1. Lim Sei Kee @ cK

2. a. Pressures for organizational change will drop in the future b. Organizational change involves movement from the organization's present state to a target future state c. Managers need to know how to manage change and how to deliberately change an organization d. People and organizations often resist organizational change

3. a. Pressures for organizational change will drop in the future b. Organizational change involves movement from the organization's present state to a target future state c. Managers need to know how to manage change and how to deliberately change an organization d. People and organizations often resist organizational change

4. a. The consultant offers a preliminary diagnosis of the client system b. Discussions during the feedback meeting only focus on the consultant's preliminary diagnosis c. The consultant and organization members collaboratively arrive at a diagnosis d. There typically are a limited number of feedback meetings

5. a. The consultant offers a preliminary diagnosis of the client system b. Discussions during the feedback meeting only focus on the consultant's preliminary diagnosis c. The consultant and organization members collaboratively arrive at a diagnosis d. There typically are a limited number of feedback meetings

6. a. A vision offers a view of the future b. An effective vision is future oriented and compelling c. A person with the leadership mystique can build a power base for organizational change d. Managers change organizations

7. a. A vision offers a view of the future b. An effective vision is future oriented and compelling c. A person with the leadership mystique can build a power base for organizational change d. Managers change organizations

8. a. Corporate governance b. Globalization c. Business ethics d. Cultural change

9. a. Corporate governance b. Globalization c. Business ethics d. Cultural change

10. a. Workforce diversity b. Globalization c. Company crisis d. Ethical behavior

11. a. Workforce diversity b. Globalization c. Company crisis d. Ethical behavior

12. a. Senior management b. Consultants c. Managers d. Employees

13. a. Senior management b. Consultants c. Managers d. Employees

14. a. Structural inertia b. Threat to expertise c. Fear of unknown d. Threatened power

15. a. Structural inertia b. Threat to expertise c. Fear of unknown d. Threatened power

16. a. Organizational culture b. Organizational theory c. Organizational change d. Organizational development

17. a. Organizational culture b. Organizational theory c. Organizational change d. Organizational development

18. a. Poor group relations b. Adequate morale c. Long-term vision d. All of the above

19. a. Poor group relations b. Adequate morale c. Long-term vision d. All of the above

20. a. Company inertia b. Habit c. Fear of the unknown d. Fear of economic threats

21. a. Company inertia b. Habit c. Fear of the unknown d. Fear of economic threats

22. NO MORE P&O  NO MORE CK