WGU CHANGE MANAGEMENT AND INNOVATION - C208 ASSESSMENT V1
1. Which three individuals within an organization could play the role of change
agent: ceo
consultant
employee
2. Which of the eight steps described by Kotter is the first step a change leader
takes when implementing a change: Establishing a sense of urgency
3. Place the stages of Everett Roger's Diffusion of Innovation model in order
from 1 (earliest stage) to 5 (latest stage): knowledge
persuasion
decision
implementation
confirmation
4. The head of human resources of a large company is considering changes to
the employee benefits program but is unsure how the employees will respond
to these changes
Which type of change model should this person employ?: Descriptive
5. Which two statements characterize low end disruption: it is an innovation that
is good enough
it evolves over time into a product with more features
6. Which approaches would be appropriate for communicating change initia-
tives?
Choose 2 answers: Communicating change initiatives through email
Explaining why the change is needed
7. What is essential for a leader to communicate when undertaking organiza-
tional change?: a consistent vision of the end result of the change
8. how should training be viewed during organizational change: as a worth-
while investment in a successful transition
9. How can a leader connect with employees to help sustain organizational
change?: offering positive feedback
10. Which approach is proven and effective in using reinforcements to sustain
change?: Directing leaders to focus on profit-driven goals, market share, and em-
ployee satisfaction
11. What is a common cause for the failure of organizational change: unclear
goals
12. Which role does creative tension play in organizational change according
to Peter Senge?: It drives people to bring reality in line with their vision
13. which emotion is prevalent among almost all employees during the
process of organizational change?: anger
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, WGU CHANGE MANAGEMENT AND INNOVATION - C208 ASSESSMENT V1
14. which practice can lead to unconscious resistance to attempts at organi-
zational change?: tiring staff with unrelated demands
15. how can leaders effectively address resistance to change through commu-
nications: by being consistent, open, and empathetic
16. How do mental model impact individuals' responses to organizational
change according to Black and Gregersen?: Mental models can become barriers
that prevent stakeholders' from perceiving the need for change
17. Which scenario is an example of on e of Black and Gregersen's strategies
for overcoming barriers to change: A CEO champions a change process by both
accepting responsibility and providing clear metrics for the change initiatives
18. How should leaders view difficult questions and serious concerns from
employees about change initiatives: as indications that the leadership team has
failed to plan appropriately
19. How is responding to change resistance in the non-profit sector different
from in the the private sector?: many employees are strongly committed to orga-
nizations mission.
20. case study:
How could the management team at the pharmaceutical company better imple-
ment the change: hire and outside consulting firm to help lead the change initiative
21. What are the most essential skills required by the leader of an organization
experiencing revolutionary change?: directive and decisive guidance
22. what is most important when leading an organization through disruptive
change: cooperation
23. which question must be asking in forming a contingency plan for a change
initiative?: what if
24. The CEO of a leading automobile manufacturing company is concerned
about the long-range prospects of oil scarcity and its impact on the company.
Which two change management strategies would be appropriate to address
the CEO's concerns: Hire an outside market research company to study future
trends and how they may impact business
hold a brainstorming session with the executive management team to assess the
risk or opportunity of alternative fuel technologies
25. What is the most basic role of a leader in promoting organizational change-
: modeling change from the top of the organization
26. Which aspect is essential to being effective in the ADKAR change manage-
ment process: Being willing to adapt the steps of a plan
27. How can extensive training increase employee participation: by helping
employees feel comfortable with the new procedures
2/6
1. Which three individuals within an organization could play the role of change
agent: ceo
consultant
employee
2. Which of the eight steps described by Kotter is the first step a change leader
takes when implementing a change: Establishing a sense of urgency
3. Place the stages of Everett Roger's Diffusion of Innovation model in order
from 1 (earliest stage) to 5 (latest stage): knowledge
persuasion
decision
implementation
confirmation
4. The head of human resources of a large company is considering changes to
the employee benefits program but is unsure how the employees will respond
to these changes
Which type of change model should this person employ?: Descriptive
5. Which two statements characterize low end disruption: it is an innovation that
is good enough
it evolves over time into a product with more features
6. Which approaches would be appropriate for communicating change initia-
tives?
Choose 2 answers: Communicating change initiatives through email
Explaining why the change is needed
7. What is essential for a leader to communicate when undertaking organiza-
tional change?: a consistent vision of the end result of the change
8. how should training be viewed during organizational change: as a worth-
while investment in a successful transition
9. How can a leader connect with employees to help sustain organizational
change?: offering positive feedback
10. Which approach is proven and effective in using reinforcements to sustain
change?: Directing leaders to focus on profit-driven goals, market share, and em-
ployee satisfaction
11. What is a common cause for the failure of organizational change: unclear
goals
12. Which role does creative tension play in organizational change according
to Peter Senge?: It drives people to bring reality in line with their vision
13. which emotion is prevalent among almost all employees during the
process of organizational change?: anger
1/6
, WGU CHANGE MANAGEMENT AND INNOVATION - C208 ASSESSMENT V1
14. which practice can lead to unconscious resistance to attempts at organi-
zational change?: tiring staff with unrelated demands
15. how can leaders effectively address resistance to change through commu-
nications: by being consistent, open, and empathetic
16. How do mental model impact individuals' responses to organizational
change according to Black and Gregersen?: Mental models can become barriers
that prevent stakeholders' from perceiving the need for change
17. Which scenario is an example of on e of Black and Gregersen's strategies
for overcoming barriers to change: A CEO champions a change process by both
accepting responsibility and providing clear metrics for the change initiatives
18. How should leaders view difficult questions and serious concerns from
employees about change initiatives: as indications that the leadership team has
failed to plan appropriately
19. How is responding to change resistance in the non-profit sector different
from in the the private sector?: many employees are strongly committed to orga-
nizations mission.
20. case study:
How could the management team at the pharmaceutical company better imple-
ment the change: hire and outside consulting firm to help lead the change initiative
21. What are the most essential skills required by the leader of an organization
experiencing revolutionary change?: directive and decisive guidance
22. what is most important when leading an organization through disruptive
change: cooperation
23. which question must be asking in forming a contingency plan for a change
initiative?: what if
24. The CEO of a leading automobile manufacturing company is concerned
about the long-range prospects of oil scarcity and its impact on the company.
Which two change management strategies would be appropriate to address
the CEO's concerns: Hire an outside market research company to study future
trends and how they may impact business
hold a brainstorming session with the executive management team to assess the
risk or opportunity of alternative fuel technologies
25. What is the most basic role of a leader in promoting organizational change-
: modeling change from the top of the organization
26. Which aspect is essential to being effective in the ADKAR change manage-
ment process: Being willing to adapt the steps of a plan
27. How can extensive training increase employee participation: by helping
employees feel comfortable with the new procedures
2/6
