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
When conducting a DEI culture audit, which data source is most likely to reveal gaps between stated values and lived experience?
Answer: Employee engagement surveys disaggregated by demographic group
Disaggregating survey data by race, gender, and other identities exposes disparities in experience that aggregate scores obscure.
Psychological safety in the context of DEI means employees feel safe to:
Answer: Speak up about bias and exclusion without fear of retaliation
Amy Edmondson's concept of psychological safety is essential for DEI because people must feel able to raise concerns without risking their career or relationships.
Which approach is most effective for sustaining DEI change after a training program ends?
Answer: Embedding DEI metrics into performance management and promotion criteria
Tying DEI outcomes to formal accountability systems ensures that progress continues beyond the initial enthusiasm generated by training.
Tokenism in organizational culture is harmful because it:
Answer: Places excessive burden on individuals from underrepresented groups to represent their entire community
Tokenism creates a burden where one or few individuals are expected to represent and educate for their entire demographic group, causing stress and marginalizing their individual contributions.
A diversity trainer working with a resistant leadership team should first:
Answer: Explore the specific fears and concerns driving resistance
Understanding the roots of resistance allows trainers to address legitimate concerns and reframe DEI as aligned with leaders' own goals.
Edgar Schein's model of organizational culture identifies which as the deepest and hardest-to-change layer?
Answer: Basic underlying assumptions
Schein's model holds that basic underlying assumptions — unconscious beliefs about reality — are the most deeply embedded and most resistant to change.
During a DEI change initiative, 'early adopters' are valuable because they:
Answer: Demonstrate that change is possible and build social proof for skeptics
Early adopters act as credible internal advocates whose visible success with new practices helps persuade the skeptical majority to engage.