AFH 1 E5 Study Guide Chapter 13 exam
fully solved & updated
Resistance - ANSWER-What is the first reaction to change?
well thought out plan - ANSWER-An essential element for preventing or
overcoming resistance to change is establishing what?
Planning - ANSWER-What enables the change agent to build confidence,
anticipate questions, develop courses of action, and address opposing
perceptions?
Distrust
Uncertainty
Self-Interest
Different Perception/No Felt Need to Change
Over-Determination - ANSWER-What are the five most common responses to
change?
Distrust - ANSWER-Imposed change that significantly affects an organization will
often be met with tough questions to ensure the change purpose and intent is
clearly understood. Leaders who are not prepared to clarify or explain thought
processes behind the change will not easily overcome employee doubt and will
struggle to gain employee buy in. This is a description of what response to
change?
Uncertainty - ANSWER-When faced with impending change, people may
experience fear of the unknown or see the change as a threat to organizational
stability and their job security. Employees may wonder if they will still have a job,
if they will be able to do the new job, or if they will have to learn a new program or
process. This is a description of what response to change?
, Self-Interest - ANSWER-People often consider the position they currently have or
their role in the existing environment and question the direction and capabilities
of those in positions of power after the change is implemented. This is a
description of what response to change?
Different Perception/No Felt Need to Change - ANSWER-Even if you think people
recognize the need for change, they may see the situation differently, particularly
if the change has been dropped on them. Maintain an environment of open
communication to build support for the change and reduce the amount of
employees who inwardly resist it. This is a description of what response to
change?
Over-Determination - ANSWER-Ironically, organizational structure may be a
barrier to change. For example, a mechanistic structure that relies on strict
procedure and lines of authority may be so rigid that it inhibits change and
possibly damages professional relationships. This is a description of what
response to change?
open communication - ANSWER-What is necessary throughout the change
process and helps reduce uncertainity?
Education - ANSWER-What should we provide people with about the need for and
expected results of a change should reduce resistance?
Participation - ANSWER-Leaders reduce resistance by actively involving those
affected in designing and implementing change.
Involvement - ANSWER-What in the change process helps generate ownership
and commitment to the people performing the change?
Facilitation and Support - ANSWER-Leaders should introduce the change to
employees gradually and provide additional training, if needed. Reinforcement
and encouragement help facilitate the power of high expectations throughout the
organization
Negotiation and Agreement - ANSWER-Leaders may choose to offer incentives to
those who continue to resist the change. In difficult times, negotiated agreements
can help focus and remind employees of the changes agreed upon as the change
process progresses.
fully solved & updated
Resistance - ANSWER-What is the first reaction to change?
well thought out plan - ANSWER-An essential element for preventing or
overcoming resistance to change is establishing what?
Planning - ANSWER-What enables the change agent to build confidence,
anticipate questions, develop courses of action, and address opposing
perceptions?
Distrust
Uncertainty
Self-Interest
Different Perception/No Felt Need to Change
Over-Determination - ANSWER-What are the five most common responses to
change?
Distrust - ANSWER-Imposed change that significantly affects an organization will
often be met with tough questions to ensure the change purpose and intent is
clearly understood. Leaders who are not prepared to clarify or explain thought
processes behind the change will not easily overcome employee doubt and will
struggle to gain employee buy in. This is a description of what response to
change?
Uncertainty - ANSWER-When faced with impending change, people may
experience fear of the unknown or see the change as a threat to organizational
stability and their job security. Employees may wonder if they will still have a job,
if they will be able to do the new job, or if they will have to learn a new program or
process. This is a description of what response to change?
, Self-Interest - ANSWER-People often consider the position they currently have or
their role in the existing environment and question the direction and capabilities
of those in positions of power after the change is implemented. This is a
description of what response to change?
Different Perception/No Felt Need to Change - ANSWER-Even if you think people
recognize the need for change, they may see the situation differently, particularly
if the change has been dropped on them. Maintain an environment of open
communication to build support for the change and reduce the amount of
employees who inwardly resist it. This is a description of what response to
change?
Over-Determination - ANSWER-Ironically, organizational structure may be a
barrier to change. For example, a mechanistic structure that relies on strict
procedure and lines of authority may be so rigid that it inhibits change and
possibly damages professional relationships. This is a description of what
response to change?
open communication - ANSWER-What is necessary throughout the change
process and helps reduce uncertainity?
Education - ANSWER-What should we provide people with about the need for and
expected results of a change should reduce resistance?
Participation - ANSWER-Leaders reduce resistance by actively involving those
affected in designing and implementing change.
Involvement - ANSWER-What in the change process helps generate ownership
and commitment to the people performing the change?
Facilitation and Support - ANSWER-Leaders should introduce the change to
employees gradually and provide additional training, if needed. Reinforcement
and encouragement help facilitate the power of high expectations throughout the
organization
Negotiation and Agreement - ANSWER-Leaders may choose to offer incentives to
those who continue to resist the change. In difficult times, negotiated agreements
can help focus and remind employees of the changes agreed upon as the change
process progresses.
