Back to Air Force PDG Chapter 13 - Resource Management
1. Mr Kurt Lewin, a renowned social psychologist, recommended that leaders view change as a three-stage process:
*A. unfreezing, changing, and refreezing
B. recognition, action, and reinforcement
C. identifying, controlling, and intervening
D. recognition, intervention, and changing
13.2.3.
2. Organizational change is defined as:
A. the fear of the unknown or as a threat to people's security
B. the personal resolve to improve perceived weaknesses or character flaws
C. the acceptance of the status quo; the "we've always done it this way" syndrome
*D. the adoption of a new idea or behavior by an organization; establishing new norms
13.3.
3. Organizational change is defined as the adoption of a new idea or behavior by an organization; establishing new norms. These norms can be grouped in various categories, including
*A. technology, tasks, structure, and people norms
B. computers, test equipment, and weapons systems
C. general procedures, job steps, and checklists
D. administrative procedures and evaluation systems
13.3.
4. Kurt Lewin, a renowned social psychologist, viewed change as a three-stage process, unfreezing, changing, and refreezing. The first step, unfreezing is
A. locking in expected outcomes
*B. recognizing the need for change
C. modifying technology, tasks, structure, or distribution of people
D. all of these answers
13.3.1.
5. Kurt Lewin, a renowned social psychologist, viewed change as a three-stage process: unfreezing, changing, and refreezing. Which stage is a deliberate management activity to prepare people for change?
*A. unfreezing
B. changing
C. refreezing
D. all of these answers
13.3.2.
6. When organizational changes are necessary, one of the first reactions is resistance. Four of the most common forms of resistance are:
A. personal, group, unit, and consensus
B. hesitation, loyalty, investment, and dramatic action
C. uncertainty, hesitation, physical, and psychological
*D. uncertainty, self-interest, different perceptions or no felt need to change, and over-determination
13.3.3.
7. Four of the most common forms of resistance to change are uncertainty, self-interest, different perceptions or no felt need to change, and over-determination. Uncertainty is
A. the outward support but internal resistance to change
B. when the structure of a system is a barrier to change
C. the fear of losing one's role or power due to changing environment
*D. a fear of the unknown or seeing the change as a threat to their security
13.3.3.1.
8. Four of the most common forms of resistance to change are uncertainty, self-interest, different perceptions or no felt need to change, and over-determination. Self-interest is
A. the outward support but internal resistance to change
B. when the structure of a system is a barrier to change
*C. a concern for their role and a possible loss of power after changes
D. a fear of the unknown or seeing the change as a threat to their security
13.3.3.2.
9. Four of the most common forms of resistance to change are uncertainty, self-interest, different perceptions or no felt need to change, and over-determination. Different perceptions or no felt need to change is
A. when the structure of a system is a barrier to change
*B. the apparent outward support but internal resistance to change
C. the fear of losing one's role or power due to a changing environment
D. a fear of the unknown or seeing the change as a threat to their security
13.3.3.3.
10. Four of the most common forms of resistance to change are uncertainty, self-interest, different perceptions or no felt need to change, and over-determination. Over-determination is
A. the outward support but internal resistance to change
*B. when the structure of an organization is a barrier to change
C. the fear of losing one's role or power due to a changing environment
D. a fear of the unknown or seeing the change as a threat to their security
13.3.3.4.
11. Five methods leaders employ to reduce and manage resistance to change are Education and Communication, Participation and Involvement, Facilitation and Support, Negotiation and Agreement, and Coercion. The method of Education and Communication is
A. offering incentives to those who continue to resist the change
B. involving those affected by the change in its design and implementation
*C. educating people about the need for and the expected benefits of a change
D. introducing the change gradually and providing additional training if needed to encourage acceptance
13.3.4.1.
12. Five methods leaders employ to reduce and manage resistance to change are Education and Communication, Participation and Involvement, Facilitation and Support, Negotiation and Agreement, and Coercion. The method of Participation and Involvement is
A. offering incentives to those who continue to resist the change
*B. involving those affected by the change in its design and implementation
C. educating people about the need for and the expected benefits of a change
D. introducing the change gradually and providing additional training if needed to encourage acceptance
13.3.4.2.
13. Five methods leaders employ to reduce and manage resistance to change are Education and Communication, Participation and Involvement, Facilitation and Support, Negotiation and Agreement, and Coercion. The method of Facilitation and Support is
A. offering incentives to those who continue to resist the change
B. involving those affected by the change in its design and implementation
C. educating people about the need for and the expected benefits of a change
*D. introducing the change gradually and providing additional training if needed to encourage acceptance
13.3.4.3.
14. Five methods leaders employ to reduce and manage resistance to change are Education and Communication, Participation and Involvement, Facilitation and Support, Negotiation and Agreement, and Coercion. The method of Negotiation and Agreement is
A. involving those affected by the change in its design and implementation
B. introducing the change gradually and providing additional training if needed
*C. offering incentives to those who continue to resist the change
D. educating people about the need for and the expected benefits of a change
13.3.4.4.
15. Five methods leaders employ to reduce and manage resistance to change are Education and Communication, Participation and Involvement, Facilitation and Support, Negotiation and Agreement, and Coercion. The method of Coercion is
*A. the use of force to get people to accept change
B. involving those affected by the change in its design and implementation
C. introducing the change gradually and providing additional training if needed
D. educating people about the need for and the expected benefits of a change
13.3.4.5.
16. Five methods leaders employ to reduce and manage resistance to change are Education and Communication, Participation and Involvement, Facilitation and Support, Negotiation and Agreement, and Coercion. Which method should be used as a last resort?
A. Negotiation and Agreement
B. Participation and Involvement
*C. Coercion
D. Facilitation and Support
13.3.4.5.
17. Kurt Lewin, a renowned social psychologist, viewed any change effort as a three-stage process, unfreezing, changing, and refreezing. The second stage, changing, is
A. recognizing the need for change
B. locking in expected outcomes
*C. modifying technology, tasks, structure, or distribution of people
D. all of these answers
13.4.
18. Kurt Lewin, a renowned social psychologist, viewed any change effort as a three-stage process, unfreezing, changing, and refreezing. The third stage, refreezing, is
A. recognizing the need for change
*B. locking in the desired outcomes and new norms
C. putting the right people in the right job at the right time
D. modifying technology, tasks, structure, or distribution of people
13.5.
19. The PDG describes change as a three-stage process: unfreezing, changing, and refreezing. Refreezing is necessary because without refreezing,
*A. people often return to the old ways
B. people will embrace change without understanding why
C. the organizational structure will collapse
D. no one will recognize the need for change
13.5.1.