CBAP · Question #535
An automobile manufacturer is undertaking a project intended to modify or replace the company's current timekeeping system. Negative employee reaction to change follows as word of the proposed…
The correct answer is A. Record negative employee reaction as a project risk. Recording negative employee reaction as a project risk is a core BA responsibility, ensuring the concern is formally tracked and can be monitored or mitigated throughout the project lifecycle.
Question
An automobile manufacturer is undertaking a project intended to modify or replace the company's current timekeeping system. Negative employee reaction to change follows as word of the proposed solution spreads throughout the company. What could a business analyst (BA) do to prevent or reduce employee discontent?
Options
- ARecord negative employee reaction as a project risk
- BPropose cultural changes for the organization
- CReport potential sources of dissent to management
- DRelay upper management support to stakeholders
How the community answered
(37 responses)- A81% (30)
- B8% (3)
- C8% (3)
- D3% (1)
Why each option
Recording negative employee reaction as a project risk is a core BA responsibility, ensuring the concern is formally tracked and can be monitored or mitigated throughout the project lifecycle.
A BA is responsible for identifying, documenting, and tracking project risks; negative employee reaction to a change initiative represents a legitimate risk to adoption and project success that belongs in the risk register. Formalizing it as a risk ensures the project team can plan mitigation strategies, such as change management activities, rather than ignoring the discontent. This is within the BA's defined scope and follows established business analysis practice.
Proposing cultural changes is a strategic organizational initiative that falls outside the typical authority and responsibility of a BA on a project.
Reporting employees as sources of dissent to management is adversarial, damages stakeholder trust, and is not a recognized BA technique for managing resistance to change.
Relaying management support is a communication activity that may help but does not proactively identify or document the risk of employee discontent for tracking and mitigation.
Concept tested: BA risk identification during organizational change
Source: https://www.iiba.org/standards-and-resources/babok/
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