Organization Change Theory and Practice 5th Edition Warner Burke Test Bank

Organization Change Theory and
Practice 5th Edition Warner Burke Test

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Instructor Resource
Burke, Organization Change, 5th edition
SAGE Publishing, 2018
Chapter 7: Organization Change: Research and Theory
Test Bank
Multiple Choice
1. Friedlander and Brown’s (1974) review of early organization change research framed
their review in terms of two types of interventions that led to outcomes. The two
categories of interventions were ______.
A. people and systems
B. people and technology
C. structure and technology
D. systems and structure
Ans: B
Cognitive Domain: Comprehension
Answer Location: Reviews of Organization Change Research
Difficulty Level: Medium
AACSB Standard: Systems and processes in organizations
2. Faucheux, Amado and Laurent (1982) broadened Friedlander and Brown’s (1974)
context of organization change by adding a linkage between a given organization and
______.
A. its leadership context
B. its values
C. the society within which it resides
D. success as measured by profitability
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Ans: C
3. Beer and Walton (1987) described which of the following four types of problems with
organization change research?
A. The research attempts to determine causation.
B. Most organization change research takes snapshot rather than a longitudinal view.
C. Imprecise interpretation of the data due to ignoring environmental and historic

contest.
D. The way the results were reported were not user (management)-friendly.
E. All of these.
Ans: E
4. Another problem with early organization change research is that ______.
A. the research objective should, but did not always, dictate the research methodology
B. researchers included too many variables in their change models
C. there were too many change models
D. there was not enough agreement between researchers on how to measure the
variables
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Ans: A
5. What is alpha change?
A. another term for “first order” change
B. a recalibration of an interval along some constant dimension of reality
C. a difference that occurs among a relatively stable dimension of reality, typically

measured comparatively, before and after the intervention
D. a major change in the perspective or frame of reference within which phenomena are
perceived and classified
Ans: C
Cognitive Domain: Knowledge
Difficulty Level: Easy
6. What is beta change?
A. another term for “first order” change

D. a major change in the perspective or frame of reference within which phenomena are
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Ans: B
7. What is gamma change?
A. another term for “first-order” change

D. A major change in the perspective or frame of reference within which phenomena are
Ans: D
Answer Location: Review of Organization Change Research
8. Alpha, beta and gamma change illustrate that ______.
A. measurable change occurs in an orderly fashion
B. predicting what might change during an intervention is not simple
C. change is congruent with what you measure
D. none of these
Ans: B
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9. Which of the following physical sciences precipitated a change in organization

change research methods?
A. chaos theory
B. nonlinear systems theory
C. fractal theory
D. all of these
Ans: D
Answer Location: Recent Approaches to Research and Theory
AACSB Standard: Integrating knowledge across fields
10. The complex systems approach to organization change research takes into account
______.
A. patterns of interconnections among variables
B. the fact that patterns of interconnections and the strength associated with each
interconnection may vary
C. that organization change occurs over time and that change measurements will vary
over time
D. all of these
Ans: D
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11. A phase space depicts ______.
A. any discrete change
B. a discrete change that occurs within a designated time period
C. multiple behavioral measurements over time
D. multiple behavioral measurements within a given time period
Ans: C
12. What is an attractor?
A. a pattern of behavior that can be traced over time
B. a discrete pattern of behavior
C. an irrelevant pattern of behavior that detracts from the variable being investigated
D. none of these
Ans: A
Answer Location: Recent Approaches
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13. First-order change is to evolutionary change as ______.
A. second-order change is to transformational change
B. second-order change is to revolutionary change
C. second-order change is to episodic change
D. all of these
Ans: D
Cognitive Domain: Analysis
14. The planned organization change model developed by Porras (1987) is grounded in
______.
A. chaos theory
B. no theory
C. open system theory
D. revolutionary theory
Ans: C
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15. The shift from “normal” science for organization change research and theory moved
to which of the following approaches?
A. open systems approach
B. complex systems approach
C. closed systems approach
D. a non-system approach
Ans: B
16. Which one of the following proposed that a “complete” organization change theory
contains the four elements what, how, why and who/where/when?
A. Porras
B. Friedlander and Brown
C. James and Lange
D. Whetten
Ans: D
Answer Location: Organization Change Theory
AACSB Standard: Analytical thinking
17. Which of the following psychologists suggested that emotional behavior precedes
emotional experience?
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Instructor Resource
A. Porras
B. Friedlander and Brown
C. James and Lange
D. Whetten
Ans: D
AACSB Standard: Group and individual behaviors
18. Porras and Silvers’ (1991) Planned Process Model of Organizational Change
distinguishes between which of the following types of change interventions?
A. continuous change and evolutionary change
B. organization transformation and organization development
C. incremental and evolutionary change
D. none of these
Ans: B
19. According to Porras and Robertson, 1992, alpha, beta and gamma changes have to
do with ______.
A. interventions that affect employees’ thought processes
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B. the environment
C. responding to the organization’s competition
D. all of these
Ans: A
20. Organizational change is ______.
A. predictable
B. ongoing
C. rational
D. none of these
Ans: D
Answer Location: Current Thinking on Organization Change and Research Summary
21. Burke still contends that action science will promote more creativity in the future
than ______.
A. normal science
B. natural science
C. earth science
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D. none of these
Ans: A
Answer location: Reviews of Organization Change Research
22. Following traditional methods of normal science may be straightforward, but

______.
A. they are difficult to achieve
B. the results may not be achieved
C. the null hypothesis is difficult to state
D. none of these
Ans: B
23. Oreg and colleagues (2011) provided a critique of 79 studies that they had reviewed
and concluded that ______.
A. there is no change in any of the variables
B. executives are often incapable of predicting how change recipients will react
C. were pleased with the vast majority of studies explored
D. the studies involved self-reports from multiple sources
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Ans: B
Difficulty Level: Hard
24. The consistent findings from Oreg and his colleagues (2011) review of change
recipient’s reaction in 79 studies led them to conclude that three aspects of organization
change are critical ______.
A. involvement, trust, and selection
B. ethics, decision-making, and empathy
C. risk aversion, availability bias, and salience
D. all of these
Ans: A
25. The meta-analysis conducted by Oreg and colleagues focused mainly on the
recipients of change, another meta-analysis conducted by Ford and Ford (2012)
targeted ______.
A. the leadership of change
B. the timing of change
C. resistance
D. surveys of change
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Ans: A
26. The body of literature covered by Ford and Ford (2011) was limited to review of the
leadership of change per se and involved ______.
A. 14 articles
B. the period 27 empirical articles
C. clear-cut literature
D. easy to identify
Ans: A
AACSB Standard: Leading in organizational situations
27. Ford and Ford (2011) help further the understanding that leading change and
studying leadership involved ______.
A. charismatic leaders
B. the approaches taken by leaders to effectuate change
C. amount of resources directed towards effective change
D. followership
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Ans: B
28. The primary analysis that Ford and Ford (2012) conducted with the 14 studies they
reviewed concerned ______.
A. the recency of the studies
B. the qualitative aspect of the studies
C. whether leadership made a difference
D. all of these
Ans: C
29. Unique to the review by Ford and Ford was the consideration of a third area of
research ______.
A. cost of leading organization change
B. size of organizations and any differentiation
C. the impact of leading on the leaders themselves
D. all of these
Ans: C
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30. The phrase “episodic change” is used to group together organizational changes that
tend to be ______.
A. long, complex, and evolutionary
B. infrequent, discontinuous, and intentional
C. costly, disruptive, and successful
D. transparent, perceptive, and salient
Ans: B
Answer location: Current Thinking on Organization Change and Research
31. Weick and Quinn (1999) provided a new way of applying ______.
A. Lewin three stage model of the change process
B. application of entropy in open systems theory
C. offering a stage IV to Lewin’s three stage model
D. none of these
Ans: A
Answer location: Current Thinking on Organization Change Research
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Instructor Resource
32. Burke has focused on reviewing the reviews of organization change research and
theory over the past quarter century because ______.
A. earlier research was sparse and misdirected
B. normal science could not lead to usable conclusions and it was only in 1991 that
Porras and Silvers proposed a framework and process as an adequate theory about
how organization change actually works
C. the research added support for considering organization change in terms of complex
nonlinear systems and of behavioral focus preceding cognition
D. all of these
Ans: D
Answer location: Summary
33. A highly useful way to understand organization change more effectively is ______.
A. consider whether the change is episodic or continuous
B. consider whether the change needs to be episodic or continuous
C. conducting 360-degree feedback surveys
D. A and B
Ans: D
Answer location: Summary
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Instructor Resource
34. To perceive a causal link between our thoughts and actions, according to Wagner
and Wheatley (1999), requires meeting three criteria of the following criteria, ______.
A. priority
B. consistency
C. the absence of other attributes it causes
D. all of these
Ans: D
Answer location: Organization Change Theory
AACSB Standard: Group and individual behaviors
35. Porras and Silvers (1999) followed a new model or theory of planned change that
offered ______.
A. framework beginning with organizational interventions intended to affect certain

variables
B. ignoring individual behavior and organizational performance
C. placing all impact on change leadership
D. none of these
Ans: A
Answer location: Organization Change Theory
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Instructor Resource
True/False
1. Organization change theory is widely researched and can be dated back to the early
1920s.
Ans: F
2. According to Faucheux, there needs to be a stronger linkage between social and

technical approaches in OD.
Ans: T
3. A gamma change involves change from one state to another.
Ans: T
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Instructor Resource
4. A few main aspects from research has found that trust, involvement, and selection to
lead a successful change effort automatically lead to change recipients trusting their
leaders.
Ans: F
5. Distributed leadership and the “heroic leader paradigm” go hand in hand.
Ans: F
6. Ford stated that the way leaders approach change has an effect on recipients as
measured by their commitment and readiness for change.
Ans: T
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7. Planned change forces the organization to respond to external change.
Ans: F
8. To assume that change in organizations is or can be rational is irrational.
Ans: T
Answer Location: Summary
9. It looks as though more creativity is likely to emerge in the action science world.
Ans: T
10. It is irrelevant to understand organization change more effectively by considering

whether the change is episodic or continuous
Ans: F
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Answer Location: Summary
Short Answer
1. According to Friedlander and Brown’s (1974) “Approaches to Organization

Development” model, there are two basic targets of change interventions. What are
they? What are the intervention outcomes? Give examples of each target of
intervention.
Ans: Friedlander and Brown’s model’s targets of interventions are people and
technology. The people approach combines people with organizational processes and
the outcome is human fulfillment. Technology is combined with organizational structures
and the outcome is task accomplishment. They call the people target the “human-
processual approach,” which refers to organizational processes such as
communication, decision-making, and problem solving. They call the technology target
the “techno-structural approach,” which refers to task methods, job design, and
organizational design.
2. According to Porras and Silvers’ (1991) “Planned Process Model of Organizational

Change,” there are two basic types of change interventions. What are they? What
variables does each target? What are the intervention outcomes? Describe how the
target variables lead to individual organizational members’ behavior changes.
Ans: The change interventions in the Porras and Silvers model are organization
transformation and organization development. Organization transformation’s outcome is
improved organizational performance. Organization development’s outcome is
enhanced by individual development. The organization transformation target variable is
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visions: guiding bullets and principles; purpose; and mission. The organization
development target variable is work setting: organization arrangements (goals,
strategies, structure, and systems); social factors (culture, social patterns and networks,
and individual attributes); technology (tools, equipment, machinery, job design, and
technical systems); and physical setting (space, ambiance, interior design, and so on).
Porras and Silvers’ model assumes that employee cognition change precedes their
behavior change, that is, leadership communicates a vision that is the impetus for
changing employees’ cognitions, but the cognitions don’t change until accompanied by
behavioral changes.
3. Compare and contrast the linear, open-system model of organization change with the
nonlinear complexity model of organization change.
Ans: Linear open-system models assume that change follows a sequence of input from
the environment to the processing of that input, and then to the output, which loops
back to the input. This model assumes a steady progression through predictable stages.
But organization change is likely to have “false starts.” So while you may start out with a
linear plan, something doesn’t go as planned and the shape is better described as a
spiral pattern of contemplation, action and relapse, which is repeated until the change is
integrated.
4. In concluding that the emerging field of action science may need to be followed,
Burke referred to a 2016 discussion dealing with the issues of normal science versus
applied/action research. In the panel presentation at the annual meeting of the
Academy of Management, what was the conclusion?
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Instructor Resource
Ans: The issues have not changed. Yet, there was a realization that action science and
normal science reside in different worlds with different incentive systems. These two
worlds will remain largely separated. Creativity is more likely to emerge in the action
science world.
5. Weick and Quinn (1999) consider there to be two primary categories of organization
change: episodic and continuous. Describe their definition of episodic change and their
description of continuous change.
Ans: Episodic change groups together organizational changes that tend to be

infrequent, discontinuous, and intentional. It tends to occur in distinct periods during
which ships are precipitated by external events. It is analogous to revolutionary change.
Continuous change is ongoing, evolving, and cumulative. Its distinctive quality is the
idea that small adjustments, created simultaneously across units, can culminate and
create substantial change. The scenario presumes tightly on interdependencies and is
analogous to evolutionary change.
Answer Location: Current Thinking
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Organization Change Theory and

Practice 5th Edition Warner Burke Test

Chapter 7: Organization Change: Research and Theory

A. people and systems

B. people and technology

C. structure and technology

D. systems and structure

Cognitive Domain: Comprehension

Answer Location: Reviews of Organization Change Research

Difficulty Level: Medium

AACSB Standard: Systems and processes in organizations

A. its leadership context

C. the society within which it resides

D. success as measured by profitability

Cognitive Domain: Comprehension

Answer Location: Reviews of Organization Change Research

Difficulty Level: Medium

AACSB Standard: Systems and processes in organizations

A. The research attempts to determine causation.

C. Imprecise interpretation of the data due to ignoring environmental and historic

Cognitive Domain: Comprehension

Answer Location: Reviews of Organization Change Research

Difficulty Level: Medium

AACSB Standard: Systems and processes in organizations

4. Another problem with early organization change research is that ______.

B. researchers included too many variables in their change models

C. there were too many change models

Cognitive Domain: Comprehension

Answer Location: Reviews of Organization Change Research

Difficulty Level: Medium

AACSB Standard: Systems and processes in organizations

5. What is alpha change?

A. another term for “first order” change

B. a recalibration of an interval along some constant dimension of reality

C. a difference that occurs among a relatively stable dimension of reality, typically

Cognitive Domain: Knowledge

Answer Location: Reviews of Organization Change Research

Difficulty Level: Easy

AACSB Standard: Systems and processes in organizations

6. What is beta change?

A. another term for “first order” change

B. a recalibration of an interval along some constant dimension of reality

C. a difference that occurs among a relatively stable dimension of reality, typically

Cognitive Domain: Knowledge

Answer Location: Reviews of Organization Change Research

Difficulty Level: Easy

AACSB Standard: Systems and processes in organizations

7. What is gamma change?

A. another term for “first-order” change

B. a recalibration of an interval along some constant dimension of reality

C. a difference that occurs among a relatively stable dimension of reality, typically

Cognitive Domain: Knowledge

Answer Location: Review of Organization Change Research

Difficulty Level: Easy

AACSB Standard: Systems and processes in organizations

8. Alpha, beta and gamma change illustrate that ______.

A. measurable change occurs in an orderly fashion

B. predicting what might change during an intervention is not simple

C. change is congruent with what you measure

Cognitive Domain: Comprehension

Answer Location: Reviews of Organization Change Research

Difficulty Level: Medium

AACSB Standard: Systems and processes in organizations

9. Which of the following physical sciences precipitated a change in organization