Organizational Development and Change Management Flashcards
6 cards from real CCT practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 Organizational Development and Change Management flashcards as text
Action research in organizational development involves:
Answer: Cyclically diagnosing a problem, taking action, evaluating results, and refining the approach collaboratively
Action research is a participatory, iterative OD methodology that engages stakeholders in data collection, reflection, and improvement cycles.
A 'learning organization,' as defined by Peter Senge, is characterized by:
Answer: Continuously transforming itself by facilitating the learning of its members and adapting accordingly
Senge's learning organization uses systems thinking, personal mastery, mental models, shared vision, and team learning to evolve continuously.
Which organizational development intervention is used to improve inter-group conflict and collaboration between departments?
Answer: Intergroup development or third-party intervention facilitated by a neutral OD consultant
Intergroup development interventions use facilitated dialogue and joint problem-solving to resolve cross-departmental conflicts and build collaboration.
Succession planning in an OD context is designed to:
Answer: Ensure a pipeline of qualified candidates is ready to fill critical leadership roles when they become vacant
Succession planning develops internal talent to assume key roles, reducing organizational risk when leaders leave or advance.
The term 'psychological safety,' as studied by Amy Edmondson, refers to a team climate in which:
Answer: Team members feel safe to take interpersonal risks — speak up, share ideas, admit mistakes — without fear of punishment
Psychological safety enables the candid communication, experimentation, and learning from failure that high-performing teams require.
A force field analysis in change management is used to:
Answer: Identify and weigh the driving forces supporting change against the restraining forces resisting it
Force field analysis visually maps the forces for and against a proposed change, helping practitioners strengthen drivers and reduce barriers.