CPT CPT Organizational Development & Change Management 2 — Questions and Answers
Question 1: What is the purpose of a 'force field analysis' in organizational development?
- To measure employee physical fitness
- To identify driving and restraining forces affecting a proposed change (Correct answer)
- To map out network infrastructure
- To evaluate financial risk
Correct answer: To identify driving and restraining forces affecting a proposed change
Force field analysis, developed by Kurt Lewin, identifies forces that support (driving) and oppose (restraining) a proposed organizational change.
Question 2: A CPT is designing training to support a new software rollout. Which change management phase should training primarily support?
- Unfreeze – building awareness of the need for change
- Refreeze – embedding new behaviors as the standard
- Transition – developing skills to use the new system (Correct answer)
- Planning – defining the change strategy
Correct answer: Transition – developing skills to use the new system
Training primarily supports the transition (or 'change') phase by developing the skills employees need to operate within the new environment.
Question 3: Which metric BEST indicates whether change management training was effective in supporting adoption?
- Number of training hours completed
- Rate of sustained behavior change on the job post-training (Correct answer)
- Learner satisfaction scores from day one
- Number of training materials produced
Correct answer: Rate of sustained behavior change on the job post-training
Sustained behavior change on the job is the most meaningful indicator that change management training successfully drove adoption.
Question 4: In the context of organizational change, what is a 'change champion'?
- A senior executive who signs off on budgets
- An influential employee who advocates for and models the desired change (Correct answer)
- An external consultant managing the project
- A software system that tracks change requests
Correct answer: An influential employee who advocates for and models the desired change
Change champions are influential employees who model, advocate for, and help others adopt a desired organizational change.
Question 5: Which type of organizational learning occurs when a company questions and revises its underlying assumptions and strategies?
- Single-loop learning
- Double-loop learning (Correct answer)
- Surface-level learning
- Compliance learning
Correct answer: Double-loop learning
Double-loop learning involves questioning underlying assumptions and mental models, leading to deeper organizational change beyond correcting errors.
Question 6: When rolling out enterprise-wide training for a major change, what sequencing approach is MOST effective?
- Train all employees at once to ensure consistency
- Train leaders and managers first so they can reinforce learning with their teams (Correct answer)
- Train frontline employees first and work upward
- Train only volunteers initially
Correct answer: Train leaders and managers first so they can reinforce learning with their teams
Training leaders and managers first equips them to model new behaviors and reinforce learning with their teams during rollout.
CPT CPT Organizational Development & Change Management 2
What is the purpose of a 'force field analysis' in organizational development?