Question 1

Describe the major diversity trends facing organizations and how organizations might use various OD interventions to respond to these trends.

Accepted Answer

The major diversity trends facing organizations today include increasing globalization, demographic shifts, and the growing importance of diversity and inclusion in the workplace. As organizations become more global, they are faced with the challenge of managing diverse teams across different cultures and time zones. Additionally, demographic shifts such as an aging workforce and increasing diversity in terms of race, gender, and sexual orientation require organizations to adapt their policies and practices to be more inclusive.

To respond to these diversity trends, organizations can use various OD interventions. One approach is to implement diversity training programs to educate employees about the importance of diversity and inclusion, and to provide them with the skills and knowledge to work effectively in diverse teams. Another intervention is to establish diversity and inclusion committees or task forces to develop and implement policies and practices that promote diversity and inclusion in the workplace.

Organizations can also use coaching and mentoring programs to support the development and advancement of diverse employees, and to ensure that they have equal opportunities for career growth. Additionally, they can implement affinity groups or employee resource groups to provide a supportive community for employees from diverse backgrounds.

Overall, organizations can use a combination of these OD interventions to create a more inclusive and diverse workplace that not only meets the needs of their diverse workforce, but also drives innovation and creativity. By embracing diversity and inclusion, organizations can better position themselves to succeed in an increasingly global and diverse marketplace.

Question 2

Cultural diversity in the workplace affects which organizational areas?

Accepted Answer

A)  rewards systems 
B)  employee involvement 
C)  values, work ethics and norms 
D)  all of the above 
A)  rewards systems 
B)  employee involvement 
C)  values, work ethics and norms 
D)  all of the above D

Question 3

Workforce diversity refers primarily to the increasing number of ethnic backgrounds entering the workforce.

Accepted Answer

A) True 
 B)False  False

Question 4

Discuss methods to diagnose employee stress and the specific OD interventions aimed at alleviating it in the workplace.

Accepted Answer

Diagnosing employee stress in the workpl

Question 5

Role clarification helps to alleviate stress in employees who are overworked.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following OD interventions can be best adapted to address employees with disabilities?

Accepted Answer

A)  career planning and development 
B)  performance management 
C)  work design 
D)  all of the above 
A)  career planning and development 
B)  performance management 
C)  work design 
D)  all of the above

Question 7

Stress management is concerned with

Accepted Answer

A)  preventing negative stress outcomes 
B)  changing organizational conditions to find the right levels of stress 
C)  ignoring employees' to stress the right behaviors 
D)  all of the above 
A)  preventing negative stress outcomes 
B)  changing organizational conditions to find the right levels of stress 
C)  ignoring employees' to stress the right behaviors 
D)  all of the above

Question 8

Possible organizational sources of stress for employees include .

Accepted Answer

A)  work overload 
B)  physical environment 
C)  role conflict 
D)  role ambiguity 
A)  work overload 
B)  physical environment 
C)  role conflict 
D)  role ambiguity

Question 9

Which of the following is not a trend indicative of increasing workforce diversity?

Accepted Answer

A)  negative attitudes toward authority 
B)  gender 
C)  physically challenged workers 
D)  age 
A)  negative attitudes toward authority 
B)  gender 
C)  physically challenged workers 
D)  age

Question 10

Organizations may encourage employees to participate in stress charting to identify stress symptoms.

Accepted Answer

A) True 
 B)False

Question 11

Stress has been linked to hypertension, heart disease, and depression.

Accepted Answer

A) True 
 B)False

Question 12

Employee stress and wellness interventions acknowledge the connection between

Accepted Answer

A)  worker productivity and training programs 
B)  organization effectiveness and role clarification 
C)  worker health and organization productivity 
D)  quality of work life and dual income families 
A)  worker productivity and training programs 
B)  organization effectiveness and role clarification 
C)  worker health and organization productivity 
D)  quality of work life and dual income families

Question 13

Which OD intervention is aimed at helping dual-career households?

Accepted Answer

A)  performance feedback 
B)  coaching 
C)  work-life balance 
D)  realistic job previews 
A)  performance feedback 
B)  coaching 
C)  work-life balance 
D)  realistic job previews

Question 14

Stress is an illness covered by employee health insurance.

Accepted Answer

A) True 
 B)False

Question 15

Role clarification methods follow a strategy that includes

Accepted Answer

A)  rewriting the job description 
B)  giving the role holder an opportunity to discuss his/her job duties and responsibilities 
C)  enhancing employees' self image 
D)  none of the above 
A)  rewriting the job description 
B)  giving the role holder an opportunity to discuss his/her job duties and responsibilities 
C)  enhancing employees' self image 
D)  none of the above

Question 16

Role clarification deals with helping employees better understand the demands of all their life's roles.

Accepted Answer

A) True 
 B)False

Question 17

There is decreasing evidence that work-related stress can contribute to a variety of ailments, such as tension headaches, backaches, and high blood pressure.

Accepted Answer

A) True 
 B)False

Question 18

Which is/are true of stress?

Accepted Answer

A)  it involves physiological responses 
B)  it can be positive 
C)  it can ultimately lead to withdrawal behaviors 
D)  all of the above 
A)  it involves physiological responses 
B)  it can be positive 
C)  it can ultimately lead to withdrawal behaviors 
D)  all of the above

Exam 17: Workforce Diversity and Wellness

Describe the major diversity trends facing organizations and how organizations might use various OD interventions to respond to these trends.

Cultural diversity in the workplace affects which organizational areas?

Workforce diversity refers primarily to the increasing number of ethnic backgrounds entering the workforce.

Discuss methods to diagnose employee stress and the specific OD interventions aimed at alleviating it in the workplace.

Role clarification helps to alleviate stress in employees who are overworked.

Which of the following OD interventions can be best adapted to address employees with disabilities?

Stress management is concerned with

Possible organizational sources of stress for employees include .

Which of the following is not a trend indicative of increasing workforce diversity?

Organizations may encourage employees to participate in stress charting to identify stress symptoms.

Stress has been linked to hypertension, heart disease, and depression.

Employee stress and wellness interventions acknowledge the connection between

Which OD intervention is aimed at helping dual-career households?

Stress is an illness covered by employee health insurance.

Role clarification methods follow a strategy that includes

Role clarification deals with helping employees better understand the demands of all their life's roles.

There is decreasing evidence that work-related stress can contribute to a variety of ailments, such as tension headaches, backaches, and high blood pressure.

Which is/are true of stress?

General Introduction to Organization Development

The Nature of Planned Change

The Organization Development Practitioner

Entering and Contracting

Diagnosing

Collecting, Analyzing, and Feeding Back Diagnostic Information

Designing Interventions

Managing Change

Evaluating and Institutionalizing Organization Development Interventions

Interpersonal and Group Process Approaches

Organization Process Approaches

Restructuring Organizations

Employee Involvement

Work Design

Performance Management

Talent Management

Transformational Change

Continuous Change

Transorganizational Change

Organization Development for Economic, Ecological, and Social Outcomes

Organization Development in Nonindustrial Settings: Health Care, and School Systems

Future Directions in Organization Development

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