,NURS 570 – Strategic Planning and Change
Management – Exam 1 | Q & A | 2026 Edition |
California University
1. Which of the following best describes the initial phase of the strategic planning process?
A) Conducting an environmental assessment and SWOT analysis
B) Developing the annual operating budget
C) Implementing specific action plans
D) Evaluating the achievement of previous goals
Correct Answer: Conducting an environmental assessment and SWOT analysis
Rationale: Strategic planning begins with an external and internal environmental scan (e.g., SWOT:
strengths, weaknesses, opportunities, threats). This data-driven assessment informs the mission, vision,
and subsequent goals. Budgeting, implementation, and evaluation occur later.
2. What is the primary purpose of a mission statement in a healthcare organization?
A) To project future revenue and market share
B) To define the organization’s fundamental purpose and scope of services
C) To list the annual objectives for each department
D) To describe the ideal future state in five years
Correct Answer: To define the organization’s fundamental purpose and scope of services
Rationale: A mission statement articulates why the organization exists, whom it serves, and what it
does. A vision statement describes the aspirational future. Objectives and financial projections are
separate components of the strategic plan.
3. According to Lewin’s change theory, which stage involves creating the motivation for change by
helping individuals overcome resistance?
A) Refreezing
,B) Moving
C) Unfreezing
D) Driving forces analysis
Correct Answer: Unfreezing
Rationale: Unfreezing is the first stage where the status quo is disrupted, and readiness for change is
created by addressing resistance, increasing driving forces, and reducing restraining forces. Moving
(changing) is the implementation phase; refreezing stabilizes the change.
4. A nurse leader is implementing a new electronic health record system. She holds town hall meetings
to communicate the vision and timeline. This aligns with which step of Kotter’s 8-step change model?
A) Empowering broad-based action
B) Generating short-term wins
C) Anchoring new approaches in the culture
D) Communicating the change vision
Correct Answer: Communicating the change vision
Rationale: Kotter’s fourth step is “Communicate the Change Vision,” which involves sharing the vision
and strategy widely through multiple channels. Town hall meetings are a direct method. Empowering
action (step 5) involves removing obstacles; short-term wins are step 6.
5. Which of the following is a characteristic of transformational leadership?
A) Inspiring and motivating followers to achieve higher-level goals through idealized influence
B) Focusing on corrective action only when standards are not met
C) Exchanging rewards for performance in a contractual manner
D) Avoiding decision-making and allowing the team full autonomy
Correct Answer: Inspiring and motivating followers to achieve higher-level goals through idealized
influence
, Rationale: Transformational leadership uses four I’s: idealized influence, inspirational motivation,
intellectual stimulation, and individualized consideration. Transactional leadership focuses on exchanges
and management by exception. Laissez-faire is hands-off.
6. What is the primary function of a force field analysis in change management?
A) To calculate the financial return on investment of the change
B) To identify and evaluate the driving and restraining forces affecting a proposed change
C) To assign individual tasks to members of the change team
D) To develop a detailed project timeline with milestones
Correct Answer: To identify and evaluate the driving and restraining forces affecting a proposed change
Rationale: Kurt Lewin’s force field analysis maps forces that drive change (motivators) and those that
restrain it (barriers). The goal is to strengthen driving forces and reduce restraining forces to move
toward the desired state. It is not a financial tool, task assignment, or timeline.
7. In the context of organizational culture, which level is described as the visible, tangible elements such
as dress codes and rituals?
A) Espoused values
B) Underlying assumptions
C) Artifacts
D) Strategic goals
Correct Answer: Artifacts
Rationale: Schein’s model of organizational culture includes three levels: artifacts (visible structures,
rituals, dress), espoused beliefs and values (stated strategies, goals), and basic underlying assumptions
(unconscious, taken-for-granted beliefs). Artifacts are the easiest to observe but hardest to decipher.
8. A strategic planning committee is evaluating the organization’s internal capabilities and external
environment. Which tool would be most appropriate for this initial assessment?
Management – Exam 1 | Q & A | 2026 Edition |
California University
1. Which of the following best describes the initial phase of the strategic planning process?
A) Conducting an environmental assessment and SWOT analysis
B) Developing the annual operating budget
C) Implementing specific action plans
D) Evaluating the achievement of previous goals
Correct Answer: Conducting an environmental assessment and SWOT analysis
Rationale: Strategic planning begins with an external and internal environmental scan (e.g., SWOT:
strengths, weaknesses, opportunities, threats). This data-driven assessment informs the mission, vision,
and subsequent goals. Budgeting, implementation, and evaluation occur later.
2. What is the primary purpose of a mission statement in a healthcare organization?
A) To project future revenue and market share
B) To define the organization’s fundamental purpose and scope of services
C) To list the annual objectives for each department
D) To describe the ideal future state in five years
Correct Answer: To define the organization’s fundamental purpose and scope of services
Rationale: A mission statement articulates why the organization exists, whom it serves, and what it
does. A vision statement describes the aspirational future. Objectives and financial projections are
separate components of the strategic plan.
3. According to Lewin’s change theory, which stage involves creating the motivation for change by
helping individuals overcome resistance?
A) Refreezing
,B) Moving
C) Unfreezing
D) Driving forces analysis
Correct Answer: Unfreezing
Rationale: Unfreezing is the first stage where the status quo is disrupted, and readiness for change is
created by addressing resistance, increasing driving forces, and reducing restraining forces. Moving
(changing) is the implementation phase; refreezing stabilizes the change.
4. A nurse leader is implementing a new electronic health record system. She holds town hall meetings
to communicate the vision and timeline. This aligns with which step of Kotter’s 8-step change model?
A) Empowering broad-based action
B) Generating short-term wins
C) Anchoring new approaches in the culture
D) Communicating the change vision
Correct Answer: Communicating the change vision
Rationale: Kotter’s fourth step is “Communicate the Change Vision,” which involves sharing the vision
and strategy widely through multiple channels. Town hall meetings are a direct method. Empowering
action (step 5) involves removing obstacles; short-term wins are step 6.
5. Which of the following is a characteristic of transformational leadership?
A) Inspiring and motivating followers to achieve higher-level goals through idealized influence
B) Focusing on corrective action only when standards are not met
C) Exchanging rewards for performance in a contractual manner
D) Avoiding decision-making and allowing the team full autonomy
Correct Answer: Inspiring and motivating followers to achieve higher-level goals through idealized
influence
, Rationale: Transformational leadership uses four I’s: idealized influence, inspirational motivation,
intellectual stimulation, and individualized consideration. Transactional leadership focuses on exchanges
and management by exception. Laissez-faire is hands-off.
6. What is the primary function of a force field analysis in change management?
A) To calculate the financial return on investment of the change
B) To identify and evaluate the driving and restraining forces affecting a proposed change
C) To assign individual tasks to members of the change team
D) To develop a detailed project timeline with milestones
Correct Answer: To identify and evaluate the driving and restraining forces affecting a proposed change
Rationale: Kurt Lewin’s force field analysis maps forces that drive change (motivators) and those that
restrain it (barriers). The goal is to strengthen driving forces and reduce restraining forces to move
toward the desired state. It is not a financial tool, task assignment, or timeline.
7. In the context of organizational culture, which level is described as the visible, tangible elements such
as dress codes and rituals?
A) Espoused values
B) Underlying assumptions
C) Artifacts
D) Strategic goals
Correct Answer: Artifacts
Rationale: Schein’s model of organizational culture includes three levels: artifacts (visible structures,
rituals, dress), espoused beliefs and values (stated strategies, goals), and basic underlying assumptions
(unconscious, taken-for-granted beliefs). Artifacts are the easiest to observe but hardest to decipher.
8. A strategic planning committee is evaluating the organization’s internal capabilities and external
environment. Which tool would be most appropriate for this initial assessment?
