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Organizational Change Frameworks Flashcards

7 cards from real PMI 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 Frameworks flashcards as text

  1. William Bridges' Transition Model distinguishes between 'change' and 'transition.' What is the key difference?

    Answer: Change is situational and external; transition is the internal psychological process

    Bridges argues that change is an external event that happens to people, while transition is the internal psychological reorientation people go through to adapt.

  2. In the Bridges Transition Model, what characterizes the 'Neutral Zone'?

    Answer: The old way has ended but the new way hasn't fully begun, causing confusion

    The Neutral Zone is an in-between period of uncertainty and disorientation where the old is gone but the new isn't fully established.

  3. According to the PMI framework, which change management approach is MOST aligned with an agile project environment?

    Answer: Iterative and adaptive change management

    Agile environments benefit from iterative and adaptive change management that responds to evolving needs rather than rigid sequential processes.

  4. A change sponsor is BEST described as someone who:

    Answer: Has the authority to legitimize the change and provide necessary resources

    A change sponsor is an executive or senior leader who authorizes the change, provides resources, and actively supports the effort.

  5. Which metric is MOST useful for measuring the effectiveness of a change management intervention?

    Answer: Adoption rate and proficiency of impacted employees

    Adoption rate and proficiency directly measure whether people are actually using and benefiting from the change, indicating true change success.

  6. In change management, a 'change agent' primarily serves to:

    Answer: Facilitate and support the change process at the ground level

    A change agent acts as a catalyst, helping individuals and groups navigate the change by providing support, communication, and coaching.

  7. Resistance to change is MOST effectively managed by:

    Answer: Identifying root causes of resistance and addressing them proactively

    Understanding why people resist allows change managers to address legitimate concerns and adapt communication or support strategies accordingly.