Question 1

The practitioner's charge, with respect to change, is to ______.

Accepted Answer

A)  help the organization develop and manage the change that it seeks to create, giving the opportunity for participation and thereby transitioning ownership to organization members. 
B)  to impose the change on the group or demand it of the individuals. 
C)  contribute to organizational decision-making processes in an effort ensure organizational members are involved. 
D)  essentially mandate change whether there is enthusiastic members within the organization or not. 
A)  help the organization develop and manage the change that it seeks to create, giving the opportunity for participation and thereby transitioning ownership to organization members. 
B)  to impose the change on the group or demand it of the individuals. 
C)  contribute to organizational decision-making processes in an effort ensure organizational members are involved. 
D)  essentially mandate change whether there is enthusiastic members within the organization or not.

Question 2

Which of the following reasons identifies that values are important to OD practitioners due to values giving direction and specifying guiding principles rather than exact behavior?

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 3

OD values have transitioned over time and have, for example, moved away from the idea of « game-playing" to a view of ______.

Accepted Answer

A)  people are essentially good. 
B)  authentic behavior. 
C)  willingness toward risk. 
D)  greater emphasis on collaboration. 
A)  people are essentially good. 
B)  authentic behavior. 
C)  willingness toward risk. 
D)  greater emphasis on collaboration.

Question 4

A ______ is defined as "an enduring belief that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence."

Accepted Answer

A)  value 
B)  value statement 
C)  value system 
D)  value framework 
A)  value 
B)  value statement 
C)  value system 
D)  value framework

Question 5

Which of the following is NOT mentioned as a negative implication of OD having a business results emphasis?

Accepted Answer

A)  moves OD away from humanistic values 
B)  OD would not be holding true to its origin 
C)  allows OD practitioners to help clients achieve the outcomes they seek 
D)  OD could near an end as a distinct field of study 
A)  moves OD away from humanistic values 
B)  OD would not be holding true to its origin 
C)  allows OD practitioners to help clients achieve the outcomes they seek 
D)  OD could near an end as a distinct field of study

Question 6

Which content area within the Statement of Ethics discusses serving the long-term well-being of stakeholders?

Accepted Answer

A)  Responsibility to Ourselves 
B)  Responsibility for Professional Development and Competence 
C)  Responsibility to Clients and Significant Others 
D)  Responsibility to the OD-HSD Profession 
A)  Responsibility to Ourselves 
B)  Responsibility for Professional Development and Competence 
C)  Responsibility to Clients and Significant Others 
D)  Responsibility to the OD-HSD Profession

Question 7

"Improving organizational life for all members" is part of the humanistic orientation.

Accepted Answer

A) True 
 B)False

Question 8

Discuss the four key challenges to holding organization development values.

Accepted Answer

The four areas to discuss incl

Question 9

Inviting employees to solve complex problems may not be effective if they do not have the skill set is an example of which of the following complex factors?

Accepted Answer

A)  Organizational members may not be prepared or trained to participate. 
B)  Participation is risky when members feel suspicious of being asked to step outside of long-held hierarchical patterns. 
C)  Characteristics of organizational structure inhibit an individual's choice to participate. 
D)  Increasing participation is detrimental to members if it is not authentic. 
A)  Organizational members may not be prepared or trained to participate. 
B)  Participation is risky when members feel suspicious of being asked to step outside of long-held hierarchical patterns. 
C)  Characteristics of organizational structure inhibit an individual's choice to participate. 
D)  Increasing participation is detrimental to members if it is not authentic.

Question 10

Which of the following reasons identifies that values are important to OD practitioners as consultants learn to work with the client to develop programs that meet the client's needs and maintain the objectives and underlying values ?

Accepted Answer

A)  Values provide a larger vision that extends beyond any individual intervention. 
B)  Values distinguish OD from other methods of consulting and change. 
C)  Values can help prompt dialogue and clarify positions. 
D)  Values help evaluate how well something went. 
A)  Values provide a larger vision that extends beyond any individual intervention. 
B)  Values distinguish OD from other methods of consulting and change. 
C)  Values can help prompt dialogue and clarify positions. 
D)  Values help evaluate how well something went.

Question 11

Humanistic concerns and business effectiveness do not always need to be contradictory objectives for OD practitioners.

Accepted Answer

A) True 
 B)False

Question 12

Why are values important to OD practitioners?

Accepted Answer

Responses may vary. Students should incl

Question 13

Which of the following challenges in holding to the OD values relates to managers seeking rapid solutions to immediate problems while demonstrating a positive ROI?

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 14

Discuss how organizational values have transitioned over time.

Accepted Answer

Organizational values have transitioned

Question 15

Having an optimistic view of people and groups implies that engagements and interventions should be constructed as opportunities for learning so that the organization can learn not only to solve the problem but also ______.

Accepted Answer

A)  think about your own beliefs, skills, and attitudes 
B)  learn from mistakes based on experience 
C)  acknowledge and recognize the value a consultant can provide and ensure they are contacted when needed 
D)  learn how problems or situations such as this one can be addressed next time without the reliance on a consultant 
A)  think about your own beliefs, skills, and attitudes 
B)  learn from mistakes based on experience 
C)  acknowledge and recognize the value a consultant can provide and ensure they are contacted when needed 
D)  learn how problems or situations such as this one can be addressed next time without the reliance on a consultant

Question 16

One's skills, beliefs, and attitudes are likely to be ______ as time (5-10 years) has passed.

Accepted Answer

A)  different 
B)  the same 
C)  stagnant 
D)  identical 
A)  different 
B)  the same 
C)  stagnant 
D)  identical

Question 17

Which of the following current values in organization development centers around the concept of working within a function or level, for example?

Accepted Answer

A)  Participation, involvement, and empowerment 
B)  The importance of groups and teams 
C)  Growth, development, and learning 
D)  Valuing the whole person 
A)  Participation, involvement, and empowerment 
B)  The importance of groups and teams 
C)  Growth, development, and learning 
D)  Valuing the whole person

Question 18

How do you see ethics guiding OD practitioners?

Accepted Answer

Responses may vary. Students m

Question 19

Interdependent teams, such as marketing, human resources, finance, and so forth, 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

Individual employees can often make contributions to an organization beyond those for which they were originally hired.

Accepted Answer

A) True 
 B)False

The practitioner's charge, with respect to change, is to ______.

Which of the following reasons identifies that values are important to OD practitioners due to values giving direction and specifying guiding principles rather than exact behavior?

OD values have transitioned over time and have, for example, moved away from the idea of « game-playing" to a view of ______.

A ______ is defined as "an enduring belief that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence."

Which of the following is NOT mentioned as a negative implication of OD having a business results emphasis?

Which content area within the Statement of Ethics discusses serving the long-term well-being of stakeholders?

"Improving organizational life for all members" is part of the humanistic orientation.

Discuss the four key challenges to holding organization development values.

Inviting employees to solve complex problems may not be effective if they do not have the skill set is an example of which of the following complex factors?

Which of the following reasons identifies that values are important to OD practitioners as consultants learn to work with the client to develop programs that meet the client's needs and maintain the objectives and underlying values ?

Humanistic concerns and business effectiveness do not always need to be contradictory objectives for OD practitioners.

Why are values important to OD practitioners?

Which of the following challenges in holding to the OD values relates to managers seeking rapid solutions to immediate problems while demonstrating a positive ROI?

Discuss how organizational values have transitioned over time.

Having an optimistic view of people and groups implies that engagements and interventions should be constructed as opportunities for learning so that the organization can learn not only to solve the problem but also ______.

One's skills, beliefs, and attitudes are likely to be ______ as time (5-10 years) has passed.

Which of the following current values in organization development centers around the concept of working within a function or level, for example?

How do you see ethics guiding OD practitioners?

Interdependent teams, such as marketing, human resources, finance, and so forth, are organized by their respective ______.

Individual employees can often make contributions to an organization beyond those for which they were originally hired.

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

Exam 3: Core Values and Ethics of Organization Development

The practitioner's charge, with respect to change, is to ______.

Which of the following reasons identifies that values are important to OD practitioners due to values giving direction and specifying guiding principles rather than exact behavior?

OD values have transitioned over time and have, for example, moved away from the idea of « game-playing" to a view of ______.

A ______ is defined as "an enduring belief that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence."

Which of the following is NOT mentioned as a negative implication of OD having a business results emphasis?

Which content area within the Statement of Ethics discusses serving the long-term well-being of stakeholders?

"Improving organizational life for all members" is part of the humanistic orientation.

Discuss the four key challenges to holding organization development values.

Inviting employees to solve complex problems may not be effective if they do not have the skill set is an example of which of the following complex factors?

Which of the following reasons identifies that values are important to OD practitioners as consultants learn to work with the client to develop programs that meet the client's needs and maintain the objectives and underlying values ?

Humanistic concerns and business effectiveness do not always need to be contradictory objectives for OD practitioners.

Why are values important to OD practitioners?

Which of the following challenges in holding to the OD values relates to managers seeking rapid solutions to immediate problems while demonstrating a positive ROI?

Discuss how organizational values have transitioned over time.

Having an optimistic view of people and groups implies that engagements and interventions should be constructed as opportunities for learning so that the organization can learn not only to solve the problem but also ______.

One's skills, beliefs, and attitudes are likely to be ______ as time (5-10 years) has passed.

Which of the following current values in organization development centers around the concept of working within a function or level, for example?

How do you see ethics guiding OD practitioners?

Interdependent teams, such as marketing, human resources, finance, and so forth, are organized by their respective ______.

Individual employees can often make contributions to an organization beyond those for which they were originally hired.

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