BUSMHR 3200 EXAM 3 UPDATED ACTUAL
Exam Questions and CORRECT Answers
External Forces for Change - <<answer>>-- Demographic characteristics
- Technology changes
- Customer and market changes
- Social changes/pressures
- Political changes/pressures
Internal Forces for Change - <<answer>>-Aspiration-performance discrepancies
- Low job satisfaction and/or engagement
- Increased absenteeism and turnover
- Low performance, productivity and/or efficiency
Value changes of organizational members
Changing needs, desires, preferences of organizational members
Organizational "life cycle" forces
Telepresence - <<answer>>-A good example of a technology that enables
organizations to change the way they deliver products, coordinate virtual
workers, encourage employee collaboration, improve communication, and
increase productivity
,Fundamental Truths about Change - <<answer>>--Organization change happens
individual by individual, work group by work group, throughout an organization.
-People do not necessarily resist change, they resist being changed by others.
-In order for people to change, they must feel a compelling personal reason to
change. All change is personal.
-In order to change, people must understand how their personal need to change
fits with the organization's reason for change.
-In order for organizations to change, there must be compelling reasons to do so.
-Successful organization change requires that people have a clear understanding
of what they are changing to.
-In general, people are more willing to change if they feel a degree of ownership
in how the changes which must affect them will be designed and implemented.
Three Elements Required for Change - <<answer>>-1. A strong dissatisfaction
with the current situation
2. A compelling vision for a successful future
3. A process to help make change happen
Change Equation - <<answer>>-Change = Dissatisfaction x Vision of the Future x
Process > Resistance
Lewin's Model of Change - <<answer>>-1. Unfreezing
2. Changing
3. Refreezing
Unfreezing (Lewin's Model) - <<answer>>-- make sure people are ready for and
receptive to change
,- must unfreeze prior to change or people will not be prepared for change
Changing (Lewin's Model) - <<answer>>-- Provides new information ,new
behaviors, new ways of looking at things
- Use role models, mentors, experts, training, systems/tools, etc. to help people
change
Refreezing (Lewin's Model) - <<answer>>-- Reinforcing desired change, new
behaviors, etc.
- Positive reinforcement is probably the best way to do this
-Ongoing coaching, modeling, mentoring to help make it permanent
Kotter's 8 Steps - <<answer>>-1. Establish a sense of urgency
2. Create the guiding coalition
3. Develop a vision and strategy
4. Communicate the change vision
5. Empower the broad-based action
6. Generate short-term wins
7. Consolidate gains and produce more change
8. Anchor new approaches in the culture
Change - <<answer>>-An event that is observable, situational, external to oneself.
Change sets into motion the transition process. It starts with a beginning.
, Transition - <<answer>>-A psychological event, it is a three-phase process that
individuals go through over time to come to terms with the external changes. It
starts with an ending.
Adaptive Change - <<answer>>-Nonthreatening; reintroduces a familiar practice
either in a different unit or in the same unit at a different point in time
Innovative Change - <<answer>>-Somewhat threatening; introduction of a
practice that is new to the organization
Radically Innovative Change - <<answer>>-Very threatening; involves introducing
a practice that is new to the industry
Eight Reasons why Change Fails - <<answer>>--Allowing too much complexity
-Failing to build a substantial coalition
-Not understanding the need for a clear and compelling vision
-Failing to clearly communicate the vision
-Permitting roadblocks against the vision
-Poor planning and failing to achieve (and recognize) short-term wins
-Declaring victory too soon
-Not anchoring changes in corporate culture
Mission Statements - <<answer>>-express the reason an organization exists
Exam Questions and CORRECT Answers
External Forces for Change - <<answer>>-- Demographic characteristics
- Technology changes
- Customer and market changes
- Social changes/pressures
- Political changes/pressures
Internal Forces for Change - <<answer>>-Aspiration-performance discrepancies
- Low job satisfaction and/or engagement
- Increased absenteeism and turnover
- Low performance, productivity and/or efficiency
Value changes of organizational members
Changing needs, desires, preferences of organizational members
Organizational "life cycle" forces
Telepresence - <<answer>>-A good example of a technology that enables
organizations to change the way they deliver products, coordinate virtual
workers, encourage employee collaboration, improve communication, and
increase productivity
,Fundamental Truths about Change - <<answer>>--Organization change happens
individual by individual, work group by work group, throughout an organization.
-People do not necessarily resist change, they resist being changed by others.
-In order for people to change, they must feel a compelling personal reason to
change. All change is personal.
-In order to change, people must understand how their personal need to change
fits with the organization's reason for change.
-In order for organizations to change, there must be compelling reasons to do so.
-Successful organization change requires that people have a clear understanding
of what they are changing to.
-In general, people are more willing to change if they feel a degree of ownership
in how the changes which must affect them will be designed and implemented.
Three Elements Required for Change - <<answer>>-1. A strong dissatisfaction
with the current situation
2. A compelling vision for a successful future
3. A process to help make change happen
Change Equation - <<answer>>-Change = Dissatisfaction x Vision of the Future x
Process > Resistance
Lewin's Model of Change - <<answer>>-1. Unfreezing
2. Changing
3. Refreezing
Unfreezing (Lewin's Model) - <<answer>>-- make sure people are ready for and
receptive to change
,- must unfreeze prior to change or people will not be prepared for change
Changing (Lewin's Model) - <<answer>>-- Provides new information ,new
behaviors, new ways of looking at things
- Use role models, mentors, experts, training, systems/tools, etc. to help people
change
Refreezing (Lewin's Model) - <<answer>>-- Reinforcing desired change, new
behaviors, etc.
- Positive reinforcement is probably the best way to do this
-Ongoing coaching, modeling, mentoring to help make it permanent
Kotter's 8 Steps - <<answer>>-1. Establish a sense of urgency
2. Create the guiding coalition
3. Develop a vision and strategy
4. Communicate the change vision
5. Empower the broad-based action
6. Generate short-term wins
7. Consolidate gains and produce more change
8. Anchor new approaches in the culture
Change - <<answer>>-An event that is observable, situational, external to oneself.
Change sets into motion the transition process. It starts with a beginning.
, Transition - <<answer>>-A psychological event, it is a three-phase process that
individuals go through over time to come to terms with the external changes. It
starts with an ending.
Adaptive Change - <<answer>>-Nonthreatening; reintroduces a familiar practice
either in a different unit or in the same unit at a different point in time
Innovative Change - <<answer>>-Somewhat threatening; introduction of a
practice that is new to the organization
Radically Innovative Change - <<answer>>-Very threatening; involves introducing
a practice that is new to the industry
Eight Reasons why Change Fails - <<answer>>--Allowing too much complexity
-Failing to build a substantial coalition
-Not understanding the need for a clear and compelling vision
-Failing to clearly communicate the vision
-Permitting roadblocks against the vision
-Poor planning and failing to achieve (and recognize) short-term wins
-Declaring victory too soon
-Not anchoring changes in corporate culture
Mission Statements - <<answer>>-express the reason an organization exists
