Unit 4 AOS2 Change Low Risk Strategies

Which of the following is considered a low-risk strategy for overcoming employee resistance to change?

• Coercion

• Threats

• Communication

• Downsizing

How does communication help in reducing employee resistance to change?

• It limits the sharing of information.

• It helps in building trust between management and employees.

• It forces employees to accept the change.

• It ignores employee feedback.

Empowerment as a low-risk strategy primarily involves:

• Reducing employee responsibilities.

• Isolating employees from decision-making.

• Involving employees in the change process and giving them more responsibility.

• Limiting the role of employees in change.

Why are low-risk strategies referred to as "low-risk"?

• They involve no changes at all.

• They guarantee success.

• They typically lead to positive outcomes in both the short and long term.

• They require no effort from employees.

Which of the following best describes the role of supportive change agents in the change process?

• They resist the change.

• They act as catalysts, managing and supporting the change process.

• They enforce top-down decisions.

• They reduce the number of employees.

Support as a low-risk strategy includes which of the following?

• Forcing employees to adapt without assistance

• Providing training and counseling to help employees transition

• Terminating employees without notice

• Ignoring employee concerns

Which of the following is NOT an example of an incentive as a low-risk strategy?

• Offering promotions

• Providing bonuses

• Reducing employee salaries

• Encouraging greater autonomy for employees

What is the primary purpose of communication during a change process?

• To keep information limited to a select group

• To ensure that employees are informed about the reasons and impacts of the change

• To avoid employee involvement

• To prevent feedback from employees

How does empowerment reduce resistance to change?

• By isolating employees from the change

• By giving employees a say in decisions that affect their work

• By enforcing top-down directives

• By limiting employee input

What is a key benefit of providing support to employees during a change?

• It makes the transition to the new state smoother.

• It isolates employees from the change process.

• It reduces the number of employees.

• It prevents the need for training.