Question 1

The boundaries of what is or is not an OD intervention are clear because the scope of OD knowledge has stabilized over the years.

Accepted Answer

A) True 
 B)False

Question 2

Describe the concept of self-renewal capacity.

Accepted Answer

An OD practitioner tries to develop the

Question 3

The successful managerial organizations are practicing "reactive" management styles rather than using "anticipative" styles.

Accepted Answer

A) True 
 B)False

Question 4

Reengineering urges incremental change of job designs,organization structures,and management systems.

Accepted Answer

A) True 
 B)False

Question 5

As increasing complexity emphasizes the interdependent relationship between the individual and the organization,the OD practitioner will need to develop _____ among organizational elements.

Accepted Answer

A) controls 
B) space 
C) synergy 
D) disengagement 
E) architecture 
A) controls 
B) space 
C) synergy 
D) disengagement 
E) architecture

Question 6

_____ is a basic challenge to OD.

Accepted Answer

A) Overemphasis on behavioral aspects 
B) Short-term techniques that are useful to organizations fighting for survival 
C) Long-term interventions that have positive results 
D) all of the above 
E) answers a and b 
A) Overemphasis on behavioral aspects 
B) Short-term techniques that are useful to organizations fighting for survival 
C) Long-term interventions that have positive results 
D) all of the above 
E) answers a and b

Question 7

Which of the following is a primary measure of the effectiveness of an OD program?

Accepted Answer

A) stability of the OD effort 
B) maintenance of innovation within the system 
C) development of a quality improvement program within the organization 
D) all of the above 
E) answers a and b 
A) stability of the OD effort 
B) maintenance of innovation within the system 
C) development of a quality improvement program within the organization 
D) all of the above 
E) answers a and b

Question 8

Describe briefly the major challenges surrounding the role of values facing managers as they engage in organization development in the future.

Accepted Answer

1)The professionalism of OD-some theoris

Question 9

Interpersonal trends in organizations include _____.

Accepted Answer

A) resource linking 
B) merging line and staff functions 
C) understanding the impact of culture change 
D) all of the above 
E) answers a and b 
A) resource linking 
B) merging line and staff functions 
C) understanding the impact of culture change 
D) all of the above 
E) answers a and b

Question 10

Which of the following is not a method of providing feedback on the effectiveness of an OD program?

Accepted Answer

A) benchmarks 
B) self-disclosure 
C) posting of financial data 
D) after-the-fact interview 
E) questionnaire data 
A) benchmarks 
B) self-disclosure 
C) posting of financial data 
D) after-the-fact interview 
E) questionnaire data

Question 11

A major factor in the deterioration of performance over time is _____.

Accepted Answer

A) fade-out 
B) the change model 
C) comfortable working conditions 
D) a social network 
E) improved technology 
A) fade-out 
B) the change model 
C) comfortable working conditions 
D) a social network 
E) improved technology

Question 12

Two criteria that an OD practitioner has for judging effectiveness: (1)the client's ability to maintain system wide innovation and (2)the stability of the OD program after termination of the practitioner-client relationship.

Accepted Answer

A) True 
 B)False

Question 13

It is widely acknowledged that OD techniques to deal effectively with _____ and _____ have yet to emerge.

Accepted Answer

A) behavioral;power 
B) systems;operations 
C) conflict;motivation 
D) power;external systems 
E) none of the above 
A) behavioral;power 
B) systems;operations 
C) conflict;motivation 
D) power;external systems 
E) none of the above

Question 14

Change can be stabilized and fade-out eliminated or reduced by _____.

Accepted Answer

A) ascribing status to the change effort 
B) demonstrating effectiveness of the change 
C) integration into structure,norms,and culture 
D) all of the above 
E) answers a and b 
A) ascribing status to the change effort 
B) demonstrating effectiveness of the change 
C) integration into structure,norms,and culture 
D) all of the above 
E) answers a and b

Question 15

Networking and collaboration among organizations are macrosystem trends for future organizations as managers face resource reductions.

Accepted Answer

A) True 
 B)False

Question 16

OD evaluations are important only to the client's key decision makers and the OD participants who want feedback regarding their change efforts.

Accepted Answer

A) True 
 B)False

Question 17

OD's basic thrust arises from its face validity: it seems to work in making the organization more competitive.

Accepted Answer

A) True 
 B)False

Question 18

Rather than being a fad,OD appears to be one of the primary methods for helping organizations adjust to accelerated change.

Accepted Answer

A) True 
 B)False

Question 19

Building innovation and commitment to change into the organization's values requires development of a _____.

Accepted Answer

A) client-practitioner relationship 
B) self-renewal capacity 
C) sociotechnical system 
D) feedback loop 
E) answers a and d 
A) client-practitioner relationship 
B) self-renewal capacity 
C) sociotechnical system 
D) feedback loop 
E) answers a and d

Question 20

The "Hawthorne effect" is an effective feedback technique.

Accepted Answer

A) True 
 B)False

The boundaries of what is or is not an OD intervention are clear because the scope of OD knowledge has stabilized over the years.

Describe the concept of self-renewal capacity.

The successful managerial organizations are practicing "reactive" management styles rather than using "anticipative" styles.

Reengineering urges incremental change of job designs,organization structures,and management systems.

As increasing complexity emphasizes the interdependent relationship between the individual and the organization,the OD practitioner will need to develop _____ among organizational elements.

_____ is a basic challenge to OD.

Which of the following is a primary measure of the effectiveness of an OD program?

Describe briefly the major challenges surrounding the role of values facing managers as they engage in organization development in the future.

Interpersonal trends in organizations include _____.

Which of the following is not a method of providing feedback on the effectiveness of an OD program?

A major factor in the deterioration of performance over time is _____.

Two criteria that an OD practitioner has for judging effectiveness: (1)the client's ability to maintain system wide innovation and (2)the stability of the OD program after termination of the practitioner-client relationship.

It is widely acknowledged that OD techniques to deal effectively with _ and _ have yet to emerge.

Change can be stabilized and fade-out eliminated or reduced by _____.

Networking and collaboration among organizations are macrosystem trends for future organizations as managers face resource reductions.

OD evaluations are important only to the client's key decision makers and the OD participants who want feedback regarding their change efforts.

OD's basic thrust arises from its face validity: it seems to work in making the organization more competitive.

Rather than being a fad,OD appears to be one of the primary methods for helping organizations adjust to accelerated change.

Building innovation and commitment to change into the organization's values requires development of a _____.

The "Hawthorne effect" is an effective feedback technique.

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

Role and Style of the Od Practitioner

The Diagnostic Process

Overcoming Resistance to Change

Od Intervention Strategies

Process Intervention Skills

Employee Empowerment and Interpersonal Interventions

Team Development Interventions

Intergroup Development

Goal Setting for Effective Organizations

Work Team Development

High-Performing Systems and the Learning Organization

Organization Transformation and Strategic Change

Filters

Exam 16: The Challenge and the Future for Organizations

The boundaries of what is or is not an OD intervention are clear because the scope of OD knowledge has stabilized over the years.

Describe the concept of self-renewal capacity.

The successful managerial organizations are practicing "reactive" management styles rather than using "anticipative" styles.

Reengineering urges incremental change of job designs,organization structures,and management systems.

As increasing complexity emphasizes the interdependent relationship between the individual and the organization,the OD practitioner will need to develop _____ among organizational elements.

_____ is a basic challenge to OD.

Which of the following is a primary measure of the effectiveness of an OD program?

Describe briefly the major challenges surrounding the role of values facing managers as they engage in organization development in the future.

Interpersonal trends in organizations include _____.

Which of the following is not a method of providing feedback on the effectiveness of an OD program?

A major factor in the deterioration of performance over time is _____.

Two criteria that an OD practitioner has for judging effectiveness: (1)the client's ability to maintain system wide innovation and (2)the stability of the OD program after termination of the practitioner-client relationship.

It is widely acknowledged that OD techniques to deal effectively with _____ and _____ have yet to emerge.

Change can be stabilized and fade-out eliminated or reduced by _____.

Networking and collaboration among organizations are macrosystem trends for future organizations as managers face resource reductions.

OD evaluations are important only to the client's key decision makers and the OD participants who want feedback regarding their change efforts.

OD's basic thrust arises from its face validity: it seems to work in making the organization more competitive.

Rather than being a fad,OD appears to be one of the primary methods for helping organizations adjust to accelerated change.

Building innovation and commitment to change into the organization's values requires development of a _____.

The "Hawthorne effect" is an effective feedback technique.

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

Role and Style of the Od Practitioner

The Diagnostic Process

Overcoming Resistance to Change

Od Intervention Strategies

Process Intervention Skills

Employee Empowerment and Interpersonal Interventions

Team Development Interventions

Intergroup Development

Goal Setting for Effective Organizations

Work Team Development

High-Performing Systems and the Learning Organization

Organization Transformation and Strategic Change

Filters

It is widely acknowledged that OD techniques to deal effectively with _ and _ have yet to emerge.