T5

Question 1

What is a vision of change?

Answer 1

A vision of change is the description of a future state of an organization communicated by a leader to persuade others to contribute to realizing the change.

Question 2

What is a vision of continuity?

Answer 2

A vision of continuity emphasizes that despite changes, key aspects of the organization’s identity will be preserved.

Question 3

What role does leader vision play in change?

Answer 3

Leader vision communicates the future image of the collective to motivate followers toward supporting organizational change.

Question 4

What is resistance to change?

Answer 4

Resistance to change occurs when employees oppose organizational change due to perceived threats to their self-concept or organizational identity.

Question 5

What is work uncertainty?

Answer 5

Work uncertainty refers to employees’ sense of doubt or unclear expectations about their work situation, especially during times of organizational change.

Question 6

What is perceived collective continuity?

Answer 6

Perceived collective continuity is the belief among employees that key organizational features will remain intact despite changes.

Question 7

What is follower support for change?

Answer 7

Follower support for change is the willingness of employees to embrace and actively support organizational changes.

Question 8

How does Social Identity Theory relate to resistance to change?

Answer 8

Social Identity Theory suggests that when employees identify with an organization, changes may threaten their self-concept, leading to resistance to protect their identity.

Question 9

How does identity discontinuity lead to resistance?

Answer 9

Employees resist change when they perceive it threatens the continuity of their organizational identity, leading to uncertainty and opposition.

Question 10

Why is collective continuity important in change management?

Answer 10

Collective continuity reassures employees that their organizational identity will persist, reducing resistance and increasing support for change.

Question 11

How does vision communication reduce resistance to change?

Answer 11

Vision communication by leaders reassures employees that key organizational values will persist, reducing uncertainty and increasing support for the change

Question 12

How does work uncertainty affect follower support for change?

Answer 12

High work uncertainty increases the importance of visions of continuity in gaining follower support for change, as employees seek stability in uncertain conditions.

Question 13

How does the interaction between vision and uncertainty influence support for change?

Answer 13

When work uncertainty is high, a vision of continuity more effectively increases follower support for change.

Question 14

Why are visions of continuity particularly effective in high work uncertainty?

Answer 14

Visions of continuity reduce anxiety and fear by ensuring that employees’ core identity is preserved, fostering greater support in uncertain times.

Question 15

What is the relationship between a vision of continuity and follower support for change?

Answer 15

Communicating a vision of continuity increases follower support for change, especially when employees experience high work uncertainty.

Question 16

How does a vision of continuity affect employees’ perception of organizational identity?

Answer 16

A vision of continuity reassures employees that the core identity of the organization will remain intact, which helps reduce resistance to change and fosters support.

Question 17

How does collective continuity interact with work uncertainty in supporting change?

Answer 17

Collective continuity reduces employee uncertainty about their work during change, making them more likely to support the changes.

Question 18

What general conclusion can be drawn about the effectiveness of a vision of continuity?

Answer 18

A vision of continuity is most effective in gaining employee support for change when work uncertainty is high, as it addresses employees’ fears of identity disruption.

Question 19

What is a key insight about how leaders should communicate change?

Answer 19

Leaders should emphasize continuity in their vision of change to reassure employees that key organizational values will remain, which helps overcome resistance.

Question 20

How does emphasizing continuity during change influence employee behavior?

Answer 20

Emphasizing continuity increases perceived stability, which leads to greater employee support for organizational changes, especially in uncertain environments.

Question 21

How can leaders reduce resistance through vision communication?

Answer 21

By framing changes in a way that reassures employees that core organizational aspects will remain stable, leaders can reduce resistance and increase change acceptance.

Question 22

How does a vision of continuity influence employee support for change?

Answer 22

A vision of continuity reassures employees about organizational stability, which increases their willingness to support the change, especially when they are uncertain about the future.

Question 23

Why is emphasizing continuity particularly important in uncertain environments?

Answer 23

In uncertain environments, employees are more likely to support change when leaders emphasize that the core values and identity of the organization will remain stable.

Question 24

How does a vision of continuity help employees during times of change?

Answer 24

A vision of continuity helps employees feel that, despite changes, the organization’s core identity and values are preserved, reducing feelings of disruption and uncertainty.

Question 25

What is the general takeaway regarding vision communication in times of uncertainty?

Answer 25

When leaders communicate a vision of continuity, it increases employee support for change, particularly when there is high uncertainty about the future.

Question 26

Perceived Identity Threat

Answer 26

The sense that organizational changes may disrupt or undermine key elements of employees’ organizational identity.

Question 27

Organizational Identity

Answer 27

The collective characteristics and values that define an organization and distinguish it from others, shaping how employees see themselves within the organization.

Question 28

Behavioral Support for Change

Answer 28

Observable actions taken by employees that demonstrate their willingness to engage with and support organizational changes.

Question 29

Follower Work Uncertainty

Answer 29

The level of doubt or ambiguity employees feel about their future work situation, particularly during periods of change.

Question 30

Collective Continuity

Answer 30

The perception among employees that their collective identity within the organization will remain stable, even during times of change.

Question 31

Leader-Driven Change

Answer 31

Changes initiated and communicated by leaders that aim to transform the organization while retaining core elements of its identity.

Question 32

Dispositional Resistance to Change

Answer 32

An individual’s tendency to resist change due to personality traits, such as a preference for stability and a discomfort with uncertainty.

Question 33

Change Management Practices

Answer 33

Strategies and actions taken by leaders and organizations to guide, facilitate, and support the implementation of changes.

Question 34

Organizational Membership

Answer 34

The sense of belonging employees feel toward their organization, which influences their responses to changes that may threaten this connection.

Question 35

Perceived Job Impact

Answer 35

Employees’ beliefs about how changes will affect their specific roles, responsibilities, and job security within the organization.

Question 36

Vision Statement

Answer 36

A formal declaration by leadership outlining the desired future state of the organization, intended to guide employees through change.