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
In organizational development, a 'cultural audit' is primarily used to:
Answer: Assess the existing values, beliefs, and behaviors within an organization
A cultural audit systematically examines the existing values, norms, behaviors, and assumptions that define how an organization operates and makes decisions.
Which OD technique involves collecting data from employees through questionnaires and then sharing findings back to facilitate discussion and problem-solving?
Answer: Survey feedback
Survey feedback is an OD intervention where data collected from employees via surveys is compiled and fed back to them to identify issues and develop action plans.
Appreciative Inquiry (AI) as an OD approach primarily focuses on:
Answer: Leveraging an organization's existing strengths and successes to drive positive change
Appreciative Inquiry focuses on discovering what works well within an organization and using those strengths as the foundation for envisioning and building a desired future.
The McKinsey 7-S Framework includes which of the following elements?
Answer: Strategy, Structure, Systems, Shared Values, Skills, Staff, and Style
The McKinsey 7-S Framework consists of Strategy, Structure, Systems, Shared Values, Skills, Staff, and Style—seven interdependent elements that must be aligned for organizational effectiveness.
When managing resistance to change, which approach is considered most effective for deeply skeptical or resistant employees?
Answer: Involving resistant employees in the change planning process
Involving resistant employees in planning gives them ownership and a voice, which addresses the root causes of resistance more effectively than coercion or avoidance.
What is a 'change champion' in an organizational change initiative?
Answer: An influential employee who advocates for and supports the change within the organization
A change champion is an engaged employee who believes in the change initiative and actively promotes it among peers, helping to build grassroots support.
Which of the following best describes 'organizational redesign'?
Answer: Restructuring roles, reporting relationships, and work processes to better achieve strategic goals
Organizational redesign involves intentionally restructuring how work is organized—including roles, hierarchies, and processes—to improve alignment with strategic objectives.