OD Final

Which ONE of the following is NOT one of the ten principles Edgar Schein proposed to guide the process consultant's actions? a. Everything you do is an intervention. b. Always try to be helpful. c. The client owns the problem and the solution. d. Always stay in touch with the current reality. e. Access your knowledge.

Access your knowledge.

Which of the following types of change in self-report measures refers to movement along a measure that reflects stable dimensions of reality? a. Delta change. b. Gamma change c. Lambda change d. Beta change e. Alpha change

Alpha change

Which ONE of the following is NOT one of the ten principles Edgar Schein proposed to guide the process consultant's actions? a. Be the master of the process. b. When in doubt, share the problem. c. Timing is crucial. d. Be constructively optimistic with confrontive interventions. e. Everything is information: errors will always occur and are the prime sources for learning.

Be the master of the process.

Which of the following is NOT ONE of the ways Hackman oriented or classified team-building interventions? a. Oriented to address group behavior. b. Oriented to address group's integration with its organizational context. c. Oriented to address individual behaviors. d. Classified as diagnostic. e. Classified as research.

Classified as research.

Which of the following is NOT an accurate statement about parallel structures? a. Parallel structures are sometimes referred to as collateral structures. b. Competitive union-management projects are an example of parallel structures. c. Quality circles are an example of parallel structures. d. Employee resource groups are an example of parallel structures. e. Parallel structures are sometimes referred to dualistic structures.

Competitive union-management projects are an example of parallel structures.

Which ONE of the following reasons is NOT a reason that an individual may resist change? a. Conflicts between individuals who will gain power and influence after the change and individuals who will lose power and influence after the change. b. Questioning whether the individual can learn to function effectively after the change. c. Unsure whether the individual's existing skills and contributions will be valued in the future after the change d. Concerns that the change may benefit the individual more than the change benefits others. e. Anxiety because of letting go of what is known and moving to an uncertain future after the change

Concerns that the change may benefit the individual more than the change benefits others.

Which ONE of the following statements about the deep assumptions of culture is NOT true? a. Deep cultural assumptions are taken for granted/ b. Deep cultural assumptions tell how organizational members how problems should be solved. c. Deep cultural assumptions are non debatable. d. Deep cultural assumptions are nonconfrontable. e. Deep cultural assumptions are undiscoverable.

Deep cultural assumptions are undiscoverable.

Which of the following is NOT true regarding diagnosis in organizational development? a. Diagnosis does not assume that there is a problem with the organization. b. It is a collaborative process. c. Diagnosis provides systematic understanding of the organization to facilitate idenftiying appropriate interventions. d. Diagnosis is performed only when needed. e. Diagnosis as a term is used more broadly than the medical definition would suggest.

Diagnosis is performed only when needed.

Which ONEof the following is the first step for applying open-systems methods for the large-group meeting? a. Compare the present with the ideal future. b. An open discussion about the future. c. Selecting one representative from each organization group. d. Diagnosis of the existing environment and how the organization relates to it. e. Members creating a list of constraints to change.

Diagnosis of the existing environment and how the organization relates to it.

Which type of validity exists when the proposed measure does not correlate with measures with which it is not supposed to correlate?. a. Face validity. b. Criterion validity. c. Discriminant validity. d. Predictive validity. e. Content validity.

Discriminant validity.

Which of the following is the ONE strategy for resolving conflict identified it the episodic model of conflict that does NOT attempt to control the conflict? a. Set limits on the form of conflict. b. Identify triggering factors. c. Ban conflict within the organization. d. Eliminate or resolve the basic issues causing the conflict. e. Help parties cope differently with consequences of conflict.

Eliminate or resolve the basic issues causing the conflict.

Which of the following terms refer to the ability to recognize and express one's emotions appropriately, to use emotions in decisions, and to regulate emotions. a. Ethics b. Self-confidence c. Evaluation d. Emotional Intelligence e. Intervention

Emotional intelligence

Which ONE of the following practices is NOT supported by research as a way that leaders can accelerate transitions? a. supporting continuous discussion of the organization change among members b. Ensuring the organization adapts each new change idea that comes along as quickly as possible. c. engaging in reviews or other processes that allow discussing what has worked, and what needs to be improved. d. allowing organizational units in the lower organization levels to be responsible for implementing change e. helping individuals understand how each person fits into the change

Ensuring the organization adapts each new change idea that comes along as quickly as possible.

Which of the following statements regarding interventions is accurate? a. Everything a change agent does is an intervention. b. The change agent must become an expert in the topic surrounding the intervention to properly guide the intervention. c. The purpose of planning an intervention in-depth is to ensure that no problems occur with the intervention. d. Interventions are tense and unpleasant confrontations. e. The key to intervention success is for the change agent to take over responsibility for the problem and the solution.

Everything a change agent does is an intervention.

Which is true of external OD consultants? a. External OD consultants are younger than internal OD consultants. b. External OD consultant spend less time in OD than do internal OD practitioners. c. External OD consultants have less experience than internal OD consultants. d. External OD consultants have more training in psychology than internal OD practitioners. e. External OD consultants do not generally differ in experience, education, or training from internal OD practitioners.

External OD consultants do not generally differ in experience, education, or training from internal OD practitioners.

Which of the following is NOT part of the criteria for an effective intervention? a. Valid knowledge that that the desired outcomes can be produced. b. Free and informed choice by members about changes that will affect them. c. Enhances organizational organization's ability to manage change. d. Valid information about the organization's functioning based on accurate diagnosis. e. External commitment from consumers and the community to ensure change is acceptable to broad range of stakeholders.

External commitment from consumers and the community to ensure change is acceptable to broad range of stakeholders.

Which type of validity exists when experts and those involved agree that the measure represents the variable of interest?. a. Predictive validity. b. Differential validity. c. Criterion validity. d. Discriminant validity. e. Face validity.

Face validity.

Which of the following best describes technostructural interventions? a. Focus on organization's decision-making structure. b. Select, reward, compensate, and support people in organzation. c. Assist an organization to align internal functions with external market needs. d. Transform organization's technology to keep pace with the latest social changes. e. Develop people to meet organizational goals.

Focus on organization's decision-making structure.

Which ONE of the following is the first step with respect to interventions intended to bring about cultural change? a. Formulate a clear strategic vision. b. Display top management commitment. c. Model culture change at the highest level. d. Modify the organization to support organizational change. e.Select and socialize newcomers and terminate those who can not or will not fit with the new culture.

Formulate a clear strategic vision.

Which ONE of the following is NOT a group process that interpersonal and group interventions can help address? a. The nature and style of communications. b. Addressing the functional roles of group members. c. Examining group problem-solving and decision-making. d. Understanding and articulating group norms and determining if the norms are helpful or harmful. e. Helping top management select the right leader for the group.

Helping top management select the right leader for the group.

Which economic and cultural context tends to be most difficult for traditional OD processes? a. Industrializing/High power distance b. Industrial/High power distance c. Industrial/Low individualism d. Industrial/High fit e. Industrializing /Low power distance

Industrializing/High power distance

Which ONE of the following is NOT a primary weakness of using interviews as a data collection method? a. Interviews do not allow building empathy with the interview subjects. b. Interview data can be difficult to code and interpret. c. Interviewer responses can be biased. d. Interviews are relatively expensive. e. Interviews may be subject to the biases of those being interviewed.

Interviews do not allow building empathy with the interview subjects.

What is meant by "self-knowledge" as a core competency for OD practitioners? a. Know interpersonal skills. b. Know one's values, feelings, and purposes. c. Know who can be trusted. d. Know how much one knows. e. Know how to be manage the consultation process.

Know one's values, feelings, and purposes.

Which of the following is NOT included in the definition of OD? a. OD focuses on the application and transfer of behavioral science knowledge b. OD focuses on change management c. OD encompasses strategies, structures, and processes d. OD is system-wide e. OD's goal is organization effectiveness

OD focuses on change management

Organization development is distinguished from change management by which of the following characteristics? a. OD takes a broadly focused approach that can apply to any kind of change b. OD focuses on the development of knowledge and skills to problem solve and manage future change c. OD addresses the effective sequence of leadership issues that produce organization improvements d. OD focuses narrowly on cost, quality, and schedule e. OD is the more traditional name for what is now known as change management

OD focuses on the development of knowledge and skills to problem solve and manage future change

Which one of the following is NOT a factor in ensuring that survey feedback works best? a. Supervisors play an active role in feeding the data back to employees. b. Supervisors help employees work with the data. c. Organization members are closely involved in developing and carrying out the project. d. Organization ensure the survey feedback does not interrupt employee work responsibilities. e. The OD practitioner provides technical assistance in the form of data analysis and interpretation.

Organization ensure the survey feedback does not interrupt employee work responsibilities.

Which of the following is NOT one of the Professional OD values? a. Understanding that an organization's external relationship increase firm complexity and affect values judgments. b. Concern for personal well-being, democratic principles, and open inquiry. c. Optimizing the conflicts between organization efficiency and effectiveness to optimize human and environment benefits. d. Promote the central role of the change agent to drive the change process. e. Promoting positive ecological, human, and economic values.

Promote the central role of the change agent to drive the change process.

Which ONE of the following statements about why questionnaires are used frequently is NOT true? a. Questionnaires provide opportunities to probe for clarification. b. Questionnaires allow data to be analyzed quickly. c. Questionnaires are inexpensive on a per-person basis. d. Questionnaire data can be easily and promptly fed back to employees. e. Questionnaires allow collecting data from many people.

Questionnaires provide opportunities to probe for clarification.

In which stage of development is a country's economy primarily agricultural-based? a. Pre-industrial economies. b. Subsistence Economies. c. Post-industrial economies. d. Industrial economies. e. Industrializing economies.

Subsistence Economies.

What is a key element of providing empathy and developing support as a means to reduce resistance to change? a. Ensure that those people responsible for change do not give up and remain on the defensive. b. Suspend judgement. c. Talk long enough to reduce others fears. d. Listen to others with a focus on your perspective or needs. e. Ensure everyone shares and agrees with the leader's perspective on the change.

Suspend judgement.

Which of the following statements about the results of team-building or goal-setting is accurate? a. Team-building was most likely to affect the quantity of performance. b. Goal-setting was most likely to affect the quality of performance. c. Goal setting was more likely to affect performance linked to tasks that are complex. d. Goal setting was more likely to affect performance linked to tasks that are unstructured. e. Team-building was most likely to affect the quality of performance.

Team-building was most likely to affect the quality of performance.

When it comes to entering into an OD relationship, what is meant by the phrase "the problem is never the problem"? a. New problems arise during the OD process. b. The presenting problem is most often a symptom rather than the real problem. c. The client may not reveal the problem. d. The problem is usually management. e. OD interventions only address symptoms, not problems.

The presenting problem is most often a symptom rather than the real problem.

Which ONE of the following question does the OD practitioner ask when developing a diagnostic relationship? a. Why am I here? b. Who are you? c. How much am I paid? d. Who has political clout? e. Who in the organization can be trusted?

Why am I here?

Which ONE is NOT one of the seven deadly sins of management named by Deming? a. Mobility of top management. b. Working closely with unions. c. Lack of constancy of purpose. d. Running a company only on visible figures and results. e. Emphasizing short-term profits and immediate dividends.

Working closely with unions.

Which ONE of the following is not a characteristic of open-space methods for large-group interventions? a. the "Four Principles." b. the "law of two feet." c. regular summaries of information for all members to review. d. Create a roadmap for the meeting based on participants' interest. e. a formal agenda and structure.

a formal agenda and structure.

Which ONE of the following best describes the focus of a confrontation meeting? a. a place to mobilize organizational problem-solving b. a place to negotiate employee contracts c. A place to air grievances and confront slackers d. a place to reward individual contributors e. a place to complain

a place to mobilize organizational problem-solving

What is the correct name for the practice of listening to organization members to understand their perceptions and feelings? a. psychiatric listening. b. engaging listening. c. research listening. d. positive listening. e. active listening.

active listening

Evaluation in OD provides information to a. assess the long-term results of OD interventions. b. improve task preparation. c. assess a manager's style. d. determine OD program costs. e. implement change programs.

assess the long-term results of OD interventions.

Which of the following is the most common focus of team-building activities? a. behavior related to organization structure. b. behavior related to task performance and group process. c. behaviors relation to coaching and mentoring. d. behavior related to leadership skills. e. behavior related to individual performance.

behavior related to task performance and group process.

What is the correct name the section of the Johari Window that comprises personal issues that are unknown to the individual, and are relatively obvious to others? a. open b. hidden c. unknown d. invisible e. blind

blind

The burden of responsibility for selecting an OD consultant lies entirely with a. whoever pays the bills. b. the client organization. c. both the client organization and the consultant. d. the consultant. e. the manager of the client organization.

both the client organization and the consultant.

Which ONE of the following is NOT an activity that Human Resources Management Interventions are designed to address? a. reward people in organizations. b. select people in organizations. c. build teams in organizations. d. support people in organizations. e. develop people in organizations.

build teams in organizations.

If an organization's values emphasize internal integration as well as innovation and flexibility, it manifests which of the following cultures? a. market b. Open c. adhocracy d. hierarchy e. clan

clan

Establishing a "diagnostic relationship" refers to a. deciding who will be diagnosed. b. getting to know the client one-on-one. c. clarifying expectations between relevant organizational members and the consultant. d. gathering data with organizational members. e. meeting organizational members regularly.

clarifying expectations between relevant organizational members and the consultant.

The process of entering a client system consists of a. clarifying the issue, mapping political processes, negotiating with the client. b. walking around and getting a sense of the culture. c. clarifying the issue, determining the relevant client, and selecting a practitioner. d. agreeing the client has a problem and determining the appropriate action plan. e. determining the relevant client, determining the relevant issue, and developing an action plan.

clarifying the issue, determining the relevant client, and selecting a practitioner.

What activity listed below is involved when entering into an OD relationship? a. reviewing what OD issues have been solved before at the organization b. clarifying the organizational issue c. identifying the appropriate pay scale d. mapping the political system and who holds the power. e. ensuring the OD intervention is large in scale

clarifying the organizational issue

Which of the following is a force for change in force field analysis? a. groups performances norms b. competition from other groups c. well-learned skills d. fear of change e. member complacency

competition from other groups

Which one of the following is NOT an intervention characteristic that affects reinforcement? a. goal specificity b. worker satisfaction c. internal support d. sponsorship. e. programmability

worker satisfaction

Which of the following values describes how information is conveyed and how time is valued in a culture? a. uncertainty avoidance b. power distance c. achievement orientation d. context orientation e. individualism

context orientation

The initial activities of the OD process involve a. evaluating OD interventions. b. evaluating personnel. c. implementing change. d. diagnosing. e. entering and contracting activities.

entering and contracting activities.

The internal validity of an intervention is assessed by which of the following methods? a. testing a hypothesis. b. determining if certain changes cause certain outcomes. c. asking those affected by the participation if they believe the intervention helped. d. Considering the interventions reliability. e. considering alternative hypotheses.

determining if certain changes cause certain outcomes.

Which one of the following is NOT a step in the contracting process? a. estimating the time and resources that will be devoted to the OD process b. determining rules regarding confidentiality c. determining the change project d. determining what each party wants from the OD process e. determining the practitioner's role in the process

determining the change project

Which of the following is NOT one of the five activities of change management? a. sustaining momentum b. developing political support c. diagnosis d. creating a vision e. motivating change

diagnosis

The continuous change model proposes which of the following change activities to occur simultaneously? a. unfreezing, moving, and refreezing b. problem identification and joint action planning c. discovering, designing, tailoring, and assessing d. joint diagnosis and action planning e. discover themes and envision a preferred future

discovering, designing, tailoring, and assessing

To sustain momentum a change agent must NOT do which of the following? a. build support systems for change agents. b. reinforce new behaviors c. ensure that short-term performance does not decline during the change effort. d. provide resources for change. e. develop new competencies and skills in the organization.

ensure that short-term performance does not decline during the change effort.

Which of the following is NOT one of the "stems" of OD? a. laboratory training b. environmental analysis c. participative management and quality of work life d. normative approaches e. action research/survey feedback

environmental analysis

Which ONE of the following is NOT a property of a system? a. outputs b. feedback c. equivocality d. transformation e. inputs

equivocality

The organization's general environment consists of a. business portfolios in the company. b. employee satisfaction. c. firm's strategies and objectives. d. external forces that can directly affect the organization. e. organizational structure.

external forces that can directly affect the organization.

Which of the following is NOT a type of OD intervention outlined in this text? a. technostructural interventions. b. human resources management interventions c. financial interventions d. strategic change interventions e. human process interventions

financial interventions

Which of the following is NOT one of the competencies of an OD practitioner as described in the textbook? a. general knowledge of organization development theory b. general consultation skills c. financial management skills d. interpersonal skills e. intrapersonal skills

financial management skills

Which ONE of the items below is NOT a design component at the organization level?: a. general environment b. work processes c. work processes d. structure e. human resources

general environment

Who is the relevant client if you are the OD practitioner entering into a contract relationship? a. everyone in the organization b. individuals who are included in a survey c. everyone who contributes to the problem d. generally those who can directly impact change issues e. the individual who invited the OD practitioner into the ogranization.

generally those who can directly impact change issues

Understanding how an intervention is progressing is an example of what type of feedback? a. implementation b. developmental c. evaluation d. intervention e. personal

implementation

Observations can be particularly helpful in diagnosing a. performance appraisal systems. b. interpersonal relations. c. organizational control structures. d. organization structure. e. organization data flow.

interpersonal relations.

Which activity is NOT part of the general model of planned change? a. evaluating and reinforcing change b. diagnosing c. interviews and action planning d. planning and implementing change e. entering and contracting

interviews and action planning

Activity planning involves which ONE of the following? a. making a road map of key activities b. creating special structures c. creating new change strategies d. scheduling corporate team-building activities e. identifying key people

making a road map of key activities

Activity planning and commitment planning are key activities in which ONE of the following? a. entry and contracting b. creating a vision c. diagnosis d. the life of a CEO e. managing a transition

managing a transition

Which ONE of the following culture components are the unwritten rules of behavior within an organization? a. competing values b. basic assumptions c. artifacts d. values e. norms

norms

Which of the following is increased by using multiple methods to measure a particular variable? a. error coefficient. b. validity c. reliability d. latitudinal measurements. e. longitudinal measurements

reliability

When entering into an OD relationship, the presenting problem is a. whatever the client decides it is. b. usually very specific. c. always the most important problem facing the organization. d. never the "real" problem. e. often a symptom of an underlying problem.

often a symptom of an underlying problem.

Identifying the core mission of an organization and assessing the organization's responses to environmental expectations are two important aspects of what type of large group intervention? a. culture assessment b. open-system methods c. conference methods d. open-space methods e. diagnostic methods

open-system methods

Which general diagnostic model most underlies OD? a. closed systems model b. general systems model c. human systems model. d. open-systems model e. variable systems model

open-systems model

Which ONE of the following is NOT one of the four key elements of a working definition of Employee Involvement (EI)? a. knowledge and skills b. personal ambition c. power d. rewards e. information

personal ambition

What is the individual source of power most needed to go around organizational procedures and practices to get changes made? a. others' support b. knowledge c. personality d. empathy e. formal position

personality

Intervention means a. unplanned management manipulations. b. planned actions or events intended to increase effectiveness. c. making people change bad behaviors. d. change activities outside the organization. e. valid information only.

planned actions or events intended to increase effectiveness.

Which power strategy is most closely aligned with OD's traditional humanistic values? a. avoiding confrontation b. going around the formal system c. playing it straight d. using social networks e. hide in plain sight

playing it straight

The extent to which members of a society value and accept status differences refers to a. individualism. b. uncertainty avoidance. c. context d. achievement orientation. e. power distance.

power distance

Group communications, roles and functions, and group norms are the focus of a. process consultation. b. coaching and mentoring. c. survey feedback. d. training. e. diagnostic activities.

process consultation.

Which ONE of the following is NOT a dilemma associated with large group interventions that help determine the best method to use in conducting the large group intervention? a. dilemma of emotional contagion b. self-organizing dilemma c. dilemma of structure d. egocentric dilemma e. dilemma of voice

self-organizing dilemma

Mechanisms such as implementation feedback that provide information about about deviations from desired intervention behaviors are an element of which reinforcement process? a. socialization. b. reward allocation. c. sensing and calibration. d. commitment. e. diffusion.

sensing and calibration.

What aspects of an organization do OD interventions seek to change? a. external environment to improve efficiency b. political environment to reduce governmental issues c. task environment to reduce costs d. specific process features to increase organizational effectiveness e. cultural context to improve worker happiness

specific process features to increase organizational effectiveness

Which ONE of the following should be avoided in a confrontation meeting? a. members from different departments in same group b. top management separated from other groups c. superiors and subordinates in the same group d. working on relevant problems e. repeatedly stressing the importance of openness and honesty

superiors and subordinates in the same group

The assumption underlying the use of survey feedback in OD is that a. surveys can provide feedback to the organization and be used to initiate change. b. surveys allow one to collect a great deal of data. c. people will always provide truthful answers to questions. d. responses and surveys are easily interpreted. e. surveys are the best way to collect data.

surveys can provide feedback to the organization and be used to initiate change.

Which ONE of the following is NOT an issue for the OD practitioner when entering and contracting? a. over identification b. sympathy c. empathy d. under-estimating the importance of the entry and contracting phase. e. worthiness and competency

sympathy

Which of the following are outputs of an organization's group level organization systems? a. profits b. customer satisfaction c. team effectiveness d. personal development e. stakeholder satisfaction

team effectiveness

What OD intervention originally started with Kurt Lewin's work with small, unstructured groups? a. total quality management b. action research c. team-building d. strategic change e. quality of work life

team-building

The power dimension of EI refers to a. the authority employees have over decisions that affect them. b. timely access to information. c. the knowledge workers have about the organization. d. the ability to control rewards that are given. e. ready access to senior management

the authority employees have over decisions that affect them.

Which change model is a response to the complexities and volatility of today's environment? a. the force-field model. b. the continuous change model c. the positive change model d. the action research change model e. the three-step change model

the continuous change model

An organization-level diagnosis is appropriate when a. groups are struggling with goal clarity. b. firm leadership are looking for who to hold responsible for poor performance. c. the desired effectiveness of the firm has not yet been determined. d. tasks are being redesigned to enhance task significance. e. problems regarding employee effectiveness on an individual level exist.

the desired effectiveness of the firm has not yet been determined.

The necessary sample size for an OD practitioner to collect is NOT dependent on which of the following? a. the time available for data collection b. the money available for data collection c. the confidence desired in the quality of the data d. the method of sample selection e. the population size

the method of sample selection

Which theory of planned change serves as the foundation for appreciative inquiry (AI)? a. the positive model b. the force-field model c. the action research model d. the three-step change model e. the path-goal model

the positive model

Data analysis is usually guided by a. the client system. b. the conceptual model underlying diagnosis. c. the type of data collected. d. the organization. e. the desired answer.

the type of data collected.

One of the major limitations of the internal consultant is a. their access to information. b. their potential loss of objectivity. c. their lack of understanding of the organization. d. their lack of training. e. their lack of knowledge about OD.

their potential loss of objectivity.

Which of the following is NOT considered a strategy for dealing with resistance to change? a. to learn how people are experiencing change b. to include members directly in planning and implementing change c. to make change information available and salient d. to avoid conflict e. to practice active listening

to avoid conflict

The goal of the contracting process is a. to create a positive situation for the OD practitioner. b. to make a good decision about how to proceed with the OD process. c. to develop a specific and legally-binding contract. d. to make the organization dependent on the OD practitioner. e. to help the organization change.

to make a good decision about how to proceed with the OD process.

Diagnosis helps OD practitioners a. understand how the organization is functioning. b. evaluate effective interventions. c. determine who is responsible for problems and issues. d. gather information necessary to design change interventions. e. create operations manuals for group processes.

understand how the organization is functioning

The three sequential steps in the three-step change model are a. unfreezing, refraining, and refreezing. b. changing, moving, and freezing. c. freezing, moving, and changing. d. reframing, changing, and moving. e. unfreezing, moving, and refreezing

unfreezing, moving, and refreezing

Which method of gathering data provides the most relatively objective view of organizational functioning? a. observation b. unobtrusive measures c. sampling d. questionnaires e. interviews

unobtrusive measures

Reinforcement follows a developmental order and which indicator represents the highest degree of reinforcement? a. performance b. values consensus c. preferences d. normative consensus e. knowledge

values consensus

Which ONE of the following is NOT a design component for group level systems? a. task structure b. group composition c. group norms d. work processes e. goal clarity

work processes