Change Management and Innovation MCQs 2026

Regarding Lewin three-step change model, the accurate statement is

1. Aplanning, organizing, leading and controlling as four independent functions only✓
2. Bforming, storming, norming and performing as team stages only✓
3. Cdefine, measure, analyze, improve and control as Six Sigma phases only✓
4. Dunfreezing existing behavior, moving to new behavior and refreezing the new equilibrium✓

In management practice, restraining forces against change primarily involves

1. Amarket disruption that demands rapid innovation✓
2. Bfactors such as habit, fear, resource limits or structural inertia that block movement from the status quo✓
3. Cnew legislation requiring updated compliance systems✓
4. Dcompetitor breakthroughs that threaten market share✓

Bridges transition model is best defined as

1. Aa capital budgeting method using net present value only✓
2. Ba warehouse layout design for process industries only✓
3. Ca human-focused model of endings, neutral zone and new beginnings accompanying organizational change✓
4. Da recruitment funnel measuring applicant conversion rates only✓

Regarding planned organizational change, the accurate statement is

1. Arandom drift without leadership intent or measurement✓
2. Bunmanaged reaction to every rumor without strategy✓
3. Cchange occurring only through unguided employee turnover✓
4. Ddeliberate, goal-directed modification of structures, processes or culture using diagnosed interventions✓

emergent change is best defined as

1. Achange arising incrementally from ongoing adjustments rather than a single grand plan✓
2. Btop-down transformation designed entirely in advance without learning✓
3. Cfrozen strategy that never adapts to feedback✓
4. Dchange prohibited until a ten-year master plan is complete✓

Regarding transformational change, the accurate statement is

1. Aminor adjustment to office supply reorder levels only✓
2. Broutine replacement of one clerical form with a similar form✓
3. Csmall correction of a typographical error in a manual✓
4. Dfundamental reorientation of strategy, culture or operations affecting the whole organization✓

Regarding unfreezing (Lewin), the accurate statement is

1. Alocking in new practices as permanent habits immediately✓
2. Bignoring dissatisfaction with current performance entirely✓
3. Ccreating motivation to change by disrupting the status quo and reducing resistance to new ways✓
4. Drewarding adherence to outdated procedures without question✓

Regarding changing stage (Lewin), the accurate statement is

1. Areinforcing old habits to ensure stability without alteration✓
2. Bclosing the organization without any transition activities✓
3. Cfreezing all communication during transformation✓
4. Dimplementing new processes, structures or behaviors through learning and experimentation✓

Regarding refreezing (Lewin), the accurate statement is

1. Areturning immediately to pre-change practices after a pilot✓
2. Bstabilizing new behaviors through support systems, rewards and norms so changes persist✓
3. Celiminating all policies that reinforce new standards✓
4. Ddiscouraging any consistency in revised procedures✓

Regarding Kotter eight-step change model, the accurate statement is

1. Aa two-step model of hire and fire without vision or communication✓
2. Ba sequence from creating urgency through building coalition, vision, communication, empowerment, short-term wins, consolidation and anchoring in culture✓
3. Ca quality circle method for shop-floor suggestion schemes only✓
4. Dan inventory formula for calculating economic order quantity only✓

Regarding creating urgency (Kotter step), the accurate statement is

1. Aassuring everyone that the status quo is perfectly adequate forever✓
2. Bhelping stakeholders recognize that change is necessary and delay is risky✓
3. Chiding competitive threats from employees deliberately✓
4. Dpostponing any discussion of market pressure indefinitely✓

Regarding ADKAR change model, the accurate statement is

1. Aa network scheduling technique using three time estimates only✓
2. Ba financial ratio for return on investment calculation only✓
3. Ca goal-oriented framework covering Awareness, Desire, Knowledge, Ability and Reinforcement for individual change✓
4. Da marketing mix framework of product price place promotion only✓

In management practice, resistance to change primarily involves

1. Aopposition or reluctance to alter established work habits, structures or technologies✓
2. Buniversal enthusiasm for every change without any concern✓
3. Cautomatic compliance with all new systems without learning curve✓
4. Dimmediate mastery of new skills by all employees overnight✓

In management practice, change agent primarily involves

1. Aa person or group facilitating change by advocating, supporting and guiding transition activities✓
2. Ban auditor who examines financial statements after year-end only✓
3. Ca machine operator with no involvement in improvement projects✓
4. Da passive observer forbidden from influencing any process✓

In management practice, force field analysis (Lewin) primarily involves

1. Acalculating economic order quantity for raw materials only✓
2. Bidentifying driving forces pushing for change and restraining forces opposing it to plan interventions✓
3. Cplotting product life cycle sales curves for marketing only✓
4. Ddrawing an organizational chart without analyzing change forces✓

In management practice, driving forces for change primarily involves

1. Ainertia and habit that preserve existing routines unchanged✓
2. Bfear of unknown outcomes that freezes current practices✓
3. Cfactors such as competition, technology, regulation or leadership that push the organization toward new states✓
4. Dsunk investment in legacy systems that discourages updates✓

In management practice, incremental change primarily involves

1. Acomplete merger dissolving both legacy organizational cultures overnight✓
2. Binstant replacement of all technology platforms without transition✓
3. Cshutdown of core business line and entry into unrelated industry immediately✓
4. Dgradual, continuous improvements or adjustments without radical overhaul✓

Regarding change readiness, the accurate statement is

1. Aguaranteed failure regardless of preparation or communication✓
2. Bthe extent to which individuals and the organization are prepared and willing to implement change successfully✓
3. Cabsence of any assessment before launching transformation✓
4. Dreadiness measured only by equipment purchases without people factor✓

In management practice, McKinsey 7-S model primarily involves

1. Aa framework linking strategy, structure, systems, shared values, style, staff and skills for organizational alignment✓
2. Ba seven-step quality circle problem-solving method on shop floor only✓
3. Ca statistical control chart with seven sample points only✓
4. Da seven-stage product life cycle in consumer marketing only✓

organizational development (OD) is best defined as

1. Aunplanned layoffs without support for remaining employees✓
2. Bpurely mechanical automation with no human process consideration✓
3. Crandom restructuring every month without diagnosis or evaluation✓
4. Dplanned efforts using behavioral science to improve organizational effectiveness and capacity for change✓