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
An organization's culture can be assessed through 'cultural artifacts.' Which of the following is an example of a cultural artifact related to diversity?
Answer: Who is featured in hallway photos and internal communications
Visual representations like who appears in company imagery send powerful signals about whose presence and contributions are valued in the organization.
A 'diversity fatigue' response from employees often signals:
Answer: Poorly designed initiatives that create burden without clear benefit
Diversity fatigue typically results from repetitive, low-quality training that feels performative rather than substantive and imposes burden on the very groups it aims to support.
Which leadership behavior most directly signals to employees that DEI is a genuine organizational priority?
Answer: Visibly modeling inclusive behaviors and discussing DEI in business reviews
Leaders who personally model inclusion and weave DEI into core business conversations signal that it is a strategic imperative, not a side program.
The concept of 'culture add' in hiring, as opposed to 'culture fit,' is designed to:
Answer: Attract people who bring new perspectives that strengthen the culture
Culture add shifts focus from conformity to contribution, explicitly seeking candidates whose diverse experiences will enrich and evolve organizational culture.
When change resistance is rooted in fear of job loss among majority-group employees, a DEI trainer should:
Answer: Acknowledge the fear and reframe DEI as expanding opportunity rather than redistributing it
Acknowledging fear as legitimate while reframing DEI as value-expansion rather than zero-sum competition helps reduce defensive resistance.
In the Prosci ADKAR model, 'Reinforcement' is critical because without it:
Answer: Employees will revert to old behaviors over time
Reinforcement through recognition, accountability, and adjusted systems is what prevents employees from slipping back into prior habits after initial change adoption.
Which of the following best reflects the concept of 'intersectionality' applied to organizational culture change?
Answer: Recognizing that employees' overlapping identities create unique and compounded experiences of inclusion or exclusion
Intersectionality, coined by Kimberlé Crenshaw, requires DEI practitioners to examine how overlapping identities combine to shape distinct and often compounded organizational experiences.