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Organizational Development and Change Management Flashcards

7 cards from real CPHR 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 Development and Change Management flashcards as text

  1. Which model of change management describes three stages: unfreezing, changing, and refreezing?

    Answer: Lewin's Change Model

    Lewin's Change Model outlines three stages—unfreezing existing behaviors, implementing the change, and refreezing new behaviors to make them permanent.

  2. In Kotter's 8-Step Change Model, what is the FIRST step an organization must take?

    Answer: Create a sense of urgency

    Kotter's first step is to create a sense of urgency by helping others see the need for change and the importance of acting immediately.

  3. What does the 'A' in the ADKAR change management model stand for?

    Answer: Awareness

    In the ADKAR model, 'A' stands for Awareness—individuals must first be aware of the need for change before they can progress through the remaining stages.

  4. Which organizational development intervention focuses on improving group processes and interpersonal relationships within a team?

    Answer: Team building

    Team building is an OD intervention specifically designed to improve interpersonal relationships, communication, and group dynamics within a team.

  5. A 'force field analysis' in change management is used to:

    Answer: Analyze driving and restraining forces affecting a change initiative

    Force field analysis, developed by Kurt Lewin, identifies forces that either drive or restrain a desired change, helping organizations strengthen drivers and reduce barriers.

  6. Which term describes the emotional and psychological journey individuals experience when adapting to change, often depicted as a curve?

    Answer: The change curve

    The change curve (often based on Kübler-Ross's grief model) maps the emotional stages individuals pass through during organizational change, from denial to acceptance.

  7. What is 'change saturation' in an organizational context?

    Answer: When an organization has implemented too many changes simultaneously, reducing employees' capacity to absorb more

    Change saturation occurs when employees are overwhelmed by the volume or pace of simultaneous changes, leading to fatigue, disengagement, and resistance.