MGT 301 Exam Questions and Answers 2025/2026
Update | 100% Correct
The Nature of Change in Organizations
1. the marketplace is becoming more segmented, more niche products
2. more competitors offering targeted products, requiring faster speed-to-market
3. some traditional companies may not survive radically innovative change: disruptive
innovation
4. China, India, and other offshore suppliers are changing the way we work
5. Knowledge, not innovation, is becoming the new competitive advantage
Reactive Change
Making changes in response to problems or opportunities as they arise
Proactive (or planned) changed
Involves making carefully thought-out changes in anticipation of possible expected problems or
opportunities
Three types of change
1. Adaptive change
- the least threatening
- reintroduction of a familiar practice
Three types of change
2. Innovative Change
,- innovative change
- introduction of a practice that is new to the organization
Three types of change
3. Radically Innovative Change
- very threatening
- involves introducing a practice that is new to the industry
Lewin's Change Model
Unfreezing (create the motivation to change) --> Changing ( new information, models and
procedures) --> refreezing (support and reinforce the change)
A systems approach to change
Inputs - target elements of change - outputs - feedback
Organizational Development (OD)
set of techniques for implementing planned change to make people and organizations more
effective
Change Agent
a consultant with a background in behavioral sciences who can be a catalyst in helping
organizations deal with old problems in new ways
What can OD be used for?
1. managing conflict: an OD expert or "executive coach" can help advise on how to improve
relationships with the organization
, 2. revitalizing organizations: OD experts can help by opening communication, fostering
innovation, and dealing with stress
3. Adapting to mergers: OD experts can help integrate two firms with varying cultures, products,
and procedures
How OD works
1. Diagnosis: What is the problem?
2. Intervention: What shall we do about it?
3. Evaluation: How well has the intervention worked?
4. Feedback: How can the diagnosis be further refined?
The effectiveness of OD
1. success tends to include multiple interventions
2. it is more likely to succeed with management support
3. it has more success when oriented to achieve both short and long term results
4. OD is affected by cross-cultural considerations
Promotion Innovation: Invention
creating or making up something new
Promoting Innovation: Creativity
developing new and imaginative ideas into reality
Promoting Innovation: Innovation
The activity of creating new ideas and converting them into useful applications- specifically, new
goods and services
Update | 100% Correct
The Nature of Change in Organizations
1. the marketplace is becoming more segmented, more niche products
2. more competitors offering targeted products, requiring faster speed-to-market
3. some traditional companies may not survive radically innovative change: disruptive
innovation
4. China, India, and other offshore suppliers are changing the way we work
5. Knowledge, not innovation, is becoming the new competitive advantage
Reactive Change
Making changes in response to problems or opportunities as they arise
Proactive (or planned) changed
Involves making carefully thought-out changes in anticipation of possible expected problems or
opportunities
Three types of change
1. Adaptive change
- the least threatening
- reintroduction of a familiar practice
Three types of change
2. Innovative Change
,- innovative change
- introduction of a practice that is new to the organization
Three types of change
3. Radically Innovative Change
- very threatening
- involves introducing a practice that is new to the industry
Lewin's Change Model
Unfreezing (create the motivation to change) --> Changing ( new information, models and
procedures) --> refreezing (support and reinforce the change)
A systems approach to change
Inputs - target elements of change - outputs - feedback
Organizational Development (OD)
set of techniques for implementing planned change to make people and organizations more
effective
Change Agent
a consultant with a background in behavioral sciences who can be a catalyst in helping
organizations deal with old problems in new ways
What can OD be used for?
1. managing conflict: an OD expert or "executive coach" can help advise on how to improve
relationships with the organization
, 2. revitalizing organizations: OD experts can help by opening communication, fostering
innovation, and dealing with stress
3. Adapting to mergers: OD experts can help integrate two firms with varying cultures, products,
and procedures
How OD works
1. Diagnosis: What is the problem?
2. Intervention: What shall we do about it?
3. Evaluation: How well has the intervention worked?
4. Feedback: How can the diagnosis be further refined?
The effectiveness of OD
1. success tends to include multiple interventions
2. it is more likely to succeed with management support
3. it has more success when oriented to achieve both short and long term results
4. OD is affected by cross-cultural considerations
Promotion Innovation: Invention
creating or making up something new
Promoting Innovation: Creativity
developing new and imaginative ideas into reality
Promoting Innovation: Innovation
The activity of creating new ideas and converting them into useful applications- specifically, new
goods and services
