31.Even though education and communication, participation, negotiation, top management support,
31.Even though education and communication, participation, negotiation, top management support, and coercion can all be used to manage resistance to change, coercion should only be used in crisis situations or as a last resort.
32.One of the most common errors managers make when leading change is to establish a sense of urgency for the change.
33.Declaring victory too soon is one of the mistakes managers often make in the refreezing stage of change.
34.According to John Kotter’s analysis of errors managers make when leading change, managers tend to make the largest number of errors during the unfreezing stage of organizational change.
35.Results-driven change focuses primarily on changing company procedures, management philosophy, or employee behavior.
36.The General Electric Workout is a special kind of activity-oriented change.
37.One of the primary responsibilities of a transition management team is to establish a context for change and to provide guidance.
38.According to the What Really Works, “Change the Work Setting or Change the People? Do Both!” the purpose of changing individual behavior is to improve organizational performance.
39.Person-focused intervention would use training as well as counseling or coaching.