Organizational Change

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Questions Bank

Introduction to the Field of Organizational Behaviour
Individual Behaviour
Perceiving Ourselves and Others in Organizations
Workplace Emotions
Foundations of Employee Motivation
Applied Performance Practices
Decision Making and Creativity
Team Dynamics
Communicating in Organizations
Power and Influence in the Workplace
Conflict and Negotiation in the Workplace
Leadership in Organizational Settings
Designing Organizational Structures
Organizational Culture
Organizational Change

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Question 1

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In force field analysis, stability occurs when the driving forces and restraining forces are roughly of equal strength in opposite directions.

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Question 2

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The force field analysis model states that stability is achieved only when the driving forces for change subside and are replaced by restraining forces acting in the same direction.

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Question 3

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In Lewin's force field analysis model, refreezing involves producing disequilibrium between the current and unfrozen state.

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Question 4

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In Lewin's force field analysis model, refreezing occurs when the organization's systems and structures are aligned with the desired behaviours.

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Question 5

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Employee resistance to change most often takes the form of overt work behaviours.

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Question 6

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In one survey, 71 percent of Canadian human resource managers said employees resist changes put forward by management.

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Question 7

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Employee resistance to change is a dysfunctional and irrational response to a desirable initiative which should be eliminated in modern organizations.

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Question 8

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Resistance to change potentially engages people to think about the change strategy and process.

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Question 9

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Resistance is a form of voice

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Question 10

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From a task conflict perspective, resistance to change is dysfunctional and irrational.

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Question 11

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If change agents adopted the view that resistance is a resource and harnessed its motivational force, they could strengthen commitment to change initiatives.

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Question 12

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In some situations, resistance to change occurs when employees are worried that it will make them worse off.

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Question 13

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People sometimes resist change because they lack confidence.

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Question 14

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Negative valence of change, fear of the unknown, and incongruent organizational systems are all sources of resistance to change.

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Question 15

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Fear of the unknown usually motivates employees to support organizational change, because maintaining the status quo would be worse.

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Question 16

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Employees sometimes oppose or even discreetly undermine organizational change initiatives that originate elsewhere.

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Question 17

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One reason why employees resist change is that they dislike predictable role patterns.

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Question 18

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Organizational systems such as, rewards, patterns of authority, career paths, and selection criteria are not reasons why employees resist change, because the choice to resist is internal rather than externally-based.

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Question 19

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To minimize resistance to change, change agents need to reduce the restraining forces and increase the driving forces.

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Question 20

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Unfreezing occurs by making the driving forces stronger than the restraining forces.

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