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
The Satir Change Model includes which of the following unique phases NOT found in Lewin's model?
Answer: Chaos
The Satir Model includes a Chaos phase that represents the performance drop and emotional turmoil after a disruptive foreign element disrupts the late status quo.
Which change management model is most closely associated with systems thinking and examines how transformational vs. transactional drivers produce organizational outcomes?
Answer: Burke-Litwin Causal Model
The Burke-Litwin Causal Model maps how transformational (mission, culture, leadership) and transactional (systems, practices, climate) factors causally produce performance outcomes.
In Kotter's 8-Step Model, 'anchoring new approaches in the culture' is MOST effectively achieved by:
Answer: Showing how the change improved results and connecting it to succession decisions
Kotter emphasizes linking the new behaviors to organizational success and ensuring leadership development and promotion reinforce the changed culture.
A CPM candidate is assessing readiness for a major ERP implementation. Which ADKAR element should be addressed FIRST in planning communications?
Answer: Awareness
Awareness—ensuring people understand why the change is necessary—must be established first before people can develop Desire, Knowledge, Ability, or Reinforcement.
Lewin's Force Field Analysis is used to:
Answer: Identify driving and restraining forces affecting a proposed change
Force Field Analysis diagrams the forces pushing toward change (driving) and those resisting it (restraining) to help managers find leverage points.
When an organization undergoes 'second-order' or transformational change, which of the following is TRUE?
Answer: It changes the organization's core values, paradigms, and ways of operating
Second-order change is radical and transformational, altering the fundamental rules, assumptions, and culture of the organization—not just its practices.
Which element of McKinsey's 7-S Framework is MOST difficult to change and MOST likely to resist organizational change efforts?
Answer: Shared Values
Shared Values (culture) are deeply embedded and slow to change, making them the most resistant element when transformation is attempted.