WorksheetsPage 1
Total questions: 150
Worksheet time: 1hrs 15mins
Which phrase best labels the topic introduced on this slide?
Marketing Strategies
Operational Finance
Organizational Change
Human Resource Planning
If this slide is the start of a lesson, what theme should subsequent slides most likely explore?
Capital Budgeting Techniques
International Trade Policies
Consumer Behavior Models
Managing Organizational Change
Which area of business is most directly connected to the title shown?
Retail pricing and discounts
Intellectual property litigation
Macroeconomic stabilization policy
Change management and development
Given the title displayed, which concept is least likely to be the primary focus?
Lean process improvement cycles
Foreign exchange rate forecasting
Employee resistance and adoption
Mergers and restructuring impacts
Which statement best fits a concise definition of the title topic?
Legal procedures for forming partnerships
Short-term promotions to boost seasonal sales
Planned or emergent shifts in structures and processes
Techniques for valuing derivative portfolios
Which managerial role is most responsible for initiatives implied by the title?
Procurement tactical buying
Change management leadership
Advertising copywriting team
Treasury cash operations
Which outcome is commonly targeted when addressing the topic shown?
Improved adaptability and performance
Higher tariff protection levels
Increased celebrity endorsements
Expanded natural resource rights
Which challenge typically accompanies the area named in the slide?
Seasonality in retail foot traffic
Employee resistance to new practices
Patent expiration in pharmaceuticals
Liquidity traps in monetary policy
Which tool is most relevant to the topic indicated by the slide title?
Kotter’s eight-step framework
EOQ inventory optimization
Black–Scholes pricing model
Porter’s five forces analysis
Which metric would most directly evaluate initiatives related to the title?
Change adoption rate by employees
Nominal GDP growth percentage
Click-through rate in ads
Days sales outstanding ratio
Which force for organizational change is associated with greater workforce diversity in multinational companies?
Technological advancements in business
Global competition pressures
Economic shocks and recessions
Nature of the workforce changes
Which example best illustrates technology as a driver of organizational change?
Responding to a global recession
Hiring more diverse employees
Exiting markets due to tariffs
Adopting mobile e-communications
Economic shocks can trigger rapid change. Which event on the slide exemplifies this?
Rise of remote emails
Baby boom retirements
Economic crisis in 2008
Internationalisation trends
Competition as a force for change is most closely tied to which concept?
Domestic protectionist policies
Global marketplace internationalisation
Internal training standardisation
Vertical integration decisions
Which social trend listed would most likely create knowledge loss risk in organizations?
Baby boom cohort retirements
Millennials entering the workforce
Increased part‑time employment
Growing urban gig economy
World politics can reshape strategy. Which example from the slide is cited?
Trade wars between superpowers
Brexit and global supply chains
Iraq War and rising China, India
Sanctions on technology firms
Which statement best connects technology to operational change?
Faster, cheaper, more mobile tools
Cultural resistance from teams
Stricter labor compliance audits
Higher interest rates on loans
A multinational faces pressure to standardize products across countries. Which force for change is most relevant?
Global competition dynamics
Economic crisis responses
Domestic political lobbying
Retirement-driven turnover
A firm redesigns knowledge transfer programs because many senior staff will exit soon. Which force is driving the change?
Economic volatility
Technological disruption
Geopolitical tensions
Social trends in retirements
Which pair correctly matches a force for change with its example from the slide?
Economic shocks – 2008 crisis
Competition – tariff barriers
Technology – slower communications
World politics – local zoning
Which statement best defines change in an organizational context?
Making things different within processes
Keeping operations stable over time
Eliminating uncertainty in all decisions
Restoring previous structures completely
What characterizes planned change most accurately?
Spontaneous and reactive events
Proactive and purposeful activities
Temporary and unstructured actions
Routine and maintenance tasks
Which is a primary goal of planned change?
Eliminating all employee turnover
Maximizing short‑term sales only
Improving organizational adaptability
Standardizing every task permanently
Another stated goal of planned change is to:
Change employee behavior
Preserve existing habits
Avoid training initiatives
Reduce communication efforts
Who are change agents in organizations?
Automated software tools
Frontline staff exclusively
External auditors only
Persons acting as catalysts
Which phrase best matches an intentional, goal‑oriented activity?
Passive status quo maintenance
Incremental drift over time
Unplanned crisis response
Planned change initiative
A company wants to adapt to market shifts proactively. Which approach aligns with the material?
Rely on informal fixes
Freeze current procedures
Wait for issues to arise
Implement planned change
A manager facilitates cross‑department workshops and owns the change process. This role exemplifies a:
Change agent in practice
Policy auditor role
Project sponsor only
Training vendor liaison
Which action best demonstrates changing employee behavior to meet new goals?
Documenting current routines only
Reducing feedback conversations
Avoiding performance metrics
Introducing coaching for new practices
Which scenario most clearly shows proactive, purposeful change?
Waiting until sales decline drastically
Reacting ad hoc to each complaint
Maintaining all policies indefinitely
Launching a planned transformation roadmap
Which phrase best describes the overall stance on resistance to change presented here?
A natural and positive state overall
An abnormal and destructive reaction
A rare and situational behavior only
A temporary and avoidable problem
Which example illustrates overt and immediate resistance in organizations?
Higher absenteeism after changes
Increased minor errors over months
Quietly delaying project tasks
Voicing complaints and job actions
Implicit and deferred resistance most likely appears as which pattern?
Rapid productivity gains immediately
Instant policy compliance everywhere
Public protests during rollout
Hidden reactions surfacing later
Loss of employee loyalty and motivation is categorized as which type of resistance?
Implicit and deferred form
Overt and immediate form
Structural and mandated form
Strategic and proactive form
Which outcome aligns with increased errors or mistakes after a change initiative?
An implicit and deferred response
A transparent and vocal response
A planned and supportive response
A formal and sanctioned response
What effect does deferred resistance have on diagnosing change issues?
Clarifies the link between source and reaction
Eliminates the link between source and reaction
Clouds the link between source and reaction
Strengthens the link between source and reaction
Which indicator best signals implicit resistance rather than overt resistance?
Formal grievances filed quickly
Public complaints at meetings
Increased absenteeism over time
Collective bargaining job actions
A manager wants to spot overt resistance early. Which metric is most useful?
Long-run error-rate changes
Frequency of voiced complaints
Trend in motivation scores
Absenteeism month-to-month
Why might managers misattribute the cause of performance issues during change?
Deferred resistance obscures causality
Motivation never changes during change
Employees always resist any change
Only overt reactions influence outcomes
Which combined set lists only overt and immediate behaviors?
Voicing complaints; engaging in job actions
Higher absenteeism; increased minor errors
Lower loyalty; reduced intrinsic motivation
Quiet delays; limited discretionary effort
Which item is shown as an individual source of resistance to change in the diagram?
Structural inertia within routines
Selective information processing
Group inertia in departments
Limited focus of change scope
In the visual, which factor is explicitly listed under organizational resistance rather than individual resistance?
Fear of the unknown situation
Threat to established power relationships
Security needs of employees
Habit formed by past practices
According to the figure, which pair correctly matches one individual and one organizational source of resistance?
Selective processing; limited focus of change
Threat to expertise; security
Structural inertia; habit
Economic factors; group inertia
Which statement best summarizes the distinction depicted between individual and organizational resistance?
Individual factors stem from policy, organizational factors from technology
Individual factors are planned, organizational factors are spontaneous
Individual factors arise from personal concerns, organizational factors from structures
Individual factors relate to systems, organizational factors to attitudes
A training initiative is opposed because team norms discourage new methods. Which source from the diagram best fits this?
Selective information processing bias
Security based on job contracts
Threat to established resource allocations
Group inertia within the unit
Leadership proposes reallocating budgets toward digital tools, and department heads resist to protect current budgets. Which source applies?
Threat to established resource allocations
Structural inertia in formal procedures
Fear of the unknown outcomes
Habit formed by routines
An analyst dismisses new data that contradicts their belief about a process. Which source is most relevant?
Threat to expertise
Limited focus of change
Selective information processing
Economic factors pressures
Which organizational source describes resistance because formal rules and procedures are difficult to alter?
Economic factors affecting pay
Security needs of individuals
Structural inertia embedded in systems
Habit from previous roles
Which individual source reflects concern about maintaining current income during change?
Group inertia among peers
Economic factors affecting earnings
Limited focus of change scope
Threat to established expertise
A specialist argues that a new system will undermine their unique skills. Which listed source explains this reaction?
Selective information processing bias
Structural inertia in hierarchy
Threat to expertise in roles
Fear of the unknown context
Which tactic focuses on explaining the rationale behind a change to reduce resistance?
Selecting people who accept change
Implementing change fairly
Manipulation and cooptation
Education and communication efforts
Participation reduces resistance primarily because it does what?
Provides direct threats and force
Involves people in decision process
Hires only change-friendly staff
Rebrands the message for buy-in
Building support and commitment typically involves which action?
Counseling or new-skills training
Issuing direct threats and force
Relying on procedural consistency
Spinning the message for buy-in
Implementing change fairly emphasizes what practice?
Hiring only people who like change
Hiding risks while promoting benefits
Using direct threats and pressure
Being consistent and procedurally fair
Manipulation and cooptation in change management most closely involve which approach?
Applying formal rules consistently
Engaging staff in joint decisions
Providing therapy and skills development
Spinning the message to gain cooperation
Selecting people who accept change is best described as which tactic?
Offering participation incentives
Threatening non-compliance openly
Training resisters intensively
Hiring people who enjoy change
Which tactic relies on power and pressure rather than persuasion or support?
Building support with counseling
Participation in joint decisions
Education through clear explanations
Coercion through threats and force
A manager wants quick compliance by reframing benefits while downplaying costs. Which tactic is being used?
Manipulation and cooptation
Education and communication
Implementing change fairly
Building support and commitment
To lower resistance by improving capability and confidence, which tactic is most appropriate?
Coercion with explicit threats
Building support and commitment
Manipulation of messaging
Selecting only enthusiasts
A company ensures consistent procedures and transparent criteria during restructuring. Which tactic is illustrated?
Coercion with force
Participation in decisions
Implementing change fairly
Selecting enthusiasts only
Which source most commonly provides the initial impetus for organizational change?
Long-tenured managers in power positions
Outside change agents or new employees
Internal change agents within core leadership
Existing power coalitions resisting initiatives
Why do internal change agents often resist or feel threatened during change initiatives?
Concern about loss of status in the organization
Fear of increased workload without resources
Uncertainty about industry regulations changing
Belief that technology will replace human roles
How do long-time power holders typically approach change efforts?
They outsource transformation to external firms
They avoid any change unless forced by law
They implement incremental but not radical change
They champion rapid and radical restructuring
What primarily determines the speed and quality of organizational change?
Market share and quarterly earnings
Availability of external consultants
Outcomes of internal power struggles
Formal strategic planning cycle length
A newly hired manager outside the main power structure proposes a process overhaul. Based on typical dynamics, which reaction is most likely from long-time power holders?
Delegate full authority to the newcomer
Reject any discussion about the proposal
Request pilot and gradual implementation
Support immediate radical adoption
Which statement best contrasts internal versus external change agents in power dynamics?
External agents gain status by defending hierarchy
Internal agents worry about status loss during change
Internal agents prefer radical redesigns of structure
External agents typically reinforce existing routines
In a company where two coalitions compete for influence during a transformation, which factor will most shape the final outcome?
The length of employee onboarding programs
The number of technology platforms in use
The outcome of the power struggle between coalitions
The availability of office space for teams
Which scenario best illustrates incremental change favored by long-time power holders?
Reorganizing all divisions into new business units
Rolling out small updates to workflows quarterly
Replacing the entire ERP system overnight
Closing half the operations to reset strategy
A CEO wants rapid transformation but faces strong internal factions. Which action most directly addresses the main determinant of change pace?
Extend the annual planning horizon to five years
Resolve the internal power struggle decisively
Increase marketing spend for brand awareness
Focus on benchmarking against competitors
Which is a realistic misconception about where change impetus originates that should be avoided?
It often starts with new employees or outsiders
It usually arises from outside change agents
It can be driven by managers outside core power
It typically comes from long-time power holders
Which sequence correctly represents Lewin’s change process as shown in the diagram?
Unfreeze → Move → Refreeze
Refreeze → Move → Unfreeze
Unfreeze → Refreeze → Move
Move → Unfreeze → Refreeze
In Lewin’s model, what is the primary purpose of the Unfreezing stage?
Reducing pressures from resistance and conformity
Embedding new behaviors into culture
Designing a detailed implementation plan
Balancing driving and restraining forces
What is emphasized during the Refreezing stage in Lewin’s framework?
Stabilizing changes by balancing opposing forces
Generating urgency for change initiatives
Testing prototypes with pilot departments
Negotiating resources with external partners
A manager aims to counter group conformity before introducing new processes. Which stage is this focus aligned with?
Refreezing stage activities
Moving stage activities
Unfreezing stage activities
Termination stage activities
Which activity best fits the Move stage between Unfreeze and Refreeze?
Reestablishing old norms and routines
Conducting only post-change evaluations
Announcing the final project closure
Implementing new practices and behaviors
Why is balancing driving and restraining forces critical at Refreezing?
It dismantles all prior structures immediately
It stabilizes the new equilibrium after change
It accelerates the initial urgency for change
It identifies unrelated market opportunities
Which statement describes a correct relationship among the stages?
Moving eliminates the need for Unfreezing entirely
Refreezing consolidates what Moving introduces
Unfreezing formalizes the outcomes of Refreezing
Refreezing precedes Unfreezing during projects
A team pilots a new workflow after preparing employees and before institutionalizing it. Which stage is represented by the pilot?
Refreeze phase of the change process
Unfreeze phase of the change process
Move phase of the change process
Review phase of the change process
Which outcome signals that Refreezing has been successful?
New behaviors become stable and consistent
Initial resistance levels sharply increase
Project plan is drafted and approved
Legacy systems are fully decommissioned
During Unfreezing, a leader should prioritize which action?
Formalizing updated policies and procedures
Challenging existing norms to reduce inertia
Measuring post-implementation performance
Assigning permanent role definitions
Which statement best defines driving forces in organizational change?
Forces that ignore both change and stability
Forces that hinder movement from current equilibrium
Forces that maintain stability at the status quo
Forces that direct behavior away from the status quo
In Lewin’s model, restraining forces are best described as what?
Signals that measure progress over implementation time
Drivers that accelerate adoption of new behaviors
Factors that hinder movement from existing equilibrium
Policies that permanently replace the status quo
A manager aims to shift from the status quo to a desired state. Which action most aligns with reducing restraining forces?
Adding more steps to approval workflows
Increasing rewards for current, familiar practices
Removing bureaucratic barriers to new processes
Stressing risks of change without support
Which scenario illustrates driving forces increasing in an organization?
Employees are warned to avoid experimenting with methods
Policy mandates preserving legacy systems indefinitely
Leadership communicates a compelling vision and resources
Middle managers freeze budgets and hiring immediately
According to force-field analysis, change occurs when which condition is met?
Driving forces exceed restraining forces sufficiently
Restraining forces equal driving forces precisely
Both forces remain balanced at the status quo
Restraining forces grow faster than driving forces
On the diagram, the red dashed line moving upward over time most likely represents what?
Transition from status quo toward desired state
Stabilization at the initial status quo line
Temporary drop below the existing equilibrium
Elimination of both driving and restraining forces
Which practical step reflects the unfreezing stage implied by Lewin’s slide?
Locking in new procedures as the final standard
Skipping analysis to accelerate implementation
Creating dissatisfaction with the current performance
Measuring results after all changes are refrozen
A team faces strong restraining forces from informal norms. Which intervention best weakens those forces?
Publicly praising adherence to old informal norms
Centralizing authority without feedback channels
Facilitated dialogues addressing fears and incentives
Reducing training time for the new skill sets
Which outcome indicates restraining forces still dominate after unfreezing efforts?
Behavior stabilizes at the new performance level
Metrics move steadily toward the desired state
Teams adopt and improve the new processes
Employees revert to old workflows after pilots
When conducting a force-field analysis, which is the first step to structure the change effort?
Define the desired future state and the status quo
Draft sanctions for resisting the implementation
Pilot solutions without diagnosing current barriers
Announce timelines before mapping stakeholder forces
Which step in Kotter’s plan directly focuses on creating initial momentum through visible achievements?
Consolidate, reassess, and adjust
Create and reward short-term wins
Empower others by removing barriers
Establish a sense of urgency
In Kotter’s framework, what is the primary purpose of forming a coalition early in the change process?
To communicate end-state metrics widely
To build a guiding group with influence
To design training curricula for staff
To finalize budgets and capital plans
Which sequence best aligns with the early stages under Lewin’s ‘Unfreezing’ phase as mapped to Kotter’s steps?
Communicate vision, remove barriers, adjust plans
Reward short-term wins, consolidate gains, refreeze
Create a vision, empower people, reinforce changes
Establish urgency, form a coalition, create a vision
Creating a new vision in Kotter’s model primarily aims to do which of the following?
Eliminate the need for communication
Replace all managers immediately
Secure final budgets and approvals
Provide a clear direction for change
Which action best characterizes the ‘Movement’ phase in Lewin’s model as reflected in Kotter’s steps?
Establish urgency and form a coalition
Refreeze processes and audit compliance
Consolidate gains and reinforce changes
Communicate the vision and remove barriers
Empowering others by removing barriers is most effective when paired with which preceding step?
Consolidating gains from early wins
Establishing a new organizational chart
Creating and communicating a vision
Reinforcing the changes broadly
Which step should logically follow ‘Create and reward short-term wins’ to sustain momentum?
Communicate the vision again
Consolidate, reassess, and adjust
Form a larger guiding coalition
Begin refreezing all procedures
Which of the following best describes the ‘Refreezing’ phase as connected to Kotter’s steps?
Generating urgency to destabilize routines
Celebrating wins to build early support
Locking in behaviors by reinforcing changes
Mobilizing teams to remove obstacles
A manager wants to build support for change by showing immediate progress. Which Kotter step should they prioritize first?
Create and reward short-term wins
Consolidate, reassess, and adjust
Communicate the vision frequently
Reinforce the changes organization-wide
Which pairing correctly matches Kotter’s step with its primary intent?
Communicate the vision – define governance bodies
Form a coalition – assemble credible sponsors
Create a vision – redesign compensation packages
Reinforce changes – identify quick win metrics
Which statement best defines action research in organizational change?
A cyclical change process guided by analyzed data
A financial restructuring targeting budget variances
An ad hoc change driven by executive intuition
A compliance program focused on policy enforcement
What is the correct first step in the action research process?
Evaluation measuring long‑term outcomes
Action implementing chosen interventions
Feedback summarizing stakeholder views
Diagnosis identifying the core problem
Which sequence correctly lists the middle steps of action research?
Feedback then analysis before evaluation
Analysis then feedback before action
Evaluation then action before feedback
Action then diagnosis before analysis
During which step are interventions actually implemented in action research?
Action implementing planned changes
Diagnosis defining current conditions
Analysis interpreting collected data
Evaluation assessing results achieved
Which step primarily focuses on interpreting what the collected data mean?
Feedback distributing results to participants
Analysis translating evidence into insights
Evaluation comparing outcomes to objectives
Action converting plans into practice
A noted benefit of action research is that it is:
Problem‑focused rather than solution‑centered
Solution‑centered rather than problem‑focused
Leader‑driven rather than employee‑driven
Policy‑oriented rather than data‑oriented
Heavy employee involvement in action research primarily helps organizations by:
Accelerating budget approval cycles
Increasing formality of project reports
Eliminating the need for external consultants
Reducing resistance to change initiatives
Which set lists all five action research steps in correct order?
Analysis, diagnosis, action, feedback, evaluation
Feedback, diagnosis, evaluation, action, analysis
Diagnosis, analysis, feedback, action, evaluation
Diagnosis, action, analysis, feedback, evaluation
A manager skips feedback after analysis and goes straight to action. Which risk is most likely?
Low buy‑in due to limited stakeholder input
Overcollection of irrelevant financial metrics
Excessive focus on external market positioning
Premature evaluation without baseline measures
Which example best illustrates feedback in the action research cycle?
Comparing post‑change KPIs with baseline benchmarks
Collecting survey responses from frontline employees
Assigning teams to implement proposed process changes
Sharing analyzed findings with employees for discussion
Which statement best defines Organizational Development (OD)?
An ad‑hoc reaction to crises without guiding values
A set of planned interventions grounded in humanistic values
A financial restructuring program focused on budgeting
A compliance initiative centered on regulatory audits
Which OD value emphasizes dignity and worth of individuals at work?
Participation
Confrontation
Power equalization
Respect for people
In OD, power equalization primarily aims to
Reduce unnecessary status barriers across levels
Concentrate authority at the executive level
Eliminate all managerial decision rights entirely
Replace hierarchy with unstructured autonomy
Trust and support as an OD value most directly encourages
Strict adherence to rules and penalties
Open communication and psychological safety
Secretive decision making by leadership
Individual competition over collaboration
Confrontation in OD is best understood as
Avoiding difficult issues to maintain harmony
Addressing problems directly and constructively
Publicly criticizing individuals during meetings
Escalating conflicts to force quick decisions
Participation as an OD value generally involves
Limiting input to managers and consultants
Engaging employees in decisions that affect them
Outsourcing decisions to external experts
Delegating only routine tasks to employees
Which combination best reflects the humanistic‑democratic basis of OD?
Rapid change, unilateral orders, low feedback
Profit focus, strict hierarchy, process rigidity
Central control, compliance, output maximization
Respect, trust, participation in decision making
Which planned intervention aligns MOST with OD values?
Exclusive strategy sessions limited to executives
Top‑down mandate without discussion or feedback
Facilitated team dialogue to solve workflow issues
Secret performance rankings released annually
What primary outcomes are OD interventions intended to improve?
Short‑term publicity and market speculation
Patent filings and litigation success
Organizational effectiveness and employee well‑being
Asset liquidation and tax optimization
A manager forms cross‑level problem‑solving groups with shared data. Which OD values are most evident?
Participation and power equalization
Competition and individualism
Confrontation and secrecy
Hierarchy and control
Which OD technique focuses on changing behavior through unstructured group interaction in training groups (T-groups)?
Formal performance appraisal cycles
Process Consultation with a client
Survey Feedback using questionnaires
Sensitivity Training in T-groups
A primary outcome of sensitivity training is increased awareness of which two areas?
Technology and systems awareness
Project and risk awareness
Financial and market awareness
Others and self awareness
Which OD technique uses questionnaires to identify discrepancies among member perceptions and then suggests remedies?
Process Consultation method
Sensitivity Training groups
Structural redesign program
Survey Feedback Approach
In process consultation, what does the consultant primarily provide to the client?
Insights into interpersonal and process issues
Budget reallocations and cost controls
Compliance audits and policy reviews
Detailed solutions for technical systems
Which activity is most associated with increasing empathy, listening skills, openness, and tolerance?
Process Consultation projects
Balanced scorecard reviews
Survey Feedback cycles
Sensitivity Training workshops
Survey feedback is most useful when a team needs to address what kind of problem?
Low capital investment levels
Misaligned perceptions among members
Legal compliance violations
Outdated software infrastructure
Process consultation primarily helps a client understand what is happening in which domains?
Within the market, across competitors, and inside the economy
In financial statements, across budgets, and within cost centers
Inside technology, across platforms, and within data pipelines
Around the client, within the client, and between the client and others
Which statement best contrasts sensitivity training with survey feedback?
Sensitivity relies on formal metrics; survey feedback relies on informal dialogue
Sensitivity uses unstructured interaction; survey feedback uses structured questionnaires
Sensitivity focuses on processes; survey feedback focuses on technical systems
Sensitivity targets organizational design; survey feedback targets strategy formation
A manager wants to identify interpersonal processes that need improvement without prescribing technical fixes. Which OD technique is most appropriate?
Job enrichment
Survey Feedback
Sensitivity Training
Process Consultation
After administering questionnaires to a department, leaders hold discussions and suggest remedies. Which OD technique does this describe?
Change readiness audit
Sensitivity Training event
Process Consultation program
Survey Feedback Approach
Which OD technique focuses on high interaction among team members to increase trust and openness?
Process consultation to diagnose group dynamics
Appreciative inquiry to surface unique strengths
Intergroup development to align group images
Team building to increase trust and openness
Intergroup development in OD primarily targets which outcome?
Restructuring formal reporting relationships
Documenting best practices across departments
Encouraging deeper trust within intact teams
Changing attitudes and stereotypes between groups
What is the central aim of Appreciative Inquiry in organizations?
Identify unique qualities and special strengths
Eliminate conflict through formal procedures
Correct individual performance deficiencies
Standardize tasks to reduce process variance
In Appreciative Inquiry, which phase involves recalling the strengths of the organization?
Design phase mapping enabling structures
Dreaming phase defining stretch aspirations
Destiny phase assigning implementation roles
Discovery phase recalling organizational strengths
Which phase of Appreciative Inquiry centers on speculation about the organization’s future?
Dreaming phase envisioning future possibilities
Discovery phase documenting present strengths
Design phase building a shared vision
Destiny phase deciding next-step actions
During which Appreciative Inquiry phase do participants find a common vision?
Design phase aligning a common vision
Discovery phase collecting success stories
Dreaming phase brainstorming bold scenarios
Destiny phase executing planned initiatives
The Destiny phase of Appreciative Inquiry is best described as:
Debating root causes of past failures
Drafting the shared design principles
Diagnosing what is currently working
Deciding how to fulfill the dream
A cross-functional workshop aims to reduce stereotypes two departments hold about each other. Which OD technique fits best?
Job redesign to alter task boundaries
Team building to deepen team cohesion
Intergroup development to address perceptions
Appreciative inquiry to map core strengths
A manager wants to increase openness within a project team through structured activities and dialogue. Which technique should be prioritized?
Formal performance management
Intergroup development interventions
Appreciative inquiry sessions
Team building emphasizing interaction
Which sequence correctly pairs Appreciative Inquiry phases with their primary focus?
Discovery–vision, Dreaming–how, Design–future, Destiny–strengths
Discovery–future, Dreaming–vision, Design–how, Destiny–strengths
Discovery–how, Dreaming–strengths, Design–future, Destiny–vision
Discovery–strengths, Dreaming–future, Design–vision, Destiny–how
Which statement best defines innovation in an organizational context?
A new idea applied to initiating or improving offerings
Any creative thought without implementation in practice
Incremental cost cutting with unchanged value delivered
Copying competitor features without internal adaptation
Which structural condition most often supports innovation within firms?
Organic structures enabling flexible coordination
Rigid hierarchies enforcing strict procedures
Centralized control minimizing local discretion
Narrow spans limiting cross-functional contact
Why can long-tenured management contribute to innovation success?
Deep organizational knowledge and trusted networks
Preference for short-term wins over learning
High turnover that disrupts project continuity
Fresh outsider perspectives and risk ignorance
What is the most accurate role of slack resources in innovation?
Provide buffer capacity to experiment and iterate
Eliminate the need for structured project planning
Replace the requirement for skilled leadership
Guarantee immediate commercialization success
Interunit communication primarily enhances innovation by doing what?
Sharing diverse knowledge across organizational units
Standardizing all processes regardless of context
Reducing the number of stakeholders in decisions
Isolating teams to speed up internal approvals
Identify the best description of an idea champion in organizations.
Regulator who audits compliance to standards
Vendor who supplies external prototyping services
Committee that passively records project metrics
Individual who actively promotes the innovation
A division is considering a novel service but faces uncertainty. Which approach aligns best with creating a culture for change?
Encourage cross-unit collaboration and small trials
Delay decisions until full certainty is available
Mandate strict adherence to existing procedures
Limit communication to maintain confidentiality
Which combination is most likely to stimulate innovation across a company?
Centralization, narrow spans, rigid approvals
Bureaucratic rules, zero slack, siloed reporting
Short tenures, tight controls, budget freezes
Organic structures, slack resources, interunit ties
A manager with long tenure resists new ideas to protect legacy systems. What is the most effective corrective action?
Pair the manager with cross-unit innovators
Freeze the project until resistance subsides
Exclude the manager from all strategic meetings
Replace the manager with temporary contractors
An idea champion struggles to gain support for a promising prototype. Which resource would most directly help?
Allocated slack time and discretionary budget
More rigid milestones and fixed approvals
Reduced communication with other departments
Immediate large-scale rollout without testing
