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 framework specifically uses the concept of 'pentagons' to assess organizational alignment across strategy, work, structure, people, and culture?
Answer: Nadler-Tushman Congruence Model
The Nadler-Tushman Congruence Model assesses fit (congruence) between organizational components including strategy, work, formal organization, and people.
When a change initiative fails due to poor 'change architecture,' this typically means:
Answer: The overall design of how change is structured, sequenced, and resourced was flawed
Change architecture refers to the deliberate design of how changes are planned, governed, sequenced, and supported to maximize organizational absorption.
In OD, 'parallel learning structures' are used to:
Answer: Create separate groups outside normal operations to problem-solve and innovate
Parallel structures are temporary groups that operate alongside the formal hierarchy to tackle complex problems with more flexibility and creativity.
A process professional identifies that a change is failing because middle managers are not translating leadership's vision to frontline employees. This is an example of a breakdown in:
Answer: The cascade communication model
The cascade model depends on each management layer translating and reinforcing messages downward; when middle managers disengage, communication breaks down.
Which of the following is a characteristic of 'emergent change' as opposed to 'planned change'?
Answer: It arises organically from employee adaptations and environmental responses
Emergent change is unplanned and evolves from the bottom up as employees respond to shifting conditions, contrasting with top-down, programmatic planned change.
A CPP practitioner is designing a change impact assessment. Which dimension is MOST important to evaluate for each affected stakeholder group?
Answer: Degree of change to current roles, processes, tools, and behaviors
Change impact assessment measures how significantly each stakeholder group's day-to-day work will change, enabling targeted support and communication.
In organizational development, 'double-loop learning' differs from 'single-loop learning' in that it:
Answer: Questions and changes the underlying assumptions governing behavior
Double-loop learning (Argyris) challenges the governing values and assumptions behind actions, enabling deeper organizational transformation beyond simple error correction.