Name: 
 

Kelly Ch 5


Multiple Choice
Identify the choice that best completes the statement or answers the question.
 

 1. 
Select the most true statement
a.
Strategic changes are  less intense than incremental changes
b.
Intensity relates to the type of the change
c.
Reactive changes are more intense than anticipatory changes
d.
Organizations become less difficult to change as they increase in size
 

 2. 
Select the change variable that would typically be included in transformational change
a.
Processes
c.
Technology
b.
Mission
d.
Products
 

 3. 
Select the change variable that would typically be included in transactional change
a.
People
c.
Goals
b.
Vision
d.
Culture
 

 4. 
Select the option that does NOT refer to a change model
a.
Nadler & Tushman congruence model
d.
Porter’s five forces model
b.
Sterman's systems dynamic model
e.
Greiner’s model
c.
Burke-Litwin model
 

 5. 
Select which model is described below:

a causal model of transformational and transactional organizational variables represented in an open system

a.
Nadler & Tushman congruence model
d.
Porter’s five forces model
b.
Sterman's systems dynamic model
e.
Greiner’s model
c.
Burke-Litwin model
f.
7- S model
 

 6. 
Select which model which has its roots in  organisational climate studies
a.
Nadler & Tushman congruence model
d.
Porter’s five forces model
b.
Sterman's systems dynamic model
e.
Greiner’s model
c.
Burke-Litwin model
f.
7- S model
 

 7. 
Select which model is described below:

a model for organizational analysis and dynamics including components such as strategy, structure, systems, etc
a.
Nadler & Tushman congruence model
d.
Porter’s five forces model
b.
Sterman's systems dynamic model
e.
Greiner’s model
c.
Burke-Litwin model
f.
7- S model
 

 8. 
Select the option that is least correct when determining what  constitutes emergent (evolving) change
a.
Organisational change is typically achieved through a few radical steps
b.
Change is a political-social process and not analytical-rational one
c.
Organisational change is a continuous process of experimentation and adaptation
d.
The role of managers is not to plan or implement change but to create or cultivate an organisational structure and climate which encourages and sustains experimentation, learning and risk taking, and to develop a workforce that will take responsibility for identifying the need for change and implementing it
 

 9. 
Which of the following is least likely to be used to describe an initial coping response?
a.
 Acceptance
c.
 Anger
b.
 Depression
d.
 Denial
 

 10. 
mc010-1.jpg
Consider the Nadler and Tushman (1989) change model shown above - what is the correct label for item “1” in the diagram?
a.
Environment
d.
Output
b.
Resources
e.
System
c.
Input
f.
Group
 

 11. 
mc011-1.jpg
Consider the Nadler and Tushman (1989) change model shown above - what is the correct label for item “2” in the diagram?
a.
Environment
d.
Output
b.
Resources
e.
System
c.
Input
f.
Group
 

 12. 
Consider the model of organizational performance and change proposed by Burke and Litwin (1992)

mc012-1.jpg
Identify the label for the box marked “G”
a.
Leadership
c.
Motivation
b.
Mission
d.
Culture
 

 13. 
Consider the model of organizational performance and change proposed by Burke and Litwin (1992)

mc013-1.jpg
Identify the label for the box marked “F”
a.
Leadership
d.
Culture
b.
Mission
e.
Skills
c.
Structure
 

 14. 
Nadler and Tushman (1989) outlined Ten principles for large-scale ‘planned’ organizational reorientation
Select the item that is NOT one of those principles
a.
Diagnosis
d.
Centrality
b.
Vision
e.
Magic Leader
c.
Energy
f.
Change agent
 

 15. 
Consider implementing and managing change - identify the least true statement
a.
Emergent change may be managed   through the use of project management tools and techniques
b.
Implementing the change involves translating the change vision into specific actions undertaken by employees. 
c.
There is a need to mobilise commitment to change
d.
Measures are critical components of the control system which guide the change and integrate the initiatives and efforts of various parties.
e.
Change difficulty is determined by change type, complexity and resistance.
 



 
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