Which of the following is not a leading reason that employees resist change? Show individual predisposition toward change lack of personal ethics Employees may resist change for all kinds of reasons, but lack of personal ethics is not among them. An innovative change involves ______ complexity, cost, and uncertainty. extreme moderate Innovative change is the introduction of a practice that is new to the organization. This form of change involves moderate complexity, cost, and uncertainty. It is therefore apt to trigger some fear and resistance among employees. _____________ is the set of techniques used for implementing planned change to make people and organizations more effective. Revitalization Organizational development Organizational development (OD) is a set of techniques for implementing planned change to make people and organizations more effective. Four steps to making innovation happen within an organization include all of the following except ____. recognize problems and opportunities and devise solutions punish failures Four steps to making innovation happen within an organization include (1) recognize problems and opportunities and devise solutions, (2) gain allies by communicating your vision, (3) overcome employee resistance, and (4) execute well. Introducing a practice that is new to the industry is called a(n) ______ change. revolutionary radically innovative Radically innovative change involves introducing a practice that is new to the industry. As an OD consultant, Sharon is designing a survey of employee attitudes to be given to workers at SW Emergency Clinic. By collecting this information, Sharon is conducting the ______ stage of OD. intervention diagnosis Sharon is collecting information to diagnose problems. Inside forces for change include which of the following? immigration low productivity and turnover Inside forces for change include employee problems such as low productivity or turnover, as well as managers' behavior. As owner and senior accountant at a tax preparation firm, Mark is changing the work schedule of all employees, including managers and accountants, for the months of March and April, the company's busiest time. He is requiring work on weekends for everyone, using the same basic schedule as last two years. Mark should expect that his employees will be __________. moderately upset but not willing to quit hardly upset or not upset at all Adaptive change is reintroduction of a familiar practice, or the implementation of a kind of change that has already been experienced within the same organization. Because adaptive change is familiar, it is the least threatening to employees and thus will create the least resistance. In which of the following situations would OD techniques be the most helpful? dealing with employee stress that comes from changing behaviors or from adapting to mergers dealing with employee stress that comes from changing behaviors or from adapting to mergers OD techniques can be the most helpful in dealing with employee stress that comes from changing behaviors or from adapting to mergers. Joan, a new manager, must enforce sales report deadlines, but her team is struggling. She creates a new system to streamline the process and helps everyone understand why the deadlines are important. This is an example of which force for change? social and political pressures manager's behavior New managers tend to struggle when dealing with regular, day-to-day issues. One solution is to become a "servant leader" seeing yourself as someone who helps others do their jobs, fixing problems and giving employees the tools they need. The invention of a machine to make plastic corks for wine bottles has severely affected companies that produce traditional cork. This is an example of a(n) ______ advancement. technological technological Forces for change that originate outside the organization include demographic characteristics, market changes, technological advancements, and social and political pressures. This plastic cork machine is an example of a technological advancement. Which of the following is not an interacting factor that affects the level of resistance to change? gender of the change agent gender of the change agent Resistance can be considered to be the interaction of three causes: (1) employee characteristics, (2) change agent characteristics, and (3) the change agent-employee relationship. The characteristics of the employees and change agent consist of their individual differences, actions and inactions, and perceptions of change. ________ is an emotional/behavioral response to real or imagined threats to an established work routine. Radical innovation Resistance to change Resistance to change is an emotional/behavioral response to real or imagined threats to an established work routine. Resistance can be as subtle as passive resignation and as overt as deliberate sabotage. ____________ is a change that represents the introduction of a new practice to an organization but one that is not new to the industry. Adaptive change Innovative change Innovative change is the introduction of a practice that is new to the organization. Studies exploring nurses' perceptions about using PDAs in their daily patient practice found initial resistance, with some nurses concerned about the cost and short technological life cycle of these devices. This is an example of the __________ stage of change. refreezing unfreezing Studies exploring nurses' perceptions about using PDAs in their daily patient practice found initial resistance, with some nurses concerned about the cost and short technological life cycle of these devices—the unfreezing stage. During Lewin's refreezing stage, managers should __________. make employees dissatisfied with the present way of doing things encourage and reinforce the desired change in the employees Managers can assist in refreezing by encouraging employees to exhibit the new change and then, through additional coaching and modeling, by reinforcing the employees in the desired change. A(n) ______ innovation is a change in the way a product or service is conceived, manufactured, or disseminated. process process A process innovation is a change in the way a product or service is conceived, manufactured, or disseminated. Which of the following is an example of a proactive change? Ciara cannot get permission to hire another person until her group misses several deadlines. Ciara explores improvements in bonus structures with her staff and begins to implement them despite the fact that her employees are generally content. When managers talk about "putting out fires," they are talking about reactive change, making changes in response to problems or opportunities as they arise. Proactive change or planned change involves making carefully thought-out changes in anticipation of possible or expected problems or opportunities as is the case with Ciara's exploration of improvements in bonus structure. Which of the following is an example of a force for change originating outside the organization? social and political pressures social and political pressures Forces for change that originate outside the organization include demographic characteristics, market changes, technological advancements, and social and political pressures. The two co-founders of Network Appliance, a data-storage firm in Sunnyvale, California, were feuding with each other because one founder couldn't stick to his decisions, which drove the other founder crazy. A(n) ____________ began working with the warring executives in separate sessions to solve the problem. family doctor organizational behavior specialist The two co-founders of Network Appliance, a data-storage firm in Sunnyvale, California, were feuding with each other because one founder couldn't stick to his decisions, which drove the other founder crazy. An organizational behavior specialist began working with the warring executives in separate sessions to solve the problem. Which of the following is not a supertrend shaping the future of business? more niche products information becoming a competitive advantage "Information is rapidly becoming a profitless commodity, and knowledge is becoming the new competitive advantage," says San Diego management consultant Karl Albrecht. Omar, an OD consultant, is working with members of a cross-functional team to build cohesiveness and practice skills to function better as a team. Omar is conducting the ______ stage of OD. changing treatment or intervention "Treatment" or intervention is the attempt to correct the diagnosed problems. OD activities for implementing planned change include helping group members learn to function as a team, and stimulating better cohesiveness among several work groups. Organizational development is often put into practice by a __________. transformative consultant change agent Often OD is put into practice by a person known as a change agent, a consultant with a background in behavioral sciences who can be a catalyst in helping organizations deal with old problems in new ways. Northstar Insurance is about to install a program that will change the way its adjusters settle claims. Adjusters will be able to complete adjustment and issue the check right at the scene of the accident. Although employees are uncertain this can work, other insurance agencies have been successful with this approach. This represents ________. innovative change innovative change Innovative change is the introduction of a practice that is new to the organization. This form of change involves moderate complexity, cost, and uncertainty. It is therefore apt to trigger some fear and resistance among employees. _______ is the process by which a company compares its performance with that of high-performing organizations. Competitive change Benchmarking Benchmarking is a process by which a company compares its performance with that of high-performing organizations. Which is an inside force for change?Internal forces of change arise from inside the organization and relate to the internal functioning of the organization. They might include low performance, low satisfaction, conflict, or the introduction of a new mission, new leadership.
Is a change that represents the introduction of a practice that is new to an organization but not new to the industry?Innovative change is the introduction of a practice that is new to the organization.
Which of the following is an example of a proactive change Mirabel?Which of the following is an example of a proactive change? Mirabel explores improvements in bonus structures with her staff and begins to implement them despite the fact that her employees are generally content.
What are the stages of the Lewin model for change choose every correct answer?Kurt Lewin developed a change model involving three steps: unfreezing, changing and refreezing. For Lewin, the process of change entails creating the perception that a change is needed, then moving toward the new, desired level of behavior and, finally, solidifying that new behavior as the norm.
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Which of the following is an example of a force for change originating outside the organization?
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