NAHQ CPHQ Practice Exam 2025 - Free Certified Professional in Healthcare Quality Practice Questions and Study Guide

In this scenario, the most likely cause of the low staff morale one year after the re-engineering effort is a few disgruntled staff instigating dissension in the ranks (Option A). This is because change theory posits that during organizational change, there may be individuals who resist the change due to various reasons such as fear of the unknown, loss of control, or perceived threats to job security. These individuals, often referred to as change resistors, might actively spread negativity and discontent among their colleagues, leading to lowered morale even after careful planning and implementation of the change effort.

Options B, C, and D are less likely to be the primary cause of the low staff morale in this situation. Option B suggests a failure to address the needs of the retained staff, which is important but may not be the sole reason for widespread low morale. Option C highlights improperly trained leadership, which could contribute to issues during the change process but may not be the main reason for the ongoing low morale after a year. Option D states that the re-engineering decision was a mistake, which, although possible, is not necessarily the immediate cause of the persisting low morale among the staff.