Question 1

Explain the force-field analysis model of diagnosing problems and give an example of the use of the model.

Accepted Answer

In this model,opposing forces put pressure on the organization to change or to resist change.Restraining forces act to keep the organization stable.Driving forces act to change the status quo.If the forces for change and the forces against change are equal,the result is equilibrium and the organization remains stable.This technique assumes that at any given moment an organization is in a state of equilibrium or balance.Change takes place when there is an imbalance between the two types of forces.The imbalance can be planned by increasing the strength of some of the forces,by adding a new force,by decreasing the strength of some of the forces,or by a combination of these methods.

Question 2

Force-field analysis involves _____.

Accepted Answer

A) identifying factors acting on the change 
B) finding ways of overcoming resistance to change 
C) specifying alternative actions for implementing change 
D) all of the above 
E) none of the above 
A) identifying factors acting on the change 
B) finding ways of overcoming resistance to change 
C) specifying alternative actions for implementing change 
D) all of the above 
E) none of the above D

Question 3

The purpose of the diagnostic phase is _____.

Accepted Answer

A) to provide a basis for selecting change strategies 
B) to specify the nature of the exact problem 
C) to identify underlying causal forces 
D) all of the above 
E) none of the above 
A) to provide a basis for selecting change strategies 
B) to specify the nature of the exact problem 
C) to identify underlying causal forces 
D) all of the above 
E) none of the above D

Question 4

Questionnaires are useful in gathering data for quantitative analysis.

Accepted Answer

A) True 
 B)False

Question 5

Comment on the following potential problems areas in the diagnostic phase: over diagnosis,crisis diagnosis,practitioner's favorite diagnosis,diagnosis of symptoms,and threatening diagnosis.

Accepted Answer

Over diagnosis: The diagnostic process c

Question 6

Questionnaires and surveys _____.

Accepted Answer

A) are a useful method of acquiring in-depth information 
B) are often ambiguous,wordy,and redundant 
C) will sometimes be answered falsely or not answered at all 
D) must be followed by a survey to be effective 
E) provide richness to the data that is missing in interviews 
A) are a useful method of acquiring in-depth information 
B) are often ambiguous,wordy,and redundant 
C) will sometimes be answered falsely or not answered at all 
D) must be followed by a survey to be effective 
E) provide richness to the data that is missing in interviews

Question 7

Highly chosen individuals in a sociogram are called _____.

Accepted Answer

A) a clique 
B) mutual choices 
C) stars 
D) isolates 
E) none of the above 
A) a clique 
B) mutual choices 
C) stars 
D) isolates 
E) none of the above

Question 8

The interview method of gathering data has the advantage of allowing subjective material to be gathered.

Accepted Answer

A) True 
 B)False

Question 9

The use of interviews is a data-collection method that includes open-ended questions.

Accepted Answer

A) True 
 B)False

Question 10

The organization often benefits indirectly from the data gathering phase in that _____.

Accepted Answer

A) members begin observing how things are currently being done 
B) it promotes self-examination and assessment 
C) members often decide that OD intervention is not needed 
D) all of the above 
E) answers a and b 
A) members begin observing how things are currently being done 
B) it promotes self-examination and assessment 
C) members often decide that OD intervention is not needed 
D) all of the above 
E) answers a and b

Question 11

Organization diagnosis is a critical element in the OD process as it identifies the specific interventions that the organization will undertake.

Accepted Answer

A) True 
 B)False

Question 12

In the force-field analysis model,the forces acting on the organization to put pressure on it not to change are called _____.

Accepted Answer

A) driving forces 
B) quasi-stationary equilibrium 
C) restraining forces 
D) sociotechnical force 
E) all of the above 
A) driving forces 
B) quasi-stationary equilibrium 
C) restraining forces 
D) sociotechnical force 
E) all of the above

Question 13

Criteria for consideration in the data-collecting phase include _____.

Accepted Answer

A) constraints of the organizational culture 
B) timeliness in collecting 
C) costs 
D) all of the above 
E) answers b and c 
A) constraints of the organizational culture 
B) timeliness in collecting 
C) costs 
D) all of the above 
E) answers b and c

Question 14

In addition to "hard" data,the OD practitioner wishes to examine _____.

Accepted Answer

A) communication links between departments 
B) distribution of power and status 
C) common understanding of organizational goals and objectives 
D) all of the above 
E) none of the above 
A) communication links between departments 
B) distribution of power and status 
C) common understanding of organizational goals and objectives 
D) all of the above 
E) none of the above

Question 15

List and explain the steps to be included in the data-collection process.

Accepted Answer

The answer should include the following:

Question 16

At any given moment,an organization is in a state of equilibrium.Put differently,it is balanced.

Accepted Answer

A) True 
 B)False

Question 17

Explain what a sociogram is and how it can be used to collect data on a work group.

Accepted Answer

A sociogram is a means of obtaining quan

Question 18

What criteria should be used to evaluate the data collected?

Accepted Answer

The validity of data.
The time

Question 19

Data is information that has form,structure,and meaning.

Accepted Answer

A) True 
 B)False

Question 20

The state of quasi-stationary equilibrium is maintained by restraining forces and driving forces that work in opposite directions.

Accepted Answer

A) True 
 B)False

Explain the force-field analysis model of diagnosing problems and give an example of the use of the model.

Force-field analysis involves _____.

The purpose of the diagnostic phase is _____.

Questionnaires are useful in gathering data for quantitative analysis.

Comment on the following potential problems areas in the diagnostic phase: over diagnosis,crisis diagnosis,practitioner's favorite diagnosis,diagnosis of symptoms,and threatening diagnosis.

Questionnaires and surveys _____.

Highly chosen individuals in a sociogram are called _____.

The interview method of gathering data has the advantage of allowing subjective material to be gathered.

The use of interviews is a data-collection method that includes open-ended questions.

The organization often benefits indirectly from the data gathering phase in that _____.

Organization diagnosis is a critical element in the OD process as it identifies the specific interventions that the organization will undertake.

In the force-field analysis model,the forces acting on the organization to put pressure on it not to change are called _____.

Criteria for consideration in the data-collecting phase include _____.

In addition to "hard" data,the OD practitioner wishes to examine _____.

List and explain the steps to be included in the data-collection process.

At any given moment,an organization is in a state of equilibrium.Put differently,it is balanced.

Explain what a sociogram is and how it can be used to collect data on a work group.

What criteria should be used to evaluate the data collected?

Data is information that has form,structure,and meaning.

The state of quasi-stationary equilibrium is maintained by restraining forces and driving forces that work in opposite directions.

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

Role and Style of the Od Practitioner

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

The Challenge and the Future for Organizations

Filters

Exam 5: The Diagnostic Process

Explain the force-field analysis model of diagnosing problems and give an example of the use of the model.

Force-field analysis involves _____.

The purpose of the diagnostic phase is _____.

Questionnaires are useful in gathering data for quantitative analysis.

Comment on the following potential problems areas in the diagnostic phase: over diagnosis,crisis diagnosis,practitioner's favorite diagnosis,diagnosis of symptoms,and threatening diagnosis.

Questionnaires and surveys _____.

Highly chosen individuals in a sociogram are called _____.

The interview method of gathering data has the advantage of allowing subjective material to be gathered.

The use of interviews is a data-collection method that includes open-ended questions.

The organization often benefits indirectly from the data gathering phase in that _____.

Organization diagnosis is a critical element in the OD process as it identifies the specific interventions that the organization will undertake.

In the force-field analysis model,the forces acting on the organization to put pressure on it not to change are called _____.

Criteria for consideration in the data-collecting phase include _____.

In addition to "hard" data,the OD practitioner wishes to examine _____.

List and explain the steps to be included in the data-collection process.

At any given moment,an organization is in a state of equilibrium.Put differently,it is balanced.

Explain what a sociogram is and how it can be used to collect data on a work group.

What criteria should be used to evaluate the data collected?

Data is information that has form,structure,and meaning.

The state of quasi-stationary equilibrium is maintained by restraining forces and driving forces that work in opposite directions.

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

Role and Style of the Od Practitioner

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

The Challenge and the Future for Organizations

Filters