Question 1

The expression of anger and conflict are not natural and normal reactions to organizational change.

Accepted Answer

A) True 
 B)False  False

Question 2

OD values have transitioned over time and have, for example, moved away from «seeing individuals as fixed » toward a view of ______.

Accepted Answer

A)  seeing them as being in process 
B)  accepting and utilizing them 
C)  making appropriate confrontation 
D)  trusting them 
A)  seeing them as being in process 
B)  accepting and utilizing them 
C)  making appropriate confrontation 
D)  trusting them A

Question 3

______ is perhaps the most foundational of OD's democratic values.

Accepted Answer

A)  Management 
B)  Change 
C)  Participation 
D)  Growth 
A)  Management 
B)  Change 
C)  Participation 
D)  Growth C

Question 4

Briefly explain the six current values in organization development.

Accepted Answer

Responses may vary. The six values that

Question 5

Which of the following is NOT viewed as a traditional humanistic value?

Accepted Answer

A)  developing a competitive advantage 
B)  increased collaboration 
C)  authentic behavior 
D)  improved empowerment 
A)  developing a competitive advantage 
B)  increased collaboration 
C)  authentic behavior 
D)  improved empowerment

Question 6

Ethical conflicts do not occur for OD professionals.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following current values in OD relates to the concept of creating healthy environments that promote collaboration rather than competition?

Accepted Answer

A)  Participation, involvement, and empowerment 
B)  The importance of groups and teams 
C)  Valuing the whole person 
D)  Dialogue and collaboration 
A)  Participation, involvement, and empowerment 
B)  The importance of groups and teams 
C)  Valuing the whole person 
D)  Dialogue and collaboration

Question 8

Which of the following challenges in holding to the OD values relates to practitioners being tempted to quickly and arbitrarily use favorite tools or latest techniques in an attempt to be cutting edge?

Accepted Answer

A)  Financial and economic tensions 
B)  The push to see OD as technology 
C)  Management culture and expectations 
D)  Research 
A)  Financial and economic tensions 
B)  The push to see OD as technology 
C)  Management culture and expectations 
D)  Research

Question 9

Which current value in OD relates to ensuring conflicts are brought to light in an effort to address them in a healthy manner with appropriate communication?

Accepted Answer

A)  Dialogue and Collaboration 
B)  Growth, Development, and Learning 
C)  Valuing the Whole Person 
D)  Authenticity, Openness, and Trust 
A)  Dialogue and Collaboration 
B)  Growth, Development, and Learning 
C)  Valuing the Whole Person 
D)  Authenticity, Openness, and Trust

Question 10

OD has moved more toward ______ because practitioners are more frequently asked to consult on organizationwide changes.

Accepted Answer

A)  organization analytics 
B)  organization effectiveness 
C)  organization communication 
D)  organization leadership 
A)  organization analytics 
B)  organization effectiveness 
C)  organization communication 
D)  organization leadership

Question 11

Which of the following is NOT related to valuing the «whole person » ?

Accepted Answer

A)  Respecting one's feelings as people. 
B)  Acknowledging and recognizing diversity and the benefits that individual differences bring to the organization 
C)  Admitting that individuals may need to give up when things are too challenging. 
D)  Understanding that people can make contributions beyond those for which they were originally hired. 
A)  Respecting one's feelings as people. 
B)  Acknowledging and recognizing diversity and the benefits that individual differences bring to the organization 
C)  Admitting that individuals may need to give up when things are too challenging. 
D)  Understanding that people can make contributions beyond those for which they were originally hired.

Question 12

Many organizational practices have historically resulted in ignoring or silencing alternative voices, and this has been especially true for ______.

Accepted Answer

A)  members whose identities were identical to those of management 
B)  members who preferred to speak up in organizational meetings 
C)  members whose identities were not identical to those of management 
D)  members who preferred to remain silent in organizational meetings 
A)  members whose identities were identical to those of management 
B)  members who preferred to speak up in organizational meetings 
C)  members whose identities were not identical to those of management 
D)  members who preferred to remain silent in organizational meetings

Question 13

For example, many OD practitioners hold values of environmental and social responsibility and justice, and these results can be seen as enduring effects of their work. Which of the following reasons of why values are important to OD practitioners relates to this?

Accepted Answer

A)  Values guide choices about how to proceed. 
B)  Values provide a larger vision that extends beyond any individual intervention. 
C)  Values distinguish OD from other methods of consulting and change. 
D)  Values can help prompt dialogue and clarify positions. 
A)  Values guide choices about how to proceed. 
B)  Values provide a larger vision that extends beyond any individual intervention. 
C)  Values distinguish OD from other methods of consulting and change. 
D)  Values can help prompt dialogue and clarify positions.

Question 14

Which type of leadership demands consistency in words and actions as followers look to leaders' behavior to assess whether their talk is forthright and can be trusted?

Accepted Answer

A)  Authentic leadership 
B)  Transactional leadership 
C)  Situational leadership 
D)  Transformational leadership 
A)  Authentic leadership 
B)  Transactional leadership 
C)  Situational leadership 
D)  Transformational leadership

Question 15

Which of the following challenges in holding to the OD values relates to a practitioner finding it easier to describe approaches to solving a problem rather than to engage in a philosophical statement about values to a potential client?

Accepted Answer

A)  Financial and economic tensions 
B)  The push to see OD as technology 
C)  Management culture and expectations 
D)  Research 
A)  Financial and economic tensions 
B)  The push to see OD as technology 
C)  Management culture and expectations 
D)  Research

Question 16

Successful team functioning is essential to larger systemwide success.

Accepted Answer

A) True 
 B)False

Question 17

For example, values can be a point for personal reflection and self-evaluation as a consultant. Which of the following reasons of why values are important to OD practitioners relates to this?

Accepted Answer

A)  Values guide choices about how to proceed. 
B)  Values provide a larger vision that extends beyond any individual intervention. 
C)  Values distinguish OD from other methods of consulting and change. 
D)  Values help evaluate how well something went. 
A)  Values guide choices about how to proceed. 
B)  Values provide a larger vision that extends beyond any individual intervention. 
C)  Values distinguish OD from other methods of consulting and change. 
D)  Values help evaluate how well something went.

Question 18

Which of the following is NOT viewed as a business effectiveness outcome?

Accepted Answer

A)  increasing productivity 
B)  enhancing quality 
C)  developing a competitive advantage 
D)  increased collaboration 
A)  increasing productivity 
B)  enhancing quality 
C)  developing a competitive advantage 
D)  increased collaboration

Question 19

Interdependent teams, such as vice presidents and shift managers, are organized by their respective ______.

Accepted Answer

A)  small business unit 
B)  function 
C)  level 
D)  leader 
A)  small business unit 
B)  function 
C)  level 
D)  leader

Question 20

Which of the following is NOT a way in which leaders demonstrate trust?

Accepted Answer

A)  giving employees information 
B)  misleading to gain status 
C)  explaining organizational direction, values, principles, rationales 
D)  allowing employees to make decisions 
A)  giving employees information 
B)  misleading to gain status 
C)  explaining organizational direction, values, principles, rationales 
D)  allowing employees to make decisions

The expression of anger and conflict are not natural and normal reactions to organizational change.

OD values have transitioned over time and have, for example, moved away from «seeing individuals as fixed » toward a view of ______.

______ is perhaps the most foundational of OD's democratic values.

Briefly explain the six current values in organization development.

Which of the following is NOT viewed as a traditional humanistic value?

Ethical conflicts do not occur for OD professionals.

Which of the following current values in OD relates to the concept of creating healthy environments that promote collaboration rather than competition?

Which of the following challenges in holding to the OD values relates to practitioners being tempted to quickly and arbitrarily use favorite tools or latest techniques in an attempt to be cutting edge?

Which current value in OD relates to ensuring conflicts are brought to light in an effort to address them in a healthy manner with appropriate communication?

OD has moved more toward ______ because practitioners are more frequently asked to consult on organizationwide changes.

Which of the following is NOT related to valuing the «whole person » ?

Many organizational practices have historically resulted in ignoring or silencing alternative voices, and this has been especially true for ______.

For example, many OD practitioners hold values of environmental and social responsibility and justice, and these results can be seen as enduring effects of their work. Which of the following reasons of why values are important to OD practitioners relates to this?

Which type of leadership demands consistency in words and actions as followers look to leaders' behavior to assess whether their talk is forthright and can be trusted?

Which of the following challenges in holding to the OD values relates to a practitioner finding it easier to describe approaches to solving a problem rather than to engage in a philosophical statement about values to a potential client?

Successful team functioning is essential to larger systemwide success.

For example, values can be a point for personal reflection and self-evaluation as a consultant. Which of the following reasons of why values are important to OD practitioners relates to this?

Which of the following is NOT viewed as a business effectiveness outcome?

Interdependent teams, such as vice presidents and shift managers, are organized by their respective ______.

Which of the following is NOT a way in which leaders demonstrate trust?

What Is Organization Development

History of Organization Development

Foundations of Organizational Change

The Organization Development Practitioner and the OD Process

Entry and Contracting

Data Gathering

Diagnosis and Feedback

An Introduction to Interventions

Individual Interventions

Team Interventions

Whole Organization and Multiple Organization Interventions: Part 1

Whole Organization and Multiple Organization Interventions: Part 2

Sustaining Change, Evaluating, and Ending an Engagement

Global Issues in Organization Development

The Future of Organization Development

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Exam 3: Core Values and Ethics of Organization Development

The expression of anger and conflict are not natural and normal reactions to organizational change.

OD values have transitioned over time and have, for example, moved away from «seeing individuals as fixed » toward a view of ______.

______ is perhaps the most foundational of OD's democratic values.

Briefly explain the six current values in organization development.

Which of the following is NOT viewed as a traditional humanistic value?

Ethical conflicts do not occur for OD professionals.

Which of the following current values in OD relates to the concept of creating healthy environments that promote collaboration rather than competition?

Which of the following challenges in holding to the OD values relates to practitioners being tempted to quickly and arbitrarily use favorite tools or latest techniques in an attempt to be cutting edge?

Which current value in OD relates to ensuring conflicts are brought to light in an effort to address them in a healthy manner with appropriate communication?

OD has moved more toward ______ because practitioners are more frequently asked to consult on organizationwide changes.

Which of the following is NOT related to valuing the «whole person » ?

Many organizational practices have historically resulted in ignoring or silencing alternative voices, and this has been especially true for ______.

For example, many OD practitioners hold values of environmental and social responsibility and justice, and these results can be seen as enduring effects of their work. Which of the following reasons of why values are important to OD practitioners relates to this?

Which type of leadership demands consistency in words and actions as followers look to leaders' behavior to assess whether their talk is forthright and can be trusted?

Which of the following challenges in holding to the OD values relates to a practitioner finding it easier to describe approaches to solving a problem rather than to engage in a philosophical statement about values to a potential client?

Successful team functioning is essential to larger systemwide success.

For example, values can be a point for personal reflection and self-evaluation as a consultant. Which of the following reasons of why values are important to OD practitioners relates to this?

Which of the following is NOT viewed as a business effectiveness outcome?

Interdependent teams, such as vice presidents and shift managers, are organized by their respective ______.

Which of the following is NOT a way in which leaders demonstrate trust?

What Is Organization Development

History of Organization Development

Foundations of Organizational Change

The Organization Development Practitioner and the OD Process

Entry and Contracting

Data Gathering

Diagnosis and Feedback

An Introduction to Interventions

Individual Interventions

Team Interventions

Whole Organization and Multiple Organization Interventions: Part 1

Whole Organization and Multiple Organization Interventions: Part 2

Sustaining Change, Evaluating, and Ending an Engagement

Global Issues in Organization Development

The Future of Organization Development

Filters