WGU C721 CHANGE MANAGEMENT
EXAM QUESTIONS WITH COMPLETE
ANSWERS
Transformational Change - ANSWER-The emergence of a new, unknown state for
the organization.
Dunphy and Stace's Model - ANSWER-4 Levels: Fine-tuning, Incremental
Adjustment, Modular Transformation, and Corporate Transformation.
Fine-Tuning - ANSWER-Refining policies, methods, and procedures.
Incremental Adjustment - ANSWER-Predictable changes that evolve slowly and
systematically at a constant rate over time.
Modular Transformation - ANSWER-Radical focused on business units &
departments such as
restructuring divisions or departments.
Corporate Transformation - ANSWER-Involves a radical shift in the business
strategy and changes in vision, mission, culture, and systems.
Balogun and Hope-Hailey's Model - ANSWER-4 Levels: Evolution, Adaptation,
Revolution and Reconstruction.
Evolution - ANSWER-Change is incremental but transformation is the result.
Adaptation - ANSWER-Change is incremental and the end result is realignment.
Revolution - ANSWER-Change is big bang and transformational.
Reconstruction - ANSWER-Change is big bang combined with realignment.
Tactical Changes - ANSWER-Require leadership styles and skills that use long-term
thinking and vision, excellent people skills, and strong problem-solving skills.
Tichy's Model - ANSWER-Explains change from a combination of external forces
(political, technical, and cultural) that affect internal organizational systems.
Open-Systems Framework (Katz & Kahn) - ANSWER-Has 3 Phases: Input,
Through-put & Output.
Based on the premise that to be successful, organizations must obtain scarce or
valued resources and effectively integrate and increase their value through
integrated systems.
, Contingency Alignment Framework (Fielder & Weisbord) - ANSWER-Has 3 Phases:
Input, Transformation & Output.
Also has 7 Dimensions: vision and strategy, structure, people, measurement
systems, nature of work, culture, and technology which should all FIT and work
TOGETHER.
The Stakeholder Approach (Freeman) - ANSWER-Enable users to identify groups,
their "ethics," and how each affects and is affected by an organization's change.
Stakeholder - ANSWER-Any group or individual who can affect or is affected by the
achievement of the organization's objectives.
Top-down Approach - ANSWER-Gains top management commitment and
involvement in order to significantly affect intended changes.
Collaborative Approach - ANSWER-Involves professionals who are affected by
changes and who support the changes to the organization.
Facilitation Approach - ANSWER-Skilled dialogue and discussion, listening and
feedback when identifying the strengths and weaknesses of an organization.
Analytical Approach - ANSWER-Examines data, diagnoses present problems, and
motivates change to resolve issues.
Design Approach - ANSWER-Leaders and managers develop meaningful work
climates where organizational members can accomplish their goals and objectives in
healthy ways.
Resource Dependency Theory (Aldrich and Pfeffer) - ANSWER-Organizations were
dependent on the environments in which they operated.
Systems Contingency Model (Congruence model) - ANSWER-"Best Fit"
Organizational Life-Cycle Model - ANSWER-5 Phases: Entrepreneurial, Collectivity,
Formalization, Elaboration, Revitalization or Decline. Can't grow into another stage
w/out a crisis.
Organizational Development Specialists - ANSWER-Focus on the process of how
leaders, managers and employees communicate, relate, strategize, sell and solve
problems.
Planned change begins with - ANSWER-Learning to read, interpret, and respond to
trends triggered in external environments.
External Forces - ANSWER-Technological, Economic, Environmental, Government
& Political, Sociocultural, Globalization, and Natural / Human.
Internal Forces - ANSWER-Technological, Economic, Political-Legal and
Sociocultural.
EXAM QUESTIONS WITH COMPLETE
ANSWERS
Transformational Change - ANSWER-The emergence of a new, unknown state for
the organization.
Dunphy and Stace's Model - ANSWER-4 Levels: Fine-tuning, Incremental
Adjustment, Modular Transformation, and Corporate Transformation.
Fine-Tuning - ANSWER-Refining policies, methods, and procedures.
Incremental Adjustment - ANSWER-Predictable changes that evolve slowly and
systematically at a constant rate over time.
Modular Transformation - ANSWER-Radical focused on business units &
departments such as
restructuring divisions or departments.
Corporate Transformation - ANSWER-Involves a radical shift in the business
strategy and changes in vision, mission, culture, and systems.
Balogun and Hope-Hailey's Model - ANSWER-4 Levels: Evolution, Adaptation,
Revolution and Reconstruction.
Evolution - ANSWER-Change is incremental but transformation is the result.
Adaptation - ANSWER-Change is incremental and the end result is realignment.
Revolution - ANSWER-Change is big bang and transformational.
Reconstruction - ANSWER-Change is big bang combined with realignment.
Tactical Changes - ANSWER-Require leadership styles and skills that use long-term
thinking and vision, excellent people skills, and strong problem-solving skills.
Tichy's Model - ANSWER-Explains change from a combination of external forces
(political, technical, and cultural) that affect internal organizational systems.
Open-Systems Framework (Katz & Kahn) - ANSWER-Has 3 Phases: Input,
Through-put & Output.
Based on the premise that to be successful, organizations must obtain scarce or
valued resources and effectively integrate and increase their value through
integrated systems.
, Contingency Alignment Framework (Fielder & Weisbord) - ANSWER-Has 3 Phases:
Input, Transformation & Output.
Also has 7 Dimensions: vision and strategy, structure, people, measurement
systems, nature of work, culture, and technology which should all FIT and work
TOGETHER.
The Stakeholder Approach (Freeman) - ANSWER-Enable users to identify groups,
their "ethics," and how each affects and is affected by an organization's change.
Stakeholder - ANSWER-Any group or individual who can affect or is affected by the
achievement of the organization's objectives.
Top-down Approach - ANSWER-Gains top management commitment and
involvement in order to significantly affect intended changes.
Collaborative Approach - ANSWER-Involves professionals who are affected by
changes and who support the changes to the organization.
Facilitation Approach - ANSWER-Skilled dialogue and discussion, listening and
feedback when identifying the strengths and weaknesses of an organization.
Analytical Approach - ANSWER-Examines data, diagnoses present problems, and
motivates change to resolve issues.
Design Approach - ANSWER-Leaders and managers develop meaningful work
climates where organizational members can accomplish their goals and objectives in
healthy ways.
Resource Dependency Theory (Aldrich and Pfeffer) - ANSWER-Organizations were
dependent on the environments in which they operated.
Systems Contingency Model (Congruence model) - ANSWER-"Best Fit"
Organizational Life-Cycle Model - ANSWER-5 Phases: Entrepreneurial, Collectivity,
Formalization, Elaboration, Revitalization or Decline. Can't grow into another stage
w/out a crisis.
Organizational Development Specialists - ANSWER-Focus on the process of how
leaders, managers and employees communicate, relate, strategize, sell and solve
problems.
Planned change begins with - ANSWER-Learning to read, interpret, and respond to
trends triggered in external environments.
External Forces - ANSWER-Technological, Economic, Environmental, Government
& Political, Sociocultural, Globalization, and Natural / Human.
Internal Forces - ANSWER-Technological, Economic, Political-Legal and
Sociocultural.
