31) Hiring new employees who, due to race, gender, disability, or other differences, are not like the majority of the organization’s members creates a paradox. Management wants the new employees to accept the organization’s core cultural values. Otherwise, those employees are unlikely to fit in or be accepted. At the same time, management wants to openly acknowledge and value the differences that these employees bring to the workplace. This paradox indicates that culture can act as a barrier to a. change. b. diversity. c. mergers. d. acquisitions. e. unfreezing. 32) ________ cultures can be a(n) ________ when they effectively eliminate the unique strengths that people of different backgrounds bring to the organization. a. Dominant; asset b. Organizational; asset c. Weak; asset d. Strong; liability e. Weak; liability 33) Franco is Gisele’s most senior employee, and he has been with the organization for 20 years. Franco has been very resistant to some of the changes taking place in the company because they affect his responsibilities. Gisele’s efforts to overcome Franco’s resistance are known as a. co-optation. b. change. c. freezing. d. restraining. e. unfreezing. 34) The ________ strategy to merge cultures works best when one company’s culture is strong as compared with the other company’s culture. a. separation b. assimilation c. integration d. cross-cultural e. refreezing 35) SCENARIO 10-2 The Young Mom’s Club of St. Albert has been operating for 30 years as an informal organization. Since its founding, the club has provided support to professional women who have left their careers to stay at home with their young families. The group has offered classes in parenting, and home and personal development to its members, the majority of whom are upper middle-class women from the city of St. Albert. In the last decade, the St. Albert area has grown substantially and the community has seen a significant rise in the number of young working professionals. Many young career-oriented people who do not have children have moved to St. Albert and work in the smaller community, commute to nearby Edmonton for their work, or telecommute from their home. Referring to SCENARIO 10-2, the growth in more career-oriented people who do not have children in St. Albert is a(n) ________ of change, which may lead to changes in the mission and the values of the Young Mom’s Club in the future. a. driving force b. barrier c. restraining force d. unfreezing force e. supportive force 36) SCENARIO 10-2 The Young Mom’s Club of St. Albert has been operating for 30 years as an informal organization. Since its founding, the club has provided support to professional women who have left their careers to stay at home with their young families. The group has offered classes in parenting, and home and personal development to its members, the majority of whom are upper middle-class women from the city of St. Albert. In the last decade, the St. Albert area has grown substantially and the community has seen a significant rise in the number of young working professionals. Many young career-oriented people who do not have children have moved to St. Albert and work in the smaller community, commute to nearby Edmonton for their work, or telecommute from their home. Referring to SCENARIO 10-2, the culture of the Young Mom’s Club does not appear to bea. a barrier to demographic changes in the community. b. a barrier to diversity. c. a liability to change in the community. d. a barrier to a new culture developing in the community. e. All of the above. 37) The three-step model of change consists of a. unfreezing, change, stabilization. b. changing, stabilization, continuing. c. unfreezing, moving, refreezing. d. unfreezing, stabilizing, refreezing. e. changing, moving, stabilizing. 38) Yvonne is interested in improving the performance of her department, and has decided to use appreciative inquiry in order to focus on what her department a. is good at and already doing well at. b. has done in the past. c. is dissatisfied with. d. has failed at in the last five years. e. plans for the future. 39) Who is responsible for managing change in organizations? a. the owners b. the board of directors c. change agents d. every employee e. shareholders 40) Appreciative inquiry consists of four steps, including a. discovery, strengths, weaknesses, design. b. discovery, vision, mission, goals. c. vision, threats, opportunities, design. d. discovery, dreaming, design, destiny. e. discovery, visioning, design, mission.