Organizational Change Models Flashcards
7 cards from real CPM 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 Change Models flashcards as text
Which stage of Bridges' Transition Model is often the most difficult for employees because it involves uncertainty and a loss of identity?
Answer: The Neutral Zone
The Neutral Zone is the in-between period where the old is gone but the new hasn't fully arrived, creating confusion, anxiety, and productivity dips.
According to Kotter's model, what is the PRIMARY danger if short-term wins are not celebrated?
Answer: Resisters may gain credibility and momentum to undermine change
Without visible short-term wins, skeptics and resisters gain ammunition to argue the change isn't working, threatening momentum.
The 'R' in ADKAR stands for:
Answer: Reinforcement
In ADKAR, Reinforcement is the fifth element, representing the need to sustain change through incentives, recognition, and accountability.
A company redesigns its org chart but does not update its reward systems or management practices. According to the Burke-Litwin Model, this is likely to fail because:
Answer: Transactional factors must align with structural changes for results to improve
Burke-Litwin shows that transactional factors (rewards, management practices, climate) must be aligned with structural changes to affect individual and organizational performance.
In McKinsey's 7-S Framework, 'Style' refers to:
Answer: The leadership and management behavior patterns of senior management
Style in the 7-S Framework refers to the cultural style of how leaders interact and how they prioritize their time, signaling what truly matters in the organization.
Which of the following BEST describes a 'first-order' change?
Answer: An incremental adjustment within the existing system
First-order change is incremental and continuous, making improvements within the existing framework without altering the organization's core nature.
A manager notices an employee has Awareness and Desire for a change but lacks Knowledge of how to change. According to ADKAR, the correct intervention is:
Answer: Provide targeted training and coaching on new skills and processes
When the Knowledge barrier is identified in ADKAR, the solution is education and training to fill the gap in understanding how to make the change.