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WGU C208 FINAL OA STUDY QUESTIONS WITH CORRECT ANSWERS.
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WGU C208 FINAL OA STUDY QUESTIONS WITH CORRECT ANSWERS.
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WGU C208 FINAL OA STUDYQUESTIONS WITH CORRECT ANSWERS
Which mmthree mmindividuals mmwithin mman mmorganization mmcould mmplay mmthe
mmrole mmof mmchange mmagent mm- mmAnswer mmceo
consultant
employee
Which mmof mmthe mmeight mmsteps mmdescribed mmby mmKotter mmis mmthe mmfirst
mmstep mma mmchange mmleader mmtakes mmwhen mmimplementing mma mmchange mm-
mmAnswer mmEstablishing mma mmsense mmof mmurgency
Place mmthe mmstages mmof mmEverett mmRoger's mmDiffusion mmof mmInnovation
mmmodel mmin mmorder mmfrom mm1 mm(earliest mmstage) mmto mm5 mm(latest mmstage)
mm- mmAnswer mmknowledge
persuasion
decision
implementation
confirmation
The mmhead mmof mmhuman mmresources mmof mma mmlarge mmcompany mmis
mmconsidering mmchanges mmto mmthe mmemployee mmbenefits mmprogram mmbut mmis
mmunsure mmhow mmthe mmemployees mmwill mmrespond mmto mmthese mmchanges
Which mmtype mmof mmchange mmmodel mmshould mmthis mmperson mmemploy? mm-
mmAnswer mmDescriptive
Which mmtwo mmstatements mmcharacterize mmlow mmend mmdisruption mm- mmAnswer
mmit mmis mman mminnovation mmthat mmis mmgood mmenough
it mmevolves mmover mmtime mminto mma mmproduct mmwith mmmore mmfeatures
Which mmapproaches mmwould mmbe mmappropriate mmfor mmcommunicating mmchange
mminitiatives?
Choose mm2 mmanswers mm- mmAnswer mmCommunicating mmchange mminitiatives
mmthrough mmemail
Explaining mmwhy mmthe mmchange mmis mmneeded
What mmis mmessential mmfor mma mmleader mmto mmcommunicate mmwhen
mmundertaking mmorganizational mmchange? mm- mmAnswer mma mmconsistent mmvision
mmof mmthe mmend mmresult mmof mmthe mmchange
, how mmshould mmtraining mmbe mmviewed mmduring mmorganizational mmchange mm-
mmAnswer mmas mma mmworthwhile mminvestment mmin mma mmsuccessful mmtransition
How mmcan mma mmleader mmconnect mmwith mmemployees mmto mmhelp mmsustain
mmorganizational mmchange? mm- mmAnswer mmoffering mmpositive mmfeedback
Which mmapproach mmis mmproven mmand mmeffective mmin mmusing mmreinforcements
mmto mmsustain mmchange? mm- mmAnswer mmDirecting mmleaders mmto mmfocus mmon
mmprofit-driven mmgoals, mmmarket mmshare, mmand mmemployee mmsatisfaction
What mmis mma mmcommon mmcause mmfor mmthe mmfailure mmof mmorganizational
mmchange mm- mmAnswer mmunclear mmgoals
Which mmrole mmdoes mmcreative mmtension mmplay mmin mmorganizational mmchange
mmaccording mmto mmPeter mmSenge? mm- mmAnswer mmIt mmdrives mmpeople mmto
mmbring mmreality mmin mmline mmwith mmtheir mmvision
which mmemotion mmis mmprevalent mmamong mmalmost mmall mmemployees mmduring
mmthe mmprocess mmof mmorganizational mmchange? mm- mmAnswer mmanger
which mmpractice mmcan mmlead mmto mmunconscious mmresistance mmto mmattempts
mmat mmorganizational mmchange? mm- mmAnswer mmtiring mmstaff mmwith mmunrelated
mmdemands
how mmcan mmleaders mmeffectively mmaddress mmresistance mmto mmchange mmthrough
mmcommunications mm- mmAnswer mmby mmbeing mmconsistent, mmopen, mmand
mmempathetic
How mmdo mmmental mmmodel mmimpact mmindividuals' mmresponses mmto
mmorganizational mmchange mmaccording mmto mmBlack mmand mmGregersen? mm-
mmAnswer mmMental mmmodels mmcan mmbecome mmbarriers mmthat mmprevent
mmstakeholders' mmfrom mmperceiving mmthe mmneed mmfor mmchange
Which mmscenario mmis mman mmexample mmof mmon mme mmof mmBlack mmand
mmGregersen's mmstrategies mmfor mmovercoming mmbarriers mmto mmchange mm-
mmAnswer mmA mmCEO mmchampions mma mmchange mmprocess mmby mmboth
mmaccepting mmresponsibility mmand mmproviding mmclear mmmetrics mmfor mmthe
mmchange mminitiatives
How mmshould mmleaders mmview mmdifficult mmquestions mmand mmserious mmconcerns
mmfrom mmemployees mmabout mmchange mminitiatives mm- mmAnswer mmas
mmindications mmthat mmthe mmleadership mmteam mmhas mmfailed mmto mmplan
mmappropriately
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