Which definition best describes a change agent?

A change agent is best defined as an individual who facilitates, advocates for, or implements change within an organization. The choice that highlights this role effectively describes a person who identifies and addresses prejudicial behavior. This is important because it indicates an understanding of the need for social and cultural change within the workplace, promoting a more inclusive and equitable environment.

By focusing on addressing prejudicial behavior, the individual empowers others and promotes a culture of continuous improvement and adaptability. This aligns with the core mission of a change agent, which involves recognizing areas needing transformation and taking proactive steps to foster positive development within the organization.

The other choices do not encapsulate the broad and transformative role of a change agent. Financial strategies, employee performance evaluations, and advocacy for sales productivity do not inherently involve driving fundamental organizational change, which is central to the concept of a change agent. Instead, these roles address specific performance metrics or operational efficiencies, rather than focusing on altering behaviors and cultural practices that can lead to significant change.