Question 1

Conflict between groups tend to be more apparent when _____.

Accepted Answer

A) the groups are interdependent 
B) the groups are performing unrelated tasks and they are within close proximity to each other 
C) the groups do not depend on one another for information 
D) members rarely need to contact or work with one another 
E) none of the above 
A) the groups are interdependent 
B) the groups are performing unrelated tasks and they are within close proximity to each other 
C) the groups do not depend on one another for information 
D) members rarely need to contact or work with one another 
E) none of the above

Question 2

One method of increasing communication and initiating intergroup problem solving is _____.

Accepted Answer

A) taking time-out and having a coffee break 
B) having a gripe session 
C) having a committee meeting that focus on other issues than the problems causing the conflict 
D) third-party consultation 
E) none of the above 
A) taking time-out and having a coffee break 
B) having a gripe session 
C) having a committee meeting that focus on other issues than the problems causing the conflict 
D) third-party consultation 
E) none of the above

Question 3

Complex organizations tend to _____.

Accepted Answer

A) create a situation of interdependence between departments 
B) create autonomy between departments 
C) inherently find that communications improve between departments over time 
D) increase in effectiveness since the organizational structure is more sophisticated than in simple organizations 
E) all of the above 
A) create a situation of interdependence between departments 
B) create autonomy between departments 
C) inherently find that communications improve between departments over time 
D) increase in effectiveness since the organizational structure is more sophisticated than in simple organizations 
E) all of the above

Question 4

Role conflict exists in a group when _____.

Accepted Answer

A) a group is not cohesive 
B) a third party intervenes to conduct surveys 
C) an individual belongs to two or more groups with conflicting goals 
D) members compete with other team members 
E) the manager is not strong and well organized 
A) a group is not cohesive 
B) a third party intervenes to conduct surveys 
C) an individual belongs to two or more groups with conflicting goals 
D) members compete with other team members 
E) the manager is not strong and well organized

Question 5

Common sources of group conflict are _____.

Accepted Answer

A) competition and perceived power imbalances 
B) conflicts arising from different personalities and career aspirations 
C) role conflict and role ambiguity 
D) all of the above 
E) answers a and c 
A) competition and perceived power imbalances 
B) conflicts arising from different personalities and career aspirations 
C) role conflict and role ambiguity 
D) all of the above 
E) answers a and c

Question 6

OD techniques for dealing with intergroup problems include the Avoidance-Maintenance Theory and Conservancy Methodology.

Accepted Answer

A) True 
 B)False

Question 7

For groups who have leaders who are less articulate or forceful in their presentations,a practitioner following third-party interventions may need to regulate the discussion.

Accepted Answer

A) True 
 B)False

Question 8

A matrix or project form of organization tends to result in _____.

Accepted Answer

A) role conflicts 
B) cooperation 
C) personality conflicts 
D) dominating behavior 
E) suboptimization 
A) role conflicts 
B) cooperation 
C) personality conflicts 
D) dominating behavior 
E) suboptimization

Question 9

The organization mirror is a technique designed to give work units feedback on how other elements of the organization view them.

Accepted Answer

A) True 
 B)False

Question 10

Third-party consultation is one method of intergroup development that strives to increase communication and initiate intergroup problem solving.

Accepted Answer

A) True 
 B)False

Question 11

Third-party consultation attempts to create a difference in power in order to resolve conflict between two groups.

Accepted Answer

A) True 
 B)False

Question 12

Competition,according to research,tends to be more effective than cooperation _____.

Accepted Answer

A) in a majority of the cases according to well-documented studies 
B) in a majority of organization situations 
C) when the tasks are complicated and require a high degree of coordination 
D) when tasks are simple and groups do not need to share information or resources 
E) in no documented cases 
A) in a majority of the cases according to well-documented studies 
B) in a majority of organization situations 
C) when the tasks are complicated and require a high degree of coordination 
D) when tasks are simple and groups do not need to share information or resources 
E) in no documented cases

Question 13

Most OD practitioners advise that team development within a group occur soon after team building between teams.

Accepted Answer

A) True 
 B)False

Question 14

The organization mirror provides a means for a work group to _____.

Accepted Answer

A) improve its operating relations with other groups 
B) tell the rest of the organization what type of work it does. 
C) practice laboratory learning techniques 
D) become more cohesive in order to place higher expectations upon its members 
E) all of the above 
A) improve its operating relations with other groups 
B) tell the rest of the organization what type of work it does. 
C) practice laboratory learning techniques 
D) become more cohesive in order to place higher expectations upon its members 
E) all of the above

Question 15

Each organization is a system formed of subsystems.For the purposes of intergroup development,which of the following is not a subsystem?

Accepted Answer

A) division 
B) work team 
C) department 
D) group 
E) corporation 
A) division 
B) work team 
C) department 
D) group 
E) corporation

Question 16

Subsystem interfacing implies _____.

Accepted Answer

A) boundary spanning with the external environment 
B) exchanges across departmental boundaries 
C) keeping within departmental boundaries 
D) structuring subsystems on a functional basis 
E) improved policies being issued from the OD department 
A) boundary spanning with the external environment 
B) exchanges across departmental boundaries 
C) keeping within departmental boundaries 
D) structuring subsystems on a functional basis 
E) improved policies being issued from the OD department

Question 17

To deal with intergroup conflict,the OD practitioner seeks interventions that decrease interaction and the frequency of communication between groups in order to avoid the number of contacts between groups.

Accepted Answer

A) True 
 B)False

Question 18

Suboptimization occurs when a group optimizes its own goals but loses sight of the larger organization goals.

Accepted Answer

A) True 
 B)False

Question 19

Third-party consultation usually involves _____.

Accepted Answer

A) confrontation 
B) a group discussion and neutral party 
C) an objective outsiders opinion 
D) all of the above 
E) answers a and b 
A) confrontation 
B) a group discussion and neutral party 
C) an objective outsiders opinion 
D) all of the above 
E) answers a and b

Question 20

Of five styles representing different levels of cooperative versus assertive behaviors,the _____ style has a high concern for self and others and uses openness and sharing of information to reach a solution.

Accepted Answer

A) dominating 
B) integrating 
C) avoiding 
D) obliging 
E) compromising 
A) dominating 
B) integrating 
C) avoiding 
D) obliging 
E) compromising

Conflict between groups tend to be more apparent when _____.

One method of increasing communication and initiating intergroup problem solving is _____.

Complex organizations tend to _____.

Role conflict exists in a group when _____.

Common sources of group conflict are _____.

OD techniques for dealing with intergroup problems include the Avoidance-Maintenance Theory and Conservancy Methodology.

For groups who have leaders who are less articulate or forceful in their presentations,a practitioner following third-party interventions may need to regulate the discussion.

A matrix or project form of organization tends to result in _____.

The organization mirror is a technique designed to give work units feedback on how other elements of the organization view them.

Third-party consultation is one method of intergroup development that strives to increase communication and initiate intergroup problem solving.

Third-party consultation attempts to create a difference in power in order to resolve conflict between two groups.

Competition,according to research,tends to be more effective than cooperation _____.

Most OD practitioners advise that team development within a group occur soon after team building between teams.

The organization mirror provides a means for a work group to _____.

Each organization is a system formed of subsystems.For the purposes of intergroup development,which of the following is not a subsystem?

Subsystem interfacing implies _____.

To deal with intergroup conflict,the OD practitioner seeks interventions that decrease interaction and the frequency of communication between groups in order to avoid the number of contacts between groups.

Suboptimization occurs when a group optimizes its own goals but loses sight of the larger organization goals.

Third-party consultation usually involves _____.

Of five styles representing different levels of cooperative versus assertive behaviors,the _____ style has a high concern for self and others and uses openness and sharing of information to reach a solution.

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

Goal Setting for Effective Organizations

Work Team Development

High-Performing Systems and the Learning Organization

Organization Transformation and Strategic Change

The Challenge and the Future for Organizations

Filters

Exam 11: Intergroup Development

Conflict between groups tend to be more apparent when _____.

One method of increasing communication and initiating intergroup problem solving is _____.

Complex organizations tend to _____.

Role conflict exists in a group when _____.

Common sources of group conflict are _____.

OD techniques for dealing with intergroup problems include the Avoidance-Maintenance Theory and Conservancy Methodology.

For groups who have leaders who are less articulate or forceful in their presentations,a practitioner following third-party interventions may need to regulate the discussion.

A matrix or project form of organization tends to result in _____.

The organization mirror is a technique designed to give work units feedback on how other elements of the organization view them.

Third-party consultation is one method of intergroup development that strives to increase communication and initiate intergroup problem solving.

Third-party consultation attempts to create a difference in power in order to resolve conflict between two groups.

Competition,according to research,tends to be more effective than cooperation _____.

Most OD practitioners advise that team development within a group occur soon after team building between teams.

The organization mirror provides a means for a work group to _____.

Each organization is a system formed of subsystems.For the purposes of intergroup development,which of the following is not a subsystem?

Subsystem interfacing implies _____.

To deal with intergroup conflict,the OD practitioner seeks interventions that decrease interaction and the frequency of communication between groups in order to avoid the number of contacts between groups.

Suboptimization occurs when a group optimizes its own goals but loses sight of the larger organization goals.

Third-party consultation usually involves _____.

Of five styles representing different levels of cooperative versus assertive behaviors,the _____ style has a high concern for self and others and uses openness and sharing of information to reach a solution.

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

Goal Setting for Effective Organizations

Work Team Development

High-Performing Systems and the Learning Organization

Organization Transformation and Strategic Change

The Challenge and the Future for Organizations

Filters