Organizational Culture & Change Management Flashcards
7 cards from real CDT practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Organizational Culture & Change Management flashcards as text
Which of the following best describes an organization's 'hidden curriculum' related to diversity?
Answer: Unwritten norms and behaviors that signal who truly belongs
The hidden curriculum refers to implicit messages conveyed through everyday practices that signal inclusion or exclusion beyond official policies.
When a company undergoes a merger, diversity trainers should prioritize:
Answer: Assessing both cultures for existing inclusion strengths and gaps
Mergers create a critical window to identify and integrate the best DEI practices from both organizations rather than defaulting to one culture.
Kotter's 8-step change model begins with which foundational step?
Answer: Establishing a sense of urgency
Kotter's model starts with creating urgency so that stakeholders understand why change is necessary and are motivated to act.
A 'diversity champion' within an organization is most effective when they:
Answer: Hold senior leadership accountable using metrics and storytelling
Champions drive sustainable change by combining data-driven accountability with compelling narratives that resonate with leadership.
Which cultural archetype, according to organizational theorists, tends to resist diversity initiatives most due to its emphasis on stability and rules?
Answer: Hierarchy culture
Hierarchy cultures prioritize consistency and formal procedures, which can make them resistant to the flexibility and experimentation that DEI progress often requires.
An organization notices that women are promoted at lower rates despite equal performance reviews. This is an example of:
Answer: Structural bias embedded in culture
When systemic patterns persist despite neutral-seeming evaluations, it signals structural bias baked into cultural practices and decision-making processes.
The ADKAR change management model's 'K' stands for:
Answer: Knowledge of how to change
In ADKAR, Knowledge refers to understanding how to implement the change, which follows Awareness and Desire in the sequence.