George is often worried about the changes his company undergoes, and as a result, when he hears about a change, he responds by using behaviors he has used frequently in the past. For which of the following changes might this response be useful? Check all that apply.

When the company announces a major reorganization, including offshoring and new task responsibilities for all employees

When the company implements a new sales model that requires all salespeople to change the products they have been selling over the past two years

When the company implements a new calendar for annual holidays

When the company changes the way absences are recorded in the existing timesheet software

Read the following brief case and use your knowledge of change success to answer the following question.

Reay, Golden$-$Biddle, and Germann $(2006)$ suggest that change is most successful when managers implement three microprocesses: $(1)$ cultivating opportunities for change, $(2)$ fitting a new role into prevailing systems, and $(3)$ proving the value of the new role$($p$.977).$ Your textbook authors suggest that using these microprocesses, plus other actions, can make a change successful. Suppose that you are a manager of a six$-$person team of advertising managers, and you want your team to become much more involved in the client recruiting process. This will require that they learn new skills and start working together with the other employees in your advertising agency.

$($Source: Reay, T$.,$ Golden$-$Biddle, K$.,$ & Germann, K$.(2006).$ Legitimizing a New Role: Small Wins and Microprocesses of Change. Academy of Management Journal, $49(5),977998)$

Which of the following activities would be most likely to make your change successful? Check all that apply.

Letting your employees know how their new jobs will use the skills they acquired in their old jobs

Reprimanding employees who do not change their behaviors quickly enough to implement the change properly

Gathering a group of managers to support the change so that no matter who your employees ask about the change, they will get the same answers

Rewarding your employees every time they are successful at some small part of the change, and making sure others know about these successes