Org Change Final Exam Prep

Change agent effectiveness is a function of what three things?

Personality, Vision, and Situation

T/F: In exothermic change situations, energy is liberated by actions.

True

Which of the following characteristics is NOT essential for a change leader?

Rigidity

What are the personal benefits of being a change leader?

It can prove to be educational and career enhancing

What are the three categories of behaviors that change agents give rise to?

Shaping behaviors, framing behaviors, and capacity-creating behaviors

What is the difference between an experienced change agent and an expert change agent according to Miller?

Experts understand that people have a limited capacity to absorb change and power, and sanctions aren't sufficient to convince others

Which type of change agent engages in big-picture thinking about strategic change and understands the fit of systems and structures?

The developmental strategist

External change agents are often hired because of which of the following strengths?

They are independent and credible

What is the main benefit of an internal change agent?

They have knowledge of the systems and norms of how things get done

Change teams may include all of the following people EXCEPT:

A brand-new employee who has fresh eyes on the organization

T/F: Characteristics of a strong change team member are often contradictory.

True

What are the four types of change leaders mentioned in the class?

The _______ champion,

the developmental _______,

the _____ thinker, and

the ______ improver

emotional, strategist, intuitive, continuous

Which of the following is NOT a good design rule for developing a change team?

The change team should be between 15 and 20 members

Which of the following is a challenge of leverage analysis?

* Building ___ support to bridge the gap between early ___ and the early _____

sufficient, adopters, majority

Beer, Eisenstat, and Spector's prescriptive steps to change rely on all of the assumptions except:

* Change is most effective when initiated by:

top management

When does a "doing first strategy" work best?

When the situation is novel and confusing

What is the benefit of creating a commitment analysis chart?

* It analyzes ____ and is instrumental in planning tactics to alter those ______

engagement, predispositions

Change agents should approach change with which of the following attitudes?

Test the limits of their empowerment

What do critical path methods require of planners?

* To identify when the project should be ____ and plan ____ from that point

completed, backward

Which of the following is NOT one of the four major goals of a communication plan?

To brand the change project so people will like it

What will most likely hinder a measurement system from being accepted?

* The process of developing them is perceived as:

unfair

What are Mintzberg and Westley's generic approaches to change?

Think, see, do

Which of the following is a risk of implementing programmatic change?

Over-reliance on a one size fits all solution

T/F: What gets measured affects the direction and outcome of a change initiative.

True

What is a main concern of change agents about measurement and control systems?

* They worry that critics will use measurements:

to undermine the change

All of the following are change levers that Robert Simon suggests focusing on EXCEPT:

Alignment metrics

What is an example of an interactive control?

Market intelligence data

What is the purpose of understanding an organization's belief system in relation to developing measurement systems?

* It allows change leaders to frame ___ according to the ____ _____ of the organization

initiatives, core values

Change leaders should develop their measures based on all of the following EXCEPT who the measures will be:

analyzed by

What are the four perspectives in a strategy map?

Financial, customer, internal, and learning and growth

What is the purpose of a balanced scorecard?

To link capabilities, change strategies, and outcomes

T/F: The financial perspective should always be at the top of the strategy map.

False

T/F: One of the risks measured in the risk exposure calculator is the level of ambiguity present.

True

T/F: There is an optimal risk score that fits all organizations

False

What does a diagnostic control systems enable a change leader to do?

* Understand critical __ *and adjust their approach to accomplish the* ____ _____

performance variables, change goals

What does the DICE framework acronym stand for?

Duration, Integrity, Commitment, Effort

Chapter 8

Chapter 8

T/F: Change always starts from the top down.

False

Which of the following is NOT of of the four themes of bead leadership developed by Malcom Higgs?

* Being so _____ that the leader refuses to change course if the plan is failing

unadaptable

Which of the following is NOT a trend that change leaders need to be aware of?

Simpler, more formulate challenges

According to Duck, a(n) __________ will not change if the __________ do(es) not develop

Organization, individuals in the organization

In order for individuals to shift their mental maps, what is required?

Openness and reflection

T/F:Appreciate Inquiry (AI) is the engagement of individuals in an organizational system in its renewal

True

T/F: All change agents must proceed through their developmental changes by being actively involved in leading a change.

False

What is the difference between an experienced change agents and an expert change agent according to Miller?

Experts understand that people have a limited capacity to absorb change and power, and sanctions aren't sufficient to convince others

Which is more effective at driving change; pull or push tactics?

Both push and pull tactics are effective in their own way, but pull tactics tend to bring everything together under a larger vision

Describe the characteristics that an emotional champion is likely to have.

A persuasive, clear vision that can capture the hearts and minds of employees; the strong belief in a compelling vision of the future that is much different than current state; comfort with ambiguity and risk, challenges accepted ways of doing things

What are Hunsaker's four internal roles a change agent can play?

Catalyst, solution giver, process helper, and resource linker

T/F: The quality of external change agents determines the success of change projects.

False

Provides direction to other members of the change team, keeping in mind external events and the priorities of the organization. It also functions to direct resource requirements, higher-order policies, and major dichotomous decisions

Describe the role of a steering team.

A project manager is responsible for which of the following things in a change project:

Coordinating logistics and tracking progress

T/F: It is usually not necessary for change teams to be highly cohesive.

True

T/F: Change initiative is really best used and practiced by people with formal power.

False

Which of the following is NOT a challenge for middle managers?

Their managers will tell them exactly what decisions to make and how to proceed

What is a rule of thumb change agents should use?

Light many fires that are highly visible and allow change to happen in multiple places at once

Managers must play a significant role in managing change projects. They should continue to practice implementing change in order to learn by doing. They must shoulder the many emotions and reactions of other to dramatic change

expectations of managers during periods of change

Chapter 10

Chapter 10

T/F: What gets measures affects the direction and outcome of a change initiative.

True

Measurement and control systems enable change managers to do all of the following EXCEPT:

Communicate the cultural and emotional effects of the change

Measurement and control occur at what stage in the change process?

Throughout

T/F: Measurement and control systems can impede the process

True

Goals are best set at what level?

Challenging yet atainable

What might interfere with the accuracy of data?

Providing excessive rewards for success

Change leaders should develop their measures based on all of the following EXCEPT:

Who the measures will be analyzed by

Under which circumstance should change agents choose more approximate measures and focus on vision rather than using explicit goal-focused measures?

When complexity and ambiguity are high

Why should change agents be mindful of what are leading versus lagging indicators?

* Leading indicators should be used when initiatives are being measured in real time to evaluate their effectiveness. If change agents use a lagging indicator to evaluate change initiatives, they may discontinue an effective initiative because no immediate gain is identified

change agents being mindful

T/F: Change leaders need to consider how measures can help them think about contingencies and unforeseen circumstances.

True

Which tool is a visual representation of the desired end states and the action paths that will get the organization there?

Strategy map

T/F: When developing a balance scorecard, the customer perspective should focus solely on consumers of the organization's product.

False

The three areas that Simon's risk exposure calculator measures include all of the following EXCEPT:

Competition

Little positive change will occur is there is no pressure to change or encouragement of risk taking. The organization may atrophy over time, and when change is needed, they may not be able to adapt

dangers of an organization with low risk

Commitment needs to be measured on what two levels?

Senior management and employees

It identifies concrete things that can be done to manage risk. It is a process-oriented approach that predicts the success of a change initiative

purpose of using the DICE model

At the end of a change project, measures shift in what way?

Measures are used to determine impact rather than be diagnostic in nature

Which of the following is NOT a guideline to select and deploy measures well?

Focus on measures that were previously used to determine the success of the organization

T/F: Change leaders should make every effort to create the most precise measurement systems possible.

False

What are the four types of change leaders mentioned in the class?

a. The emotional champion, the developmental strategist, the intuitive adapter, and the continuousimprover

b. The charismatic speaker, the quiet leader, the thoughtful relationship builder, and the small winmaker

c. The persuasive strategist, the intuitive planner, the brilliant thinker, and the ferocious fighter

d. The developmental strategist, the charismatic speaker, the brilliant planner, and the intuitiveimprover

A

What are the personal benefits of being a change leader?

a. It gives the change leader a chance to deal with failure

b. It causes them to be more peripheral to the organization

c. It can prove to be educational and career enhancing

d. It doesn't challenge an individual's view of organizations

C

Change agent effectiveness is a function of what three things?

a. Charisma, action, and situation

b. Personality, vision, and situation

c. Personality, reputation, actiond. Situation, urgency, personality

B

In exothermic change situations, energy is liberated by actions.

a. True

b. False

A

Which of the following characteristics is not essential for a change leader?

a. Communication and interpersonal skills

b. Determination

c. Flexibilityd. Rigidity

D

What are the three categories of behaviors that change agents give rise to?

a. Intelligence-inspiring behaviors, framing behaviors, and capacity-creating behaviors

b. Shaping behaviors, framing behaviors, and experimentation behaviors

c. Shaping behaviors, framing behaviors, and capacity-creating behaviors

d. Creativity-inspiring behaviors, empowering behaviors, and framing behaviors

C

. What is the difference between an experienced change agent and an expert change agent according to Miller?

a. Experienced agents believe that powerful communication will convince people to sign on to a change

b. Experts understand that people have a limited capacity to absorb change and power, and sanctions aren't sufficient to convince others

c. Experts believe that people may not be ready to change, so a comprehension plan must be developedto implement the vision

d. Experienced agents understand that clear communication is the key to getting others on board withchange

B

Which type of change agent engages in big-picture thinking about strategic change and understands the fit of systems and structures?

a. The emotional champion

b. The intuitive adapter

c. The developmental strategist

d. The continuous improver

C

What is the main benefit of an internal change agent?

a. They have defining relationships with people within the organization that make them objective

b. They have the highest level of specialized skills for the job

c. They tend to have plenty of power to affect the change

d. They have knowledge of the systems and norms of how things get done

D

External change agents are often hired because of which of the following strengths?

a. They are a frugal option for organizations with tight budgets

b. They are independent and credible

c. They have deep knowledge of the organization

d. They can take charge of final decision making

B

Which of the following is not a good design rule for developing a change team?

a. Consider every piece of information fair game to discuss

b. Decisions are made swiftly

c. The change team is incentivized with financial rewards based on performance

d. The change team should be between 15 and 20 members.

D

Change agents should approach change with which of the following attitudes?

a. Work to acquire necessary authority before attempting change

b. Continue with a change project only when management's approval has been obtained

c. Understanding the concrete lines of systems boundaries

d. Test the limits of their empowerment

D

What are Mintzberg and Westly's generic approaches to change?

a. Stop, look, listen

b. Plan, ask, do

c. Think, see, do

d. Try, fail, try again

C

When does a "doing first strategy" work best?

a. When creativity, commitment, and communication are most essential

b. When the situation is novel and confusing

c. When data are clear and reliable

d. When discipline can be established in routine processes

B

Beer, Eisenstat, and Spector's prescriptive steps to change rely on all of the assumptions except:

a. A fundamental cooperative orientation and commonality of goals

b. Change is most effective when initiated by top management

c. Change will evolve over time

d. Shared vision is possible

B

What do critical path methods require of planners?

a. For planners to only focus on the critical tasks

b. To estimate based on past experience how long the project will take

c. To identify when the project should be completed and plan backward from that point

d. To critically assess the plans of others against the reality of time and resources

C

What is the benefit of creating a commitment analysis chart?

a. It can exhibit to others that you are prepared for the change

b. It is a useful project management tool since it divides responsibilities

c. It relies on the emotional response of stakeholders

d. It analyzes engagement and is instrumental in planning tactics to alter those predispositions

D

Which of the following is a challenge of leverage analysis?

a. It does little to move people on the adoption continuum

b. Building sufficient support to bridge the gap between early adopters and the early majority

c. It can only be done with an outsider's objective view of the organization

d. Any employee's support can be used to leverage support, so it is often difficult to choose who to focus on

B

Which of the following is not one of the four major goals of a communication plan?

a. To brand the change project so people will like it

b. To infuse a need for change into the organization

c. To keep people informed

d. To communicate impacts the change will have on each person

A

What gets measured affects the direction and outcome of a change initiative.

a. True

b. False

A

What is a main concern of change agents about measurement and control systems?

a. They worry that measurement systems aren't properly calibrated

b. They worry that measurement systems don't accurately represent the work they put into the project

c. They worry that critics will use measurements to undermine the change

d. They worry that measuring will take too much time

C

What will most likely hinder a measurement system from being accepted?

a. It's not clear

b. The follow-up is too arduous

c. There are too many measurements

d. The process of developing them is perceived as unfair

D

Change leaders should develop their measures based on all of the following except:

a. How quickly the information is needed

b. Who the measures will be analyzed by

c. How accurate the information must be

d. How much it will cost

B

All of the following are change levers that Robert Simon suggests focusing on except:

a. Interactive controls

b. Diagnostic controls

c. Alignment metrics

d. Belief systems

C