Appreciative inquiry builds a vision of the future of the organization on its current strengths and core competencies.
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Q2: Induced organizational change refers to planned changes
Q3: Top-down change is implemented gradually.
Q4: The last step in the change process
Q5: Moving from a 'bricks and mortar' to
Q6: Organizational change is the movement of an
Q8: Kurt Lewin identified a three-step model that
Q9: An organization's present strategy and structure can
Q10: People who take responsibility for managing change
Q11: Building on Lewin's three-step model,John Kotter,a professor
Q32: Assessing the need for change calls for
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