The change management team is creating the change analytics strategy for the change programme.

In the UniCo case, the organization is undergoing significant changes that involve integrating the Selco team, revising internal processes, and preparing staff for a shift to mobile applications. Sources of conflict during such organizational change include misunderstandings, role ambiguity, and resistance to changes in work styles or policies.

Revised Answers (aligned with the UniCo case):

1. Instructions are understood by different people in different ways, influenced by their unique personal background.Answer: C. PerceptionsExplanation:In the UniCo scenario, perceptions are a key source of conflict, especially between the long-standing UniCo staff and the Selco team. For example, different views on the importance of the rebranding efforts reflect how unique personal backgrounds influence perceptions.

2. The revision of internal processes or systems has caused a lack of clarity on the responsibilities for certain tasks, resulting in activities being overlooked or duplicated.Answer: F. RolesExplanation:This aligns with the UniCo case where process revisions are required to integrate Selco staff and adjust to the new business focus. A lack of clarity in responsibilities—like how teams should collaborate on mobile applications—creates role-based conflict.

3. Instructions on the project are given by different people using different levels of planning, formality, and decision-making approaches.Answer: B. StylesExplanation:In the UniCo scenario, the cultural differences between the dynamic, fast-paced Selco team and the more structured UniCo team highlight conflicting work styles, which may result in tension during decision-making and task execution.

4. The parties involved are continually making amendments and extensions to delivery deadlines to accommodate the changing environment.Answer: H. Unpredictable policiesExplanation:In UniCo, the organizational changes, such as the relocation of the Selco staff and the integration of operational processes, require frequent adjustments. This creates uncertainty and frustration, which are classic symptoms of conflict due to unpredictable policies.