Change Management & Organizational Development Flashcards
7 cards from real CPP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Change Management & Organizational Development flashcards as text
Which change management approach is MOST appropriate when a change is highly urgent and leadership has clear authority to act?
Answer: Directive change approach
A directive approach is effective in crisis or high-urgency situations where speed outweighs the benefits of broad participation.
In the context of organizational development, what does 'organizational climate' refer to?
Answer: Employees' shared perceptions of workplace policies and practices
Organizational climate captures how employees perceive and feel about their work environment, policies, and leadership behaviors on a day-to-day basis.
A change sponsor who fails to actively and visibly support a change initiative risks which of the following outcomes?
Answer: Increased employee resistance and initiative failure
Visible sponsorship is critical; when sponsors are absent or passive, employees interpret this as lack of commitment, fueling resistance.
Which tool would a CPP practitioner use to assess organizational readiness for a large-scale process change?
Answer: Readiness assessment survey
A readiness assessment survey evaluates the organization's capacity, willingness, and resources to absorb and sustain the proposed change.
The concept of 'change saturation' occurs when:
Answer: Employees are overwhelmed by too many simultaneous changes
Change saturation happens when the volume and pace of concurrent changes exceed the organization's capacity to absorb them, leading to fatigue and failure.
In OD practice, which intervention is designed to help an entire organization align strategy, structure, and processes with its environment?
Answer: Large-group intervention
Large-group interventions (e.g., Future Search, Open Space) engage the whole system simultaneously to address strategic alignment and systemic issues.
When managing resistance to change, 'negotiation and agreement' as a tactic is MOST appropriate when:
Answer: Resistors have significant power and something to lose from the change
Negotiation is used when powerful stakeholders oppose change and their cooperation must be secured by offering trade-offs or concessions.