HRM 587 Final Exam (Package for 2

Versions)
Purchase here

https://sellfy.com/p/ldi1

Product Description

HRM 587 Week 8 Final Exam (Version

1)

1. (TCO All) For the next set of questions, you will

first select ONE of the TCOs of the course. Then,
you will be asked to write an essay about the project
you worked on this term over your two companies
change program based on the TCO you selected
above. Select the TCO your essay question will
cover:
2. (TCOs A,E) Your project this term asked you to
compare and contrast two companies change
projects or programs for change. This question will
review what you learned about the change projects
in a continuation of your project......Recall that
external and internal pressures often impact
implementation of change in companies. For this
question, please write an essay answering these
questions: A. Define specific (at least 2 each)
external and internal pressures that will (or did)
affect the implementation of the changes in your two
companies. (10 points) B.Name two strategies of
handling these pressures that you would (have)
suggested to the company leaders as being the most

effective in managing those pressures during the

implementation phase. (10 points) C. Defend your
positions with details about why you feel your
strategies would assist with handling these
pressures. (15 points) (Points : 35)
3. (TCOs E,H) Your project this term asked you to
compare and contrast two companies change
projects or programs for change. This question will
review what you learned about the change projects
in a continuation of your project.......You will assess
the sustainability of the changes which occurred in
the companies you studied. Select ONE of the
company change programs for your answer to this
question and state it here. Assess the change
project. Was it successful or unsuccessful in your
opinion? What will it take (what are some steps the
company can, should, or DID take) to make it
SUSTAINABLE? What theories did you consider in
coming to this conclusion? Do you think this change
will still be in place in one, five, or ten years? Why or
why not?(Points : 35)
4. (TCO All) This question does not address your

course project. This change scenario is envisioned

instead, for this question. First, the scenario, and
then the question. Scenario: You have been asked
to handle a project where the company is going to
close the plant in your company and offer all of the
workers an option of taking a buy-out severance
package which is quite generous OR relocate to
another state, where the business climate is much
better (but the cost of living is higher and the style of
living is lower).......The question: This term, we
studied organizational development theory versus
the more systematic nStep method of conducting a
change process. What would be the pros/cons of
using OD theory for this change project? What would
be the pros/cons of using nStep? Which nStep would
you recommend for this if you use one? Of the two
methods (nStep or OD), which would you
recommend we use for this particular change
program? Why? (Points : 35)
5. (TCOs C,D) Your project this term asked you to
compare and contrast two companies change
projects or programs for change........Consider ONE

of your companys change projects (not both

companies just one.) State the company and the
change process/program/project. Name the leader of
the change from that company. Answer the following
questions about that change:A. Would you
characterize your leader as the change sponsor or
the change implementer of this change? Or was
this leader in fact both? Describe the difference
between a sponsor of change and an implementer of
change, why they are both important, and why you
feel your leader was one or the other.B. Evaluate the
leaders implementation of the change as it
compared to the companys vision and mission
statement. Were they aligned? Did this alignment (or
misalignment) contribute to the success or failure of
the change? Why or why not? (Points : 35)
1. (TCO A) When JetBlue left their customers sitting
on the tarmac for hours on Valentines Day, and their
CEO was ultimately terminated as a result, the
company was responding to (pick the best
group) (Points : 7)
2. (TCO A) Which of the following best shows forces

for change vs. forces for stability? (Points : 7)

3. (TCO B) Which of the following best defines the
congruence model of diagnosing change? (Points :
7)
4. (TCO C) The Burke-Litwin model states that there
are four transformational factors of change. Identify
the answer below which contains at least three of
those factors. (Points : 7)
4. (TCO B) During the diagnosis for change period, it
is important to analyze the stakeholders for their
readiness to change. Using the power-interest
matrix, you review the level of interest and amount of
power of stakeholders and determine the
following: (Points : 7)
5. (TCO C) This organization is running like
clockwork! This statement by a company leader is
likely to result in no change because(Points : 7)
6. (TCO D) The art of a leader managing the
meaning of a vision for followers and aligning it with
his or her values is called (Points : 7)
7. (TCO F) The Emotional Intelligence domains and
associated competencies are used to help us

determine when a potential change agent, or person,

is ready for leadership. When a person exhibits the
competencies of integrity, initiative, and optimism,
we know he or she has reached the stage
of (Points : 7)
8. (TCO G) One day, while on the company elevator,
the head of HR is talking to the CEO and doesnt
realize his speaker phone is on when the CEO asks,
Do you think that we can afford to keep the
downtown branch of the company open? Or is it time
to think about across-the-board layoffs? The HR
head frowns, turns off the speaker and replies, Ill
call you later and hangs up. Four employees from
the downtown branch are on the elevator and hear
this comment. The HR head tells the four employees
(whose names he does not know), Say nothing
about this. You heard nothing. They immediately
rush to their cubicles and begin spreading the word.
The gossip has hit the entire department and local
news agencies by the 6:00 news that night. The
CEO is featured saying, This is nothing but a rumor
at this point. We have no current plan to lay off

anyone. This is an example of what type of

communication plan on the part of the
CEO? (Points : 7)
9. (TCO G) Toxic handlers, as related to change
management communication, do the
following: (Points : 7)
10. (TCO H) A sign that a change is sustained
could be seen as (Points : 7)
11. (TCOs G,H) Review this story and pick the best
answer based on your understanding of change
management practices: Company X,Y,Z establishes
a vision for change where cutting costs is critical to
our survival and establishes a reward system to the
department which cuts costs the most in one
quarter, and states it will be a department-based
reward system for the next four quarters. By the
most the management establishes, the cuts will be
valued by a somewhat complicated algorithm % and
$$ of cut in the total expense budget. The sales
team goes for the gold and cuts their travel budget
by 50%, which is by far the biggest department cut in
both $ and %. They win the 1st quarter reward. In

quarter 2, the IT team cuts expenses the most by

ending the purchase of all new software or PCs. In
quarter 3, the production line cuts their expenses the
most by laying off 60% of the workers (sales have
dropped significantly and technology problems have
slowed production, so this was needed
anyway.) (Points : 8)

HRM 587 Week 8 Final Exam (Version

2 -Essay Type)
TCO A

Compile the change management

imperatives that will go into making this a

successful change project.

Construct a set of strategies that

managers can use to help employees cope
with complex change.

Persuade the managers involved in this

change that the imperatives that you
identified and the strategies to help
employees cope with change will help them

manage the complex realities of this change

project. (Points: 30)
TCO B

Construct a model of change that reflects

the reality of change in modern organizations

and reflects your beliefs about change.

Think of an organizational change that you

believe should be implemented in an
organization where you work now, or one you
worked for in the past. Create a plan to
implement change by integrating your change
model.

Plan a system to measure how your model

will impact the organization.
TCO C

Evaluate the various types of change

pressure that might impact the organization in
terms of: (a) staffing levels, and (b) corporate
branding.

You are further asked to compile a list that

compares each potential force for change to

the stability of the organization.

Speculate as to why some of these

potential pressures on organizations to
change do not impact all organizations in the
same way. (Points: 30)
TCO D

Appraise the cultural impact of this

change on the employees who will move from

government to private sector employment.

Speculate on the changes that will come

to the strategic behaviors of the new
privatized organization compared to the
government organization.

Propose a plan that will help bring

alignment between former government
employees and the new strategy that they will
have to work within. (Points: 30)
TCO E

Compose a likely set of reasons why

people will resist this change.

Appraise the most effective and least

effective strategies for overcoming the
resistance to the change identified in the
scenario.

Devise a plan to implement the most

effective approaches to reducing change
resistance. (Points: 30)
TCO F

Appraise two approaches to diagnosing

organizational change, pointing out what

works and what does not work in effective
organizational diagnosis.

Construct your own version of an effective

diagnostic model using the best elements of
other models. Be specific about the
components of the model you create.

Create a strategy that will measure the

effectiveness of your diagnostic model.
(Points: 30)

TCO G

Help yourself by generating a checklist of

key attributes of a good change

communication plan.

Then, compose an example change

communication using an appropriate scenario.

Finally, formulate a methodology to

measure the success of your communication
plan. (Points: 30)
1.