Test Bank for
M Organizational Behavior
2024 Release By Steven
McShane, Mary Von Glinow
(All Chapters 1-14, 100%
Original Verified, A+ Grade)
All Chapters Arranged Reverse: 14-1
This is The Only Original and
Complete Test Bank for 2024
Release, All Other Files in the
Market are Fake/Old/Wrong
Edition.
,Chapter 14
Student name:__________
1) According to the force field analysis model, stability occurs when the driving forces and
restraining forces are of approximately equal strength in opposite directions.
⊚ true
⊚ false
2) The restraining forces are commonly called resistance to change because they appear to
block the change process.
⊚ true
⊚ false
3) Unfreezing involves producing disequilibrium between the driving and restraining forces.
⊚ true
⊚ false
4) New competition would be a restraining force for organizational change.
⊚ true
⊚ false
5) Driving forces for change are external and do NOT occur within the organization.
⊚ true
⊚ false
6) Unfreezing may occur by decreasing the driving forces, increasing the restraining forces, or
doing a combination of both.
⊚ true
⊚ false
7) According to a study of bank employees, overt resistance to change is much more common
than subtle resistance.
⊚ true
⊚ false
Version 1 1
,Chapter 14
8) Resistance to change acts as a demotivating factor under all circumstances.
⊚ true
⊚ false
9) Change agents can increase employee perceptions and feelings of fairness by redirecting
initial forms of resistance into constructive conversations.
⊚ true
⊚ false
10) Resistance is a form of voice.
⊚ true
⊚ false
11) Resistance detracts from employees' sense of procedural justice.
⊚ true
⊚ false
12) Change management experts use two elements from the MARS model in explaining
resistance to change.
⊚ true
⊚ false
13) Uncertainty is associated with patterns of behavior and automated routines, which are
sources of negative emotions during the change process.
⊚ true
⊚ false
14) The uncertainty inherent in most organizational change is usually considered less desirable
than the relative certainty of the status quo.
⊚ true
⊚ false
Version 1 2
, Chapter 14
15) One reason why employees resist change is that they dislike predictable role patterns.
⊚ true
⊚ false
16) Conformity to existing team norms can contribute to resistance to change.
⊚ true
⊚ false
17) When employees face organizational change, they conduct a cost–benefit analysis that
usually considers how the change will affect their department.
⊚ true
⊚ false
18) Change agents should view organizational change as relationship conflict.
⊚ true
⊚ false
19) A productive approach for change agents is to view resistance to change as a relationship
conflict.
⊚ true
⊚ false
20) By taking a relationship view of conflict, change agents are better able to reduce resistance to
the change initiative.
⊚ true
⊚ false
21) The “not-invented-here” syndrome states that employees sometimes oppose or even
discreetly undermine organizational change initiatives that are introduced by people outside
their group.
⊚ true
⊚ false
Version 1 3
M Organizational Behavior
2024 Release By Steven
McShane, Mary Von Glinow
(All Chapters 1-14, 100%
Original Verified, A+ Grade)
All Chapters Arranged Reverse: 14-1
This is The Only Original and
Complete Test Bank for 2024
Release, All Other Files in the
Market are Fake/Old/Wrong
Edition.
,Chapter 14
Student name:__________
1) According to the force field analysis model, stability occurs when the driving forces and
restraining forces are of approximately equal strength in opposite directions.
⊚ true
⊚ false
2) The restraining forces are commonly called resistance to change because they appear to
block the change process.
⊚ true
⊚ false
3) Unfreezing involves producing disequilibrium between the driving and restraining forces.
⊚ true
⊚ false
4) New competition would be a restraining force for organizational change.
⊚ true
⊚ false
5) Driving forces for change are external and do NOT occur within the organization.
⊚ true
⊚ false
6) Unfreezing may occur by decreasing the driving forces, increasing the restraining forces, or
doing a combination of both.
⊚ true
⊚ false
7) According to a study of bank employees, overt resistance to change is much more common
than subtle resistance.
⊚ true
⊚ false
Version 1 1
,Chapter 14
8) Resistance to change acts as a demotivating factor under all circumstances.
⊚ true
⊚ false
9) Change agents can increase employee perceptions and feelings of fairness by redirecting
initial forms of resistance into constructive conversations.
⊚ true
⊚ false
10) Resistance is a form of voice.
⊚ true
⊚ false
11) Resistance detracts from employees' sense of procedural justice.
⊚ true
⊚ false
12) Change management experts use two elements from the MARS model in explaining
resistance to change.
⊚ true
⊚ false
13) Uncertainty is associated with patterns of behavior and automated routines, which are
sources of negative emotions during the change process.
⊚ true
⊚ false
14) The uncertainty inherent in most organizational change is usually considered less desirable
than the relative certainty of the status quo.
⊚ true
⊚ false
Version 1 2
, Chapter 14
15) One reason why employees resist change is that they dislike predictable role patterns.
⊚ true
⊚ false
16) Conformity to existing team norms can contribute to resistance to change.
⊚ true
⊚ false
17) When employees face organizational change, they conduct a cost–benefit analysis that
usually considers how the change will affect their department.
⊚ true
⊚ false
18) Change agents should view organizational change as relationship conflict.
⊚ true
⊚ false
19) A productive approach for change agents is to view resistance to change as a relationship
conflict.
⊚ true
⊚ false
20) By taking a relationship view of conflict, change agents are better able to reduce resistance to
the change initiative.
⊚ true
⊚ false
21) The “not-invented-here” syndrome states that employees sometimes oppose or even
discreetly undermine organizational change initiatives that are introduced by people outside
their group.
⊚ true
⊚ false
Version 1 3
