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WGU C721 - NJP1 Task 1 Change Management
Updated 2026 with complete Solution
1. An organization has a highly centralized structure in which senior
executives make nearly all important decisions. Employees have limited
autonomy, innovation is discouraged, and managers must frequently
seek approval from upper leadership. Which organizational issue most
strongly indicates a need for change?
A. Excessive employee autonomy
B. Decentralized decision-making
C. Lack of organizational control
D. Excessive centralization and limited empowerment
Answer: D
Rationale: Excessive centralization can slow decision-making, reduce
employee empowerment, and discourage innovation. A change initiative
should address the structural conditions preventing the organization
from adapting effectively.
2. When applying an organizational life cycle model, an organization
experiencing rapid growth but struggling because its original centralized
leadership structure no longer supports its expanding workforce is most
likely experiencing which issue?
A. A need for greater employee autonomy
B. A need to eliminate all management positions
C. A need to return to its original structure
D. A need to reduce organizational growth
Answer: A
Rationale: As organizations grow, centralized control can become
increasingly restrictive. Greater delegation and autonomy can help the
organization progress to the next stage of development.
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3. Which characteristic best distinguishes a learning organization from a
traditional organization?
A. Strict adherence to existing procedures
B. Limited employee participation in decisions
C. Continuous learning, knowledge sharing, and adaptation
D. Centralized control over innovation
Answer: C
Rationale: Learning organizations encourage employees to acquire
knowledge, share ideas, experiment, and adapt based on new
information. Traditional organizations tend to place greater emphasis on
established procedures and hierarchical control.
4. A company wants employees to identify problems, propose solutions,
and participate in decisions affecting their departments. Which change-
management principle is most directly demonstrated?
A. Employee empowerment
B. Organizational downsizing
C. Centralized authority
D. Structural rigidity
Answer: A
Rationale: Empowerment gives employees greater responsibility and
authority to contribute to organizational decisions, which can improve
ownership and engagement during change.
5. A senior leadership team recognizes that employees are resistant to a
proposed restructuring because they do not understand why the change
is necessary. What should leadership do first?
A. Implement the restructuring immediately
B. Replace employees who resist the change
C. Explain the need for change and communicate its expected benefits
D. Remove employees from the planning process
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Answer: C
Rationale: Resistance often develops from uncertainty or inadequate
information. Clearly communicating the reason for change helps
employees understand the organization's situation and creates a
foundation for commitment.
6. Which statement best describes the systems contingency approach to
organizational change?
A. One organizational structure is appropriate for every organization
B. Organizational effectiveness depends on how well organizational
components fit together and respond to circumstances
C. Employees should always follow existing procedures
D. Change should occur only when an organization is experiencing a
crisis
Answer: B
Rationale: The contingency perspective recognizes that organizational
effectiveness depends on alignment among organizational elements and
the demands of the environment.
7. A manager wants to determine whether an organization's leadership
style, structure, people, and work processes are aligned with one
another. Which approach would be most useful?
A. Systems-based organizational diagnosis
B. Employee replacement analysis
C. Payroll analysis
D. Individual performance ranking
Answer: A
Rationale: Systems-based diagnosis examines relationships among
organizational components rather than treating problems as isolated
events.
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8. Which situation provides the strongest evidence that an organization
needs to become more adaptive?
A. Employees consistently follow documented procedures
B. Managers carefully maintain existing reporting structures
C. The organization rejects new ideas even when market conditions
change
D. Employees receive standardized training
Answer: C
Rationale: An organization's inability or unwillingness to respond to
environmental changes can threaten its competitiveness and
sustainability. Adaptability requires openness to new ideas and
approaches.
9. Which leadership behavior is most appropriate when implementing
significant organizational change?
A. Creating a clear vision and motivating stakeholders to support it
B. Avoiding communication until the change is complete
C. Allowing rumors to determine employee expectations
D. Concentrating exclusively on maintaining existing procedures
Answer: A
Rationale: Effective change leadership involves establishing a
compelling direction, communicating the vision, building commitment,
and motivating stakeholders throughout the transition.
10. What is the primary purpose of stakeholder analysis during a change
initiative?
A. To identify individuals who should be excluded from the process
B. To determine stakeholder interests, influence, concerns, and potential
support or resistance
C. To eliminate the need for communication
D. To ensure that only executives participate in decision-making
WGU C721 - NJP1 Task 1 Change Management
Updated 2026 with complete Solution
1. An organization has a highly centralized structure in which senior
executives make nearly all important decisions. Employees have limited
autonomy, innovation is discouraged, and managers must frequently
seek approval from upper leadership. Which organizational issue most
strongly indicates a need for change?
A. Excessive employee autonomy
B. Decentralized decision-making
C. Lack of organizational control
D. Excessive centralization and limited empowerment
Answer: D
Rationale: Excessive centralization can slow decision-making, reduce
employee empowerment, and discourage innovation. A change initiative
should address the structural conditions preventing the organization
from adapting effectively.
2. When applying an organizational life cycle model, an organization
experiencing rapid growth but struggling because its original centralized
leadership structure no longer supports its expanding workforce is most
likely experiencing which issue?
A. A need for greater employee autonomy
B. A need to eliminate all management positions
C. A need to return to its original structure
D. A need to reduce organizational growth
Answer: A
Rationale: As organizations grow, centralized control can become
increasingly restrictive. Greater delegation and autonomy can help the
organization progress to the next stage of development.
,2|Page
3. Which characteristic best distinguishes a learning organization from a
traditional organization?
A. Strict adherence to existing procedures
B. Limited employee participation in decisions
C. Continuous learning, knowledge sharing, and adaptation
D. Centralized control over innovation
Answer: C
Rationale: Learning organizations encourage employees to acquire
knowledge, share ideas, experiment, and adapt based on new
information. Traditional organizations tend to place greater emphasis on
established procedures and hierarchical control.
4. A company wants employees to identify problems, propose solutions,
and participate in decisions affecting their departments. Which change-
management principle is most directly demonstrated?
A. Employee empowerment
B. Organizational downsizing
C. Centralized authority
D. Structural rigidity
Answer: A
Rationale: Empowerment gives employees greater responsibility and
authority to contribute to organizational decisions, which can improve
ownership and engagement during change.
5. A senior leadership team recognizes that employees are resistant to a
proposed restructuring because they do not understand why the change
is necessary. What should leadership do first?
A. Implement the restructuring immediately
B. Replace employees who resist the change
C. Explain the need for change and communicate its expected benefits
D. Remove employees from the planning process
,3|Page
Answer: C
Rationale: Resistance often develops from uncertainty or inadequate
information. Clearly communicating the reason for change helps
employees understand the organization's situation and creates a
foundation for commitment.
6. Which statement best describes the systems contingency approach to
organizational change?
A. One organizational structure is appropriate for every organization
B. Organizational effectiveness depends on how well organizational
components fit together and respond to circumstances
C. Employees should always follow existing procedures
D. Change should occur only when an organization is experiencing a
crisis
Answer: B
Rationale: The contingency perspective recognizes that organizational
effectiveness depends on alignment among organizational elements and
the demands of the environment.
7. A manager wants to determine whether an organization's leadership
style, structure, people, and work processes are aligned with one
another. Which approach would be most useful?
A. Systems-based organizational diagnosis
B. Employee replacement analysis
C. Payroll analysis
D. Individual performance ranking
Answer: A
Rationale: Systems-based diagnosis examines relationships among
organizational components rather than treating problems as isolated
events.
, 4|Page
8. Which situation provides the strongest evidence that an organization
needs to become more adaptive?
A. Employees consistently follow documented procedures
B. Managers carefully maintain existing reporting structures
C. The organization rejects new ideas even when market conditions
change
D. Employees receive standardized training
Answer: C
Rationale: An organization's inability or unwillingness to respond to
environmental changes can threaten its competitiveness and
sustainability. Adaptability requires openness to new ideas and
approaches.
9. Which leadership behavior is most appropriate when implementing
significant organizational change?
A. Creating a clear vision and motivating stakeholders to support it
B. Avoiding communication until the change is complete
C. Allowing rumors to determine employee expectations
D. Concentrating exclusively on maintaining existing procedures
Answer: A
Rationale: Effective change leadership involves establishing a
compelling direction, communicating the vision, building commitment,
and motivating stakeholders throughout the transition.
10. What is the primary purpose of stakeholder analysis during a change
initiative?
A. To identify individuals who should be excluded from the process
B. To determine stakeholder interests, influence, concerns, and potential
support or resistance
C. To eliminate the need for communication
D. To ensure that only executives participate in decision-making
