CPHR Organizational Development and Change Management 2 — Questions and Answers
Question 1: In organizational development, a 'cultural audit' is primarily used to:
- Evaluate financial compliance with organizational policies
- Assess the existing values, beliefs, and behaviors within an organization (Correct answer)
- Identify external threats to the organization's reputation
- Measure employee productivity against industry benchmarks
Correct 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.
Question 2: Which OD technique involves collecting data from employees through questionnaires and then sharing findings back to facilitate discussion and problem-solving?
- Action research
- Survey feedback (Correct answer)
- Process consultation
- Appreciative inquiry
Correct 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.
Question 3: Appreciative Inquiry (AI) as an OD approach primarily focuses on:
- Identifying and eliminating organizational weaknesses
- Leveraging an organization's existing strengths and successes to drive positive change (Correct answer)
- Gathering anonymous employee complaints
- Restructuring organizational hierarchies
Correct 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.
Question 4: The McKinsey 7-S Framework includes which of the following elements?
- Strategy, Structure, Systems, Shared Values, Skills, Staff, and Style (Correct answer)
- Situation, Strategy, Structure, Staffing, Skills, Style, and Success
- Strategy, Scope, Systems, Standards, Skills, Staff, and Success
- Structure, Systems, Shared Goals, Style, Staff, Stakeholders, and Strategy
Correct 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.
Question 5: When managing resistance to change, which approach is considered most effective for deeply skeptical or resistant employees?
- Issuing mandatory compliance directives with consequences
- Involving resistant employees in the change planning process (Correct answer)
- Ignoring resistance and focusing on early adopters
- Providing financial incentives for compliance
Correct 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.
Question 6: What is a 'change champion' in an organizational change initiative?
- An external consultant hired to lead the change
- An influential employee who advocates for and supports the change within the organization (Correct answer)
- The executive sponsor who approves the change budget
- The project manager responsible for change timelines
Correct 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.
Question 7: Which of the following best describes 'organizational redesign'?
- Updating the company's visual branding and logo
- Restructuring roles, reporting relationships, and work processes to better achieve strategic goals (Correct answer)
- Replacing senior leadership to shift organizational direction
- Revising the employee handbook and policy documentation
Correct 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.
CPHR Organizational Development and Change Management 2
In organizational development, a 'cultural audit' is primarily used to: