
E) Resistance to change
3
Which of these is the first part of the change process, according to Lewin’s model?
A) Unfreezing
B) Driving forces
C) Negotiation
D) Refreezing
E) Resistance to change
4
Producing disequilibrium between the driving and restraining forces involves:
A) refreezing.
B) unfreezing.
C) feedback.
D) learning.
E) communication.
5
When organizational systems and structures are realigned with the desired behaviours, this is referred to as:
A) refreezing.
B) unfreezing.
C) feedback.
D) resistance.
E) future search.
6
The main reasons people resist organizational change include all of the following, EXCEPT:
A) direct costs.
B) poor leadership.
C) breaking routines.
D) fear of the unknown.
E) saving face.
7
When people resist change as a political strategy to “prove” that the decision is wrong or that the person encouraging change is incompetent refers to which of these forces resisting organizational change?
A) Direct costs
B) Poor leadership
C) Breaking routine
D) Incongruent organizational system
E) Saving face
8
The change process must begin by informing employees about:
A) competitors.
B) changing consumer trends.
C) impending government regulations.
D) all of the above.
E) none of the above.
9
The preferred way to initiate change is to:
A) increase the restraining forces.
B) increase the driving forces.
C) reduce the driving forces.
D) reduce or remove the restraining forces.
E) both ‘b’ and ‘d’.
10
All of these methods try to reduce the restraining forces, EXCEPT:
A) stress management.
B) saving face.
C) communication.
D) employee involvement.
E) learning.
11
Which of these is the highest priority and first strategy required for any organizational change?
A) Communication
B) Stress management
C) Negotiation
D) Learning
E) Employee involvement
12
Which of these methods of dealing with resistance to change creates employee ownership and empowerment in the change process?
A) Communication
B) Stress management
C) Negotiation
D) Learning
E) Employee involvement
13
__________ are system-wide group sessions, usually lasting a few days, in which participants identify trends and ways to adapt to these changes.
A) Negotiations
B) Learning events
C) Future search
D) Customer-driven change
E) Stress management sessions
14
A change agent may be a(n):
A) transformational leader.
B) transactional leader.
C) internal consultant.
D) external consultant.
E) any of the above.
15
Every organizational change requires:
A) negotiation.
B) an external consultant.
C) a change agent.
D) a pilot project.
E) ‘a’ and ‘b’.
16
__________ is a databased, problem-oriented process that diagnoses the need for change, introduces the intervention, and then evaluates and stabilizes the desired changes.
A) Process consultation
B) Action research
C) Quantum change
D) Sensitivity training
E) Organizational congruency
17
Action research assumes the change agent is from outside the system, so the first task is to:
A) form a relationship between the client and consultant.
B) diagnose the need for change.
C) introduce change.
D) evaluate change.
E) stabilize change.
18
Appreciative inquiry is deeply grounded in the emerging philosophy of:
A) discovery.
B) dreaming.
C) action research.
D) positive organizational behaviour.
E) cross-cultural learning.
19
Which of these is the first stage of the appreciative inquiry process?
A) Delivery
B) Dialogue
C) Discovery
D) Designing
E) Dreaming
20
Which of these is true of parallel learning structures?
A) They are highly participative arrangements.
B) They involve people from most levels of the organization who follow the action research model to produce change.
C) They are social structures.
D) Participants are sufficiently free of the constraints of the larger organization.
E) All of these.