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PeopleCert DevOps Foundation Exam - Topic 2 Question 13 Discussion

Actual exam question for PeopleCert's DevOps Foundation exam
Question #: 13
Topic #: 2
[All DevOps Foundation Questions]

The IT department of a very large insurance company is trying to improve the collaboration and communication between development and operational teams without much success. The department has many silos that are organized by expertise and led by a different manager. The managers of each team do not seem to be particularly interested in DevOps since they have been operating this way for many years and like their silo culture.

What is this organization suffering from?

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Suggested Answer: B

The scenario describes entrenched silos and resistance to change---managers are protective of their domains and don't see the value of DevOps.

This is a textbook example of cultural debt: the gap between the organization's current culture and the adaptive, collaborative culture needed for DevOps success.

Cultural debt, like technical debt, accumulates over time and ''must be paid back'' for transformation to succeed. It creates friction, slows delivery, and blocks cross-team collaboration.

Why not the others?

Organizational change is what's needed, not what they're suffering from.

Change fatigue arises when people are burned out by too much change, not resistance.

Low trust is a symptom, but the core problem here is ingrained culture.

Reference/Extract: ''Cultural debt is accrued when organizations fail to evolve their culture to match new ways of working, like DevOps. It manifests in resistance to collaboration, entrenched silos, and leadership unwilling to change.'' --- DevOps Handbook, Ch. 2, and PeopleCert DevOps Foundation v3.6 Syllabus Section 3.4


by Samuel at Jan 05, 2026, 05:16 AM

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Yoko
4 days ago
I'm going with C. Change fatigue. Sounds like they've been trying to improve collaboration for a while, but the managers are just resistant to it.
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Danica
9 days ago
I'd say it's a combination of B and D. The silo culture has created a low-trust environment, and that's going to be a major obstacle to any kind of organizational change.
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Hui
14 days ago
Definitely B. Cultural debt - they've been stuck in their silo mentality for years, and it's going to take a lot of work to change that mindset.
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Ammie
19 days ago
Low trust could definitely be a factor here. If the teams don't trust each other or their managers, collaboration will be tough.
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Kayleigh
24 days ago
I remember a similar question about organizational change. It seems like the managers are really set in their ways, which could indicate a need for a shift in culture.
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Lore
30 days ago
I'm not sure, but it could also be change fatigue. If they've been trying to implement new processes without success, they might just be worn out.
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Jimmie
1 month ago
I think this might be cultural debt since the teams are stuck in their old ways and resistant to change.
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Albert
1 month ago
This is a tricky one. There are a few different factors at play - the siloed structure, the long-standing culture, and the lack of interest in DevOps. I'm leaning towards option B, but I'll need to think it through a bit more.
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Lorrine
2 months ago
I've seen this kind of situation before. The managers are stuck in their ways and resistant to adopting new practices like DevOps. That's probably causing a lot of change fatigue among the teams. I'd go with option C.
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Keith
2 months ago
Okay, let me think this through. The key seems to be the lack of collaboration and communication between the teams, even though the company is large. That sounds like a trust issue to me, so I'll go with option D.
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Denny
2 months ago
Hmm, I'm a bit confused. Is this about change management or organizational culture? I'm not sure if I should focus more on the communication issues or the resistance to change.
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Gretchen
2 months ago
This sounds like a classic case of organizational silos and cultural debt. I'd go with option B.
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