Question 1

The change agent:

Accepted Answer

A) oversees the evaluation of the process 
B) determines the need for the change 
C) needs a broad range of knowledge of OD theories 
D) can never be an internal HRD person 
A) oversees the evaluation of the process 
B) determines the need for the change 
C) needs a broad range of knowledge of OD theories 
D) can never be an internal HRD person C

Question 2

An Intervention strategy is

Accepted Answer

A) the primary means for organizational change and improvement 
B) an unplanned corporate event 
C) a new government regulation 
D) a major problem encountered for the first time by an organization 
A) the primary means for organizational change and improvement 
B) an unplanned corporate event 
C) a new government regulation 
D) a major problem encountered for the first time by an organization A

Question 3

What are the two primary roles an HRD practitioner can play in the design of OD interventions?

Accepted Answer

A) Assessor and critic 
B) Change agent and evaluator 
C) Change agent and implementer 
D) Trainer and planner 
A) Assessor and critic 
B) Change agent and evaluator 
C) Change agent and implementer 
D) Trainer and planner B

Question 4

All of the following are limitations of research supporting OD Theories EXCEPT:

Accepted Answer

A) lack of true experimental designs 
B) lack of resources available to OD practitioners 
C) limitations of field research designs 
D) OD is a relatively new field, so there hasn't been time to do research 
A) lack of true experimental designs 
B) lack of resources available to OD practitioners 
C) limitations of field research designs 
D) OD is a relatively new field, so there hasn't been time to do research

Question 5

A cooperative agreement between Management and a union means that:

Accepted Answer

A) Both must be willing to make changes in accountability and the ways employees perform their jobs 
B) Both must agree on wage issues 
C) The union 'accepts' the way management wants work performed 
D) Management gives in to the union on important issues 
A) Both must be willing to make changes in accountability and the ways employees perform their jobs 
B) Both must agree on wage issues 
C) The union 'accepts' the way management wants work performed 
D) Management gives in to the union on important issues

Question 6

In a learning organization:

Accepted Answer

A) HRD is responsible for all learning that takes place 
B) top management decides who gets training 
C) everyone works on solving problems and improving task performance 
D) most decisions are made only by management 
A) HRD is responsible for all learning that takes place 
B) top management decides who gets training 
C) everyone works on solving problems and improving task performance 
D) most decisions are made only by management

Question 7

Organization development appears to be currently in a state of flux.

Accepted Answer

A) True 
 B)False

Question 8

OD enhances the well-being of the members of the organization.

Accepted Answer

A) True 
 B)False

Question 9

Team building programs:

Accepted Answer

A) are used to improve a work group's problem-solving ability and effectiveness 
B) are up to management alone to implement 
C) have always been found to be legal by the U.S. Supreme Court 
D) always require a new union contract 
A) are used to improve a work group's problem-solving ability and effectiveness 
B) are up to management alone to implement 
C) have always been found to be legal by the U.S. Supreme Court 
D) always require a new union contract

Question 10

A high performing work system is based on eight core principles.

Accepted Answer

A) True 
 B)False

Question 11

In OD the action plan specifies:

Accepted Answer

A) Who will be the manager 
B) The intervention strategy 
C) The evaluation strategy 
D) How to do the needs assessment 
A) Who will be the manager 
B) The intervention strategy 
C) The evaluation strategy 
D) How to do the needs assessment

Question 12

Job enlargement:

Accepted Answer

A) Provides greater variety in the job 
B) Provides varying tasks to employees 
C) Moves people into different jobs 
D) Increases the work load for the worker 
A) Provides greater variety in the job 
B) Provides varying tasks to employees 
C) Moves people into different jobs 
D) Increases the work load for the worker

Question 13

Group effectiveness depends on all of the following except:

Accepted Answer

A) If the group likes each other 
B) If group output meets standard 
C) If the group members are learning to work independently 
D) If the groups efforts are adding to individual growth 
A) If the group likes each other 
B) If group output meets standard 
C) If the group members are learning to work independently 
D) If the groups efforts are adding to individual growth

Question 14

Organization culture is:

Accepted Answer

A) A bunch of people from the same country 
B) Everyone is related to each other 
C) A group of "good old boys" 
D) A system with shared values and beliefs 
A) A bunch of people from the same country 
B) Everyone is related to each other 
C) A group of "good old boys" 
D) A system with shared values and beliefs

Question 15

To change an organization and its people can be very difficult. According to the Schein 3-stage model, the first step in this process is to restructure them.

Accepted Answer

A) True 
 B)False

Question 16

When individuals perceive a replacement of one paradigm with another that contains new variables, this is known as:

Accepted Answer

A) alpha change 
B) beta change 
C) gamma (a) change 
D) gamma (b) change 
A) alpha change 
B) beta change 
C) gamma (a) change 
D) gamma (b) change

Question 17

According to Trahant and Burke the strongest predictor of the success of an Organizational Transformation intervention is:

Accepted Answer

A) Union acceptance 
B) Employee commitment at the lowest levels of the organization 
C) Committed leadership in the earliest stages of change 
D) Supervisor support 
A) Union acceptance 
B) Employee commitment at the lowest levels of the organization 
C) Committed leadership in the earliest stages of change 
D) Supervisor support

Question 18

The model of planned changed (by Porras and Silvers) distinguishes two sets of target variables: vision variables and work setting variables.

Accepted Answer

A) True 
 B)False

Question 19

Strategic interventions may be needed when an organization is faced with internal pressures to change and adapt.

Accepted Answer

A) True 
 B)False

Question 20

In organizational development, a cooperative agreement between unions and management:

Accepted Answer

A) takes the place of the labor contract 
B) give the unions what they what with nothing given back on the part of the unions 
C) is not needed - management runs the organization 
D) requires trust on both sides - but is essential for organizational change to take place in a unionized organization 
A) takes the place of the labor contract 
B) give the unions what they what with nothing given back on the part of the unions 
C) is not needed - management runs the organization 
D) requires trust on both sides - but is essential for organizational change to take place in a unionized organization

The change agent:

An Intervention strategy is

What are the two primary roles an HRD practitioner can play in the design of OD interventions?

All of the following are limitations of research supporting OD Theories EXCEPT:

A cooperative agreement between Management and a union means that:

In a learning organization:

Organization development appears to be currently in a state of flux.

OD enhances the well-being of the members of the organization.

Team building programs:

A high performing work system is based on eight core principles.

In OD the action plan specifies:

Job enlargement:

Group effectiveness depends on all of the following except:

Organization culture is:

To change an organization and its people can be very difficult. According to the Schein 3-stage model, the first step in this process is to restructure them.

When individuals perceive a replacement of one paradigm with another that contains new variables, this is known as:

According to Trahant and Burke the strongest predictor of the success of an Organizational Transformation intervention is:

The model of planned changed (by Porras and Silvers) distinguishes two sets of target variables: vision variables and work setting variables.

Strategic interventions may be needed when an organization is faced with internal pressures to change and adapt.

In organizational development, a cooperative agreement between unions and management:

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Implementing HRD Programs

Designing Effective HRD Programs

Evaluating HRD Programs

Employee Socialization and Orientation

HRD and Diversity: Diversity Training and Beyond

Skills and Technical Training

Coaching and Performance Management

Employee Counseling and Wellness Services

Career Management and Development

Management Development

HRD and Diversity: Diversity Training and Beyond

Filters

Exam 15: Organization Development and Change

The change agent:

An Intervention strategy is

What are the two primary roles an HRD practitioner can play in the design of OD interventions?

All of the following are limitations of research supporting OD Theories EXCEPT:

A cooperative agreement between Management and a union means that:

In a learning organization:

Organization development appears to be currently in a state of flux.

OD enhances the well-being of the members of the organization.

Team building programs:

A high performing work system is based on eight core principles.

In OD the action plan specifies:

Job enlargement:

Group effectiveness depends on all of the following except:

Organization culture is:

To change an organization and its people can be very difficult. According to the Schein 3-stage model, the first step in this process is to restructure them.

When individuals perceive a replacement of one paradigm with another that contains new variables, this is known as:

According to Trahant and Burke the strongest predictor of the success of an Organizational Transformation intervention is:

The model of planned changed (by Porras and Silvers) distinguishes two sets of target variables: vision variables and work setting variables.

Strategic interventions may be needed when an organization is faced with internal pressures to change and adapt.

In organizational development, a cooperative agreement between unions and management:

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Implementing HRD Programs

Designing Effective HRD Programs

Evaluating HRD Programs

Employee Socialization and Orientation

HRD and Diversity: Diversity Training and Beyond

Skills and Technical Training

Coaching and Performance Management

Employee Counseling and Wellness Services

Career Management and Development

Management Development

HRD and Diversity: Diversity Training and Beyond

Filters