MIDTERM EXAM MANAGING CHANGE

1. Internal forces for change can come in response to _____.

• changes in the external environment

• employee morale

• change in leadership within the organization

• all of the above

2.With the term “refreezing,” we imply that the new, desired state should be _____.

• static with no movement

• seldom monitored or adjusted, especially in the short run

• reinforced with forces in place to prevent people and behaviors from reverting to the “old way” of doing things

• the responsibility of top management in the organization

3. According to Hitt, Black, and Porter, failure in implementing change typically happens during the “refreeze” phase because _____.

• most employees still doubt that the change will bring about positive effects to the organization

• managers fail to sufficiently monitor or reinforce the new behavior

• managers typically fail to properly match employee skills and abilities to what is being changed

• managers begin to express doubt in their ability to make the change

4.The longer a given mental map has proven itself successful in the past, the more likely we are to _____.

• hang on to it

• realize a need for change

• want others to follow our recommendations

• be promoted into the managerial hierarchy

• All of the above

5.Most change efforts do NOT produce instant consequences because _____.

• the positive consequences that would naturally reinforce the desired change do not happen immediately

• most employees are not convinced right away that the change was needed in the first place

• the process of improvement is naturally long, even if one persists in the new behavior and incrementally gets better at it

• A and C

• B and C

6.Which two elements help people see the need for change?

• contrast and competition

• contrast and confrontation

• confrontation and competition

• none of the above

7.Though people see that the old way is not working and that change is necessary, they may still fail to move. Which of the following is a means of overcoming the failure to move?

• Educate people about the nature of the desired change.

• Explain to people the anticipated benefits of making the change.

• Reassure people if they have what it takes to make the change

• All of the above may be means of overcoming the failure to move.

• A and C

8-To refreeze change effectively, one should _____.

• avoid “early wins”

• focus primarily on group progress

• repeat the messages of the old and new maps over and over again

• avoid high impact, inescapable confrontations

9-Failure often happens in the refreeze phase because _____.

• managers expect subordinates to carry out most of the process

• here is a lack of reinforcement of the new behaviors

• productivity decreases in the refreeze phase

• none of the above

“Early wins” are _____.

• unpopular change theories that cannot be proven

• consistent positive reinforcements of a desired change

• more important in the unfreeze phase, especially since getting employees to buy into a change can be difficult

• accurate predictions about the organizational environment