Kotter & Schlesinger: Resistance to Change

Instructions:

Choose an answer and hit 'next'. You will receive your score and answers at the end.

question 1 of 3

According to Kotter and Schlesinger, how can change harm an organization?

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1. According to Kotter and Schlesinger, which of the following is NOT one of the four reasons people resist change?

2.

A leader or manager considers as many perspectives as possible when making a decision for the organization.

Which of the four reasons people resist change is he/she addressing?

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About This Quiz & Worksheet

People may resist change for a number of reasons, and this quiz and worksheet will assess your understanding of them. They will also allow you to demonstrate your understanding of the methods to encourage change.

Quiz & Worksheet Goals

In these assessments you'll be tested on the following:

  • Four reasons people resist change
  • Reason people are resistant to change because of their position in an organization
  • Methods of encouraging change by management that includes providing an incentive
  • Six methods management can use to help encourage change
  • Author and time period for an article that presented four reasons people resist change

Skills Practiced

This quiz and worksheet allow you to test the following skills:

  • Reading comprehension - ensure that you draw the most important information from the related resistance to change lesson
  • Making connections - use your understanding of the concept of why people are resistant to change in connection with methods to encourage it
  • Information recall - access the knowledge you've gained regarding the four reasons people resist change

Additional Learning

To learn more about resistance to change, review the accompanying lesson called Kotter & Schlesinger: Resistance to Change. This lesson covers the following objectives:

  • Learn the definition of comfort zone
  • Know the school in which Kotter and Schlesinger were professors
  • Understand why a particular work became a 'must read' for business students and managers who experienced changes in their organizations
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