Organizational Culture & Change Management Flashcards

In Edgar Schein's model of organizational culture, which level consists of deeply held, taken-for-granted beliefs that are rarely questioned?

Answer: Basic underlying assumptions

Schein places basic underlying assumptions at the deepest, mostly unconscious level of culture.

A company publishes an inclusion statement, but promotion data shows no change in who advances. In Schein's terms, this gap is between:

Answer: Espoused values and actual behavior driven by underlying assumptions

Stated values that conflict with real practice show that underlying assumptions have not shifted.

Which step comes first in John Kotter's 8-step change model?

Answer: Create a sense of urgency

Kotter's first step is establishing urgency so people see why change is needed.

A diversity executive shares quarterly results showing better retention of underrepresented employees in pilot teams. Which Kotter step does this most directly support?

Answer: Generating short-term wins

Visible early results build credibility and momentum, which is what short-term wins do in Kotter's model.

In Lewin's change model, which stage involves reinforcing new behaviors through policies, rewards, and norms?

Answer: Refreeze

Refreezing stabilizes the new state so behaviors don't slide back.

Which approach is MOST effective for embedding inclusion into organizational culture over the long term?

Answer: Building inclusion into performance management, hiring, and leadership accountability

Lasting culture change requires inclusion to be built into core systems and accountability structures.

Kurt Lewin's force field analysis helps change leaders primarily by:

Answer: Identifying driving and restraining forces affecting a change

Force field analysis weighs the forces pushing for change against those resisting it.