Question 1

Built-to-change interventions are characterized by selecting and developing leaders and members, who are quick learners, take initiative and thrive on change.

Accepted Answer

A) True 
 B)False  True

Question 2

Which of the following organization structures best support Built-to-Change interventions?

Accepted Answer

A)  formal, hierarchical 
B)  flat, lean, flexible 
C)  matrix, process, and network 
D)  A and C 
E)  B and C 
A)  formal, hierarchical 
B)  flat, lean, flexible 
C)  matrix, process, and network 
D)  A and C 
E)  B and C E

Question 3

Organization learning is an iterative process of

Accepted Answer

A)  understanding, integration, and application 
B)  discovery, innovation, application, and generalization 
C)  curiosity, understanding, production, and generalization 
D)  discovery, invention, production, and generalization 
E)  none of the above 
A)  understanding, integration, and application 
B)  discovery, innovation, application, and generalization 
C)  curiosity, understanding, production, and generalization 
D)  discovery, invention, production, and generalization 
E)  none of the above D

Question 4

Which of the following is not a key to making strategic adjustment a standard practice?

Accepted Answer

A)  sharing relevant information widely 
B)  pushing decision making downward 
C)  having standardized, stable reward systems 
D)  giving members relevant skills and knowledge. 
A)  sharing relevant information widely 
B)  pushing decision making downward 
C)  having standardized, stable reward systems 
D)  giving members relevant skills and knowledge.

Question 5

Compare and contrast the organization learning interventions with knowledge management interventions. Discuss the benefits of each.

Accepted Answer

Organization learning interventions and

Question 6

Organization learning (OL) interventions are typically associated with

Accepted Answer

A)  management and leadership teams 
B)  information systems and technology departments 
C)  human resources and social processes 
D)  none of the above 
A)  management and leadership teams 
B)  information systems and technology departments 
C)  human resources and social processes 
D)  none of the above

Question 7

Laying the foundation for self-designing organizations requires

Accepted Answer

A)  diagnosis, knowledge, and valuing 
B)  diagnosis, change, and evaluation 
C)  design, assessment, and implementation 
D)  design, change, and evaluation 
E)  knowledge, assessment, and evaluation 
A)  diagnosis, knowledge, and valuing 
B)  diagnosis, change, and evaluation 
C)  design, assessment, and implementation 
D)  design, change, and evaluation 
E)  knowledge, assessment, and evaluation

Question 8

Built-to-change interventions are best suited for organizations that are ___________.

Accepted Answer

A)  experiencing a change in ownership 
B)  facing a rapidly changing environment 
C)  performing poorly compared to last year's profits 
D)  operate in a stable market 
A)  experiencing a change in ownership 
B)  facing a rapidly changing environment 
C)  performing poorly compared to last year's profits 
D)  operate in a stable market

Question 9

Which of the following are techniques of OD interventions that identify organization member theories-in-use and reveal assumptions?

Accepted Answer

A)  left-hand, right-hand column 
B)  ladder of inference 
C)  action map 
D)  dialogue 
E)  all of the above 
A)  left-hand, right-hand column 
B)  ladder of inference 
C)  action map 
D)  dialogue 
E)  all of the above

Question 10

Organization learning is similar to individual learning.

Accepted Answer

A) True 
 B)False

Question 11

How can an OD practitioner help an organization become self designing?

Accepted Answer

An OD practitioner can help an organizat

Question 12

Organization learning is an active process based on interpretive models of change where members interact and learn from their actions.

Accepted Answer

A) True 
 B)False

Question 13

Knowledge management is more concerned with developing organizational capabilities while organization learning is more concerned with technical issues, such as how to store organization experience.

Accepted Answer

A) True 
 B)False

Question 14

Self designing organizations are well suited for stable, predictable markets and environments.

Accepted Answer

A) True 
 B)False

Question 15

The ladder of inference can help organization members understand why their actions may be ineffective.

Accepted Answer

A) True 
 B)False

Question 16

The learning organization is not characterized by _____________.

Accepted Answer

A)  culture that supports openness, creativity among members 
B)  acquisition and sharing of new skills and knowledge among members 
C)  structures that emphasize individual unit performance 
D)  leaders that exhibit openness and risk taking required for learning 
A)  culture that supports openness, creativity among members 
B)  acquisition and sharing of new skills and knowledge among members 
C)  structures that emphasize individual unit performance 
D)  leaders that exhibit openness and risk taking required for learning

Question 17

Knowledge management interventions usually begin by __________________.

Accepted Answer

A)  identifying the types of knowledge that create the most value for the organization 
B)  bringing together members and experts to generate new knowledge 
C)  putting knowledge into forms that the organization can use readily 
D)  developing ways for organization members to gain access to necessary knowledge 
E)  A and B 
A)  identifying the types of knowledge that create the most value for the organization 
B)  bringing together members and experts to generate new knowledge 
C)  putting knowledge into forms that the organization can use readily 
D)  developing ways for organization members to gain access to necessary knowledge 
E)  A and B

Question 18

Once organization learning interventions are underway, organization members must be willing to publicly test the effectiveness of their learning strategies.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is not a characteristic of adaptive change?

Accepted Answer

A)  occurs at multiple levels of the organization 
B)  affects multiple stakeholders 
C)  involves altering most features of the organization 
D)  achieves fit between changing organization design and strategy 
E)  requires little on-site modifications or learning 
A)  occurs at multiple levels of the organization 
B)  affects multiple stakeholders 
C)  involves altering most features of the organization 
D)  achieves fit between changing organization design and strategy 
E)  requires little on-site modifications or learning

Question 20

Self-designing organizations focus on

Accepted Answer

A)  strategy 
B)  structure 
C)  technology 
D)  A and B 
E)  all of the above 
A)  strategy 
B)  structure 
C)  technology 
D)  A and B 
E)  all of the above

Exam 21: Continuous Change

Built-to-change interventions are characterized by selecting and developing leaders and members, who are quick learners, take initiative and thrive on change.

Which of the following organization structures best support Built-to-Change interventions?

Organization learning is an iterative process of

Which of the following is not a key to making strategic adjustment a standard practice?

Compare and contrast the organization learning interventions with knowledge management interventions. Discuss the benefits of each.

Organization learning (OL) interventions are typically associated with

Laying the foundation for self-designing organizations requires

Built-to-change interventions are best suited for organizations that are ___________.

Which of the following are techniques of OD interventions that identify organization member theories-in-use and reveal assumptions?

Organization learning is similar to individual learning.

How can an OD practitioner help an organization become self designing?

Organization learning is an active process based on interpretive models of change where members interact and learn from their actions.

Knowledge management is more concerned with developing organizational capabilities while organization learning is more concerned with technical issues, such as how to store organization experience.

Self designing organizations are well suited for stable, predictable markets and environments.

The ladder of inference can help organization members understand why their actions may be ineffective.

The learning organization is not characterized by _____________.

Knowledge management interventions usually begin by __________________.

Once organization learning interventions are underway, organization members must be willing to publicly test the effectiveness of their learning strategies.

Which of the following is not a characteristic of adaptive change?

Self-designing organizations focus on

General Introduction to Organization Development

The Nature of Planned Change

The Organization Development Practitioner

Entering and Contracting

Diagnosing Organizations

Multiple Choice Questions

Collecting and Analyzing Diagnostic Information

Feeding Back Diagnostic Information

Designing Interventions

Leading and Managing Change

Evaluating and Institutionalizing Organizational Development Interventions

Interpersonal and Group Process Approaches

Organization Process Approaches

Restructuring Organizations

Employee Involvement

Multiple Choice Questions

Performance Management

Developing Talent

Managing Workforce Diversity and Wellness

Transformational Change

Transorganizational Change

Organization Development in Global Settings

Organization in Nonindustrial Settings: Health Care, School Systems, the Public Sector, and Family-Owned Businesses

Future Directions in Organization Development

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