1. Right Answer: D
Explanation: D is the best response. Meeting with the CEO, reviewing essentials, and prioritizing is the best way to communicate effectively and build support. This answer shows effective use of the Leadership and Navigation, Relationship Management, and Communication competencies. It also allows the HR manager to be proactive in detailing the challenges to the project. A is incorrect. Not communicating the concern could lead to low morale, missed deadlines, or, worse, a failure in the overall initiative. B is incorrect. Waiting until the project is essentially done and then explaining why it is incomplete demonstrates no use of effective communication. C is incorrect. While motivating the team with incentives may appear to be a good answer, if the challenges with the time line completion are legitimate, no incentive options can create a quality work product.
2. Right Answer: C
Explanation: C is the best response. Providing training to employees that focuses on the company values allows employees to personalize the new culture. The group setting allows for a more controlled level of communication regarding the change. This helps to deal with issues that may be brought up in smaller settings while also uncovering potential challenges to the change. A is incorrect. This is a one-sided approach that will not allow for a collaborative discussion, thus limiting the opportunity for buy-in. B is incorrect. It has no control over how the message is communicated once the managers bring the information back to their teams. In a dynamic cultural shift such as this, managing how the message is communicated is vital to its successful adoption. D is incorrect, because simply changing terms does make for a company that has a CSR culture.
3. Right Answer: B
Explanation: B is the best response. Using the process evaluation monitors the activities and components that are actually being used and performed. The outcomes evaluation determines the actual results achieved, asking questions like 'Does the culture of the organization promote ethical conduct and discourage misconduct?' A is incorrect. It will yield no useful, actionable data on employee engagement regarding the change. At best, it will yield anecdotal information. C is incorrect. Not enough time has elapsed after the change to use these methods of measurement. D is incorrect. Although the feedback of the department heads would be valuable, it alone is not a comprehensive enough approach to ascertain the acceptance of the new culture.
4. Right Answer: D
Explanation: Change management requires effective and frequent communication. This will be more difficult in a global organization, where much of the communication cannot occur face to face and may be additionally challenged by significant differences in time zones.
5. Right Answer: A
Explanation: If all employees were eager for the change, the change could be implemented with as much speed as practical. However, significant changes usually require management planning and communication. Taking the time to talk with the employees resisting the change may help identify new issues or misunderstandings and can turn resistance into acceptance.
6. Right Answer: B
Explanation: The final stage in these models of change management is to institutionalize the change, or 'refreeze' the organization. This sustainability phase is where the actions and activities of the change initiative become the new norm for, as an example, how the organization will operate or what work flow will be used.
7. Right Answer: A
Explanation: Quality initiatives must begin with management commitment, since they involve significant change, investment in equipment and training, and possibly temporary loss of productivity.
8. Right Answer: D
Explanation: Once the data has been acquired or collected, it must be aggregated (combined) and organized in a way that supports the goals of the analysis.
9. Right Answer: D
Explanation: The best way to establish HR as a data advocate is to be prepared to discuss the effectiveness of HR programs based on program results. This helps create a culture in which evidence is expected and used to make decisions.
10. Right Answer: C
Explanation: The best example of evidence-based decision making is the gathering and analysis of candidate data against job performance to identify critical success factors. It is not simply gathering expertise; it is applying information to make better decisions.
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