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
A manager wants to reduce resistance to a systems upgrade. According to Kotter, the FIRST step is to:
Answer: Establish a sense of urgency about why change is needed now
Kotter's model begins with creating urgency because without a compelling reason to change, people default to the status quo and resist disruption.
In the context of organizational change, 'unfreezing' is MOST analogous to:
Answer: Challenging assumptions and motivating people to accept change
Unfreezing involves destabilizing the current equilibrium by creating dissatisfaction with the status quo and building readiness for something new.
Which of the following scenarios BEST illustrates the 'Desire' element of ADKAR being present?
Answer: An employee voluntarily advocates for the change to skeptical colleagues
Desire reflects personal motivation and choice to support and participate in change; volunteering to advocate for it is the strongest indicator that Desire is present.
A change initiative fails because middle managers revert to old approval processes after the project team disbands. This MOST likely represents a failure in which phase?
Answer: Refreezing / Reinforcement
Reverting to old behaviors after implementation indicates a failure to refreeze (Lewin) or reinforce (ADKAR), meaning the change was never truly embedded.
The 'guiding coalition' in Kotter's model should ideally include people who have:
Answer: A mix of power, expertise, credibility, and leadership across the organization
Kotter argues the guiding coalition must blend positional power, broad expertise, credibility, and leadership skills to drive change across the whole organization.
In Bridges' Transition Model, 'New Beginnings' is best supported by a manager who:
Answer: Provides a clear purpose, paints a vivid picture of the future, and celebrates early wins
New Beginnings require leaders to articulate a compelling purpose, create a clear picture of the future, and build momentum through early successes.
A CPM uses a change readiness assessment that measures employee Awareness, Desire, Knowledge, Ability, and Reinforcement before rollout. This approach is BEST described as:
Answer: ADKAR-based change readiness diagnostic
Measuring all five ADKAR elements before rollout identifies the weakest link in individual change readiness so targeted interventions can be designed.