ALL NEW SNCOA LDR-303S IMPROVING ORGANIZATIONS
FULL EXAM QUESTIONS AND CORRECT SOLUTIONS –
UPDATED AND VERIFIED FOR THE LATEST TEST VERSION
300 QUESTIONS AND ANSWERS
1. : What is organisational culture? ANSWER Organizational culture is the
set of shared values, beliefs, assumptions, and behaviors that define
how people work together within an organization. It represents "how
things are done around here" and influences all aspects of organizational
functioning.
2. : Name the three levels of organizational culture according to Edgar
Schein. ANSWER The three levels are: 1) Artifacts (visible elements), 2)
Espoused values (stated values and rules), and 3) Basic underlying
assumptions (unconscious beliefs that determine behavior).
3. :What is the difference between explicit and implicit aspects of
culture? ANSWER Explicit aspects are visible, such as dress codes,
ceremonies, and published values. Implicit aspects are unwritten rules,
assumptions, and norms that may not be openly acknowledged but
strongly influence behavior.
4. :How do leaders shape organizational culture? ANSWER Leaders shape
culture through role modeling, what they pay attention to and measure,
how they react to critical incidents, criteria for allocating rewards, and
criteria for recruitment and selection.
5. :What is a subculture within an organization? ANSWER A subculture is a
distinct culture that exists within a larger organizational culture, often
forming around functional departments, professional identities, or
geographic locations.
6. :How can understanding the current organizational culture help with
improvement efforts? ANSWER Understanding the current culture
identifies barriers to change, highlights values that can be leveraged,
, reveals unstated assumptions, and helps leaders tailor change initiatives
to be compatible with existing cultural strengths.
7. :What is the relationship between organizational climate and culture?
ANSWER Climate refers to the shared perceptions of policies, practices,
and procedures, while culture consists of the deeper values and
assumptions. Climate is more immediately observable and can be
viewed as a manifestation of culture.
8. :What role do stories and narratives play in organizational culture?
ANSWER Stories and narratives communicate and reinforce cultural
values, provide examples of success and failure, socialize new members,
and create shared meanings within the organization.
9. :How does the Air Force core value of "Excellence in All We Do"
influence organizational culture? ANSWER This core value establishes a
cultural expectation of continuous improvement, high standards, and
unwavering commitment to mission accomplishment across all areas of
operations.
10.:What is the purpose of conducting a cultural assessment? ANSWER A
cultural assessment helps identify the organization's current cultural
strengths and weaknesses, alignment with strategic goals, potential
barriers to change, and areas requiring intervention.
Change Management
11.:What is Kurt Lewin's three-step model of change? ANSWER Lewin's
model consists of: 1) Unfreezing (preparing for change), 2) Changing
(implementing the change), and 3) Refreezing (reinforcing and stabilizing
the change).
12.:What is the difference between first-order and second-order change?
ANSWER First-order change involves incremental improvements within
existing frameworks, while second-order change is transformational,
involving fundamental shifts in assumptions, processes, and structures.
13.:What is meant by "change fatigue"? ANSWER Change fatigue occurs
when people experience excessive stress, burnout, and disengagement
due to constant, overlapping change initiatives without sufficient
recovery time.
, 14.:What are the primary sources of resistance to organizational change?
ANSWER Primary sources include fear of the unknown, threats to
expertise or job security, disruption of social relationships, personality
factors, poor timing, lack of trust in leadership, and past negative
experiences with change.
15.:How does John Kotter's 8-step change model address resistance to
change? ANSWER Kotter's model addresses resistance by creating
urgency, building guiding coalitions, developing vision, communicating
effectively, empowering action, generating short-term wins,
consolidating gains, and anchoring changes in culture.
16.:What is a change champion? ANSWER A change champion is an
influential individual who actively promotes a change initiative, models
desired behaviors, overcomes resistance, and builds support throughout
the organization.
17.:What is the ADKAR model for change management? ANSWER ADKAR
stands for Awareness, Desire, Knowledge, Ability, and Reinforcement –
representing the five sequential outcomes individuals must achieve for
successful change implementation.
18.:Why is communication crucial during organizational change? ANSWER
Communication reduces uncertainty, builds understanding and buy-in,
addresses concerns, aligns expectations, provides direction, and helps
maintain trust during periods of change.
19.:What is the "burning platform" concept in change management?
ANSWER The burning platform represents a compelling reason for
change where the risk of not changing clearly outweighs the risk of
making the change, creating urgency and motivation.
20.:How can leaders maintain momentum during long-term change
initiatives? ANSWER Leaders maintain momentum by celebrating short-
term wins, providing ongoing communication, refreshing the vision,
addressing emerging obstacles, adjusting strategies as needed, and
ensuring continued resource commitment.
Continuous Process Improvement
21.:What is continuous process improvement (CPI)? ANSWER CPI is a
systematic approach to analyzing and improving work processes on an
, ongoing basis to enhance efficiency, effectiveness, and adaptability by
eliminating waste and non-value-added activities.
22.:What is the PDCA (Plan-Do-Check-Act) cycle? ANSWER PDCA is an
iterative four-step management method used for continuous
improvement that involves Planning (establishing objectives), Doing
(implementing the plan), Checking (evaluating results), and Acting
(standardizing or improving the process).
23.:How does Lean methodology contribute to organizational
improvement? ANSWER Lean focuses on maximizing customer value
while minimizing waste through principles like identifying value,
mapping value streams, creating flow, establishing pull, and pursuing
perfection.
24.:What are the 8 wastes identified in Lean methodology? ANSWER The 8
wastes are: Transport, Inventory, Motion, Waiting, Overproduction,
Overprocessing, Defects, and Skills (sometimes remembered by the
acronym TIMWOODS).
25.:What is Six Sigma? ANSWER Six Sigma is a data-driven methodology
focused on reducing process variation and defects to 3.4 defects per
million opportunities through disciplined application of statistical tools
and projects.
26.:What is the DMAIC process in Six Sigma? ANSWER DMAIC stands for
Define, Measure, Analyze, Improve, and Control – a structured problem-
solving framework used to identify and correct root causes of
performance issues.
27.:What is the difference between efficiency and effectiveness in process
improvement? ANSWER Efficiency refers to doing things right
(minimizing resources used), while effectiveness refers to doing the right
things (achieving desired outcomes). Both are essential for
comprehensive improvement.
28.:What is value stream mapping? ANSWER Value stream mapping is a
lean technique used to document, analyze, and improve the flow of
information, materials, and activities required to deliver a product or
service to the customer.
FULL EXAM QUESTIONS AND CORRECT SOLUTIONS –
UPDATED AND VERIFIED FOR THE LATEST TEST VERSION
300 QUESTIONS AND ANSWERS
1. : What is organisational culture? ANSWER Organizational culture is the
set of shared values, beliefs, assumptions, and behaviors that define
how people work together within an organization. It represents "how
things are done around here" and influences all aspects of organizational
functioning.
2. : Name the three levels of organizational culture according to Edgar
Schein. ANSWER The three levels are: 1) Artifacts (visible elements), 2)
Espoused values (stated values and rules), and 3) Basic underlying
assumptions (unconscious beliefs that determine behavior).
3. :What is the difference between explicit and implicit aspects of
culture? ANSWER Explicit aspects are visible, such as dress codes,
ceremonies, and published values. Implicit aspects are unwritten rules,
assumptions, and norms that may not be openly acknowledged but
strongly influence behavior.
4. :How do leaders shape organizational culture? ANSWER Leaders shape
culture through role modeling, what they pay attention to and measure,
how they react to critical incidents, criteria for allocating rewards, and
criteria for recruitment and selection.
5. :What is a subculture within an organization? ANSWER A subculture is a
distinct culture that exists within a larger organizational culture, often
forming around functional departments, professional identities, or
geographic locations.
6. :How can understanding the current organizational culture help with
improvement efforts? ANSWER Understanding the current culture
identifies barriers to change, highlights values that can be leveraged,
, reveals unstated assumptions, and helps leaders tailor change initiatives
to be compatible with existing cultural strengths.
7. :What is the relationship between organizational climate and culture?
ANSWER Climate refers to the shared perceptions of policies, practices,
and procedures, while culture consists of the deeper values and
assumptions. Climate is more immediately observable and can be
viewed as a manifestation of culture.
8. :What role do stories and narratives play in organizational culture?
ANSWER Stories and narratives communicate and reinforce cultural
values, provide examples of success and failure, socialize new members,
and create shared meanings within the organization.
9. :How does the Air Force core value of "Excellence in All We Do"
influence organizational culture? ANSWER This core value establishes a
cultural expectation of continuous improvement, high standards, and
unwavering commitment to mission accomplishment across all areas of
operations.
10.:What is the purpose of conducting a cultural assessment? ANSWER A
cultural assessment helps identify the organization's current cultural
strengths and weaknesses, alignment with strategic goals, potential
barriers to change, and areas requiring intervention.
Change Management
11.:What is Kurt Lewin's three-step model of change? ANSWER Lewin's
model consists of: 1) Unfreezing (preparing for change), 2) Changing
(implementing the change), and 3) Refreezing (reinforcing and stabilizing
the change).
12.:What is the difference between first-order and second-order change?
ANSWER First-order change involves incremental improvements within
existing frameworks, while second-order change is transformational,
involving fundamental shifts in assumptions, processes, and structures.
13.:What is meant by "change fatigue"? ANSWER Change fatigue occurs
when people experience excessive stress, burnout, and disengagement
due to constant, overlapping change initiatives without sufficient
recovery time.
, 14.:What are the primary sources of resistance to organizational change?
ANSWER Primary sources include fear of the unknown, threats to
expertise or job security, disruption of social relationships, personality
factors, poor timing, lack of trust in leadership, and past negative
experiences with change.
15.:How does John Kotter's 8-step change model address resistance to
change? ANSWER Kotter's model addresses resistance by creating
urgency, building guiding coalitions, developing vision, communicating
effectively, empowering action, generating short-term wins,
consolidating gains, and anchoring changes in culture.
16.:What is a change champion? ANSWER A change champion is an
influential individual who actively promotes a change initiative, models
desired behaviors, overcomes resistance, and builds support throughout
the organization.
17.:What is the ADKAR model for change management? ANSWER ADKAR
stands for Awareness, Desire, Knowledge, Ability, and Reinforcement –
representing the five sequential outcomes individuals must achieve for
successful change implementation.
18.:Why is communication crucial during organizational change? ANSWER
Communication reduces uncertainty, builds understanding and buy-in,
addresses concerns, aligns expectations, provides direction, and helps
maintain trust during periods of change.
19.:What is the "burning platform" concept in change management?
ANSWER The burning platform represents a compelling reason for
change where the risk of not changing clearly outweighs the risk of
making the change, creating urgency and motivation.
20.:How can leaders maintain momentum during long-term change
initiatives? ANSWER Leaders maintain momentum by celebrating short-
term wins, providing ongoing communication, refreshing the vision,
addressing emerging obstacles, adjusting strategies as needed, and
ensuring continued resource commitment.
Continuous Process Improvement
21.:What is continuous process improvement (CPI)? ANSWER CPI is a
systematic approach to analyzing and improving work processes on an
, ongoing basis to enhance efficiency, effectiveness, and adaptability by
eliminating waste and non-value-added activities.
22.:What is the PDCA (Plan-Do-Check-Act) cycle? ANSWER PDCA is an
iterative four-step management method used for continuous
improvement that involves Planning (establishing objectives), Doing
(implementing the plan), Checking (evaluating results), and Acting
(standardizing or improving the process).
23.:How does Lean methodology contribute to organizational
improvement? ANSWER Lean focuses on maximizing customer value
while minimizing waste through principles like identifying value,
mapping value streams, creating flow, establishing pull, and pursuing
perfection.
24.:What are the 8 wastes identified in Lean methodology? ANSWER The 8
wastes are: Transport, Inventory, Motion, Waiting, Overproduction,
Overprocessing, Defects, and Skills (sometimes remembered by the
acronym TIMWOODS).
25.:What is Six Sigma? ANSWER Six Sigma is a data-driven methodology
focused on reducing process variation and defects to 3.4 defects per
million opportunities through disciplined application of statistical tools
and projects.
26.:What is the DMAIC process in Six Sigma? ANSWER DMAIC stands for
Define, Measure, Analyze, Improve, and Control – a structured problem-
solving framework used to identify and correct root causes of
performance issues.
27.:What is the difference between efficiency and effectiveness in process
improvement? ANSWER Efficiency refers to doing things right
(minimizing resources used), while effectiveness refers to doing the right
things (achieving desired outcomes). Both are essential for
comprehensive improvement.
28.:What is value stream mapping? ANSWER Value stream mapping is a
lean technique used to document, analyze, and improve the flow of
information, materials, and activities required to deliver a product or
service to the customer.
