Question 1

Essential to the practitioner relationship and problem identification is _____.

Accepted Answer

A) determining who the "real" client is 
B) support by all lower-echelon employees 
C) friendly interaction 
D) being perceived as an expert 
E) all of the above 
A) determining who the "real" client is 
B) support by all lower-echelon employees 
C) friendly interaction 
D) being perceived as an expert 
E) all of the above

Question 2

Communication responses useful to the practitioner in developing a trust relationship include _____.

Accepted Answer

A) giving advice 
B) self-disclosure and reflection on what the client has stated 
C) advising the client on what the problem is so the client will gain confidence of the practitioner's abilities 
D) a combination of these factors 
E) none of the above 
A) giving advice 
B) self-disclosure and reflection on what the client has stated 
C) advising the client on what the problem is so the client will gain confidence of the practitioner's abilities 
D) a combination of these factors 
E) none of the above

Question 3

An internal practitioner has more leverage than an external practitioner.

Accepted Answer

A) True 
 B)False

Question 4

Often the most effective change program utilizes the _____.

Accepted Answer

A) external practitioner 
B) external-internal practitioner team 
C) persuader style of practitioner 
D) stabilizer style of practitioner 
E) internal practitioner 
A) external practitioner 
B) external-internal practitioner team 
C) persuader style of practitioner 
D) stabilizer style of practitioner 
E) internal practitioner

Question 5

In the gamesmanship mode,members measure high on shared ideas and low on responsibility.

Accepted Answer

A) True 
 B)False

Question 6

Four possible modes in the practitioner-client relationship are _____.

Accepted Answer

A) the compatible mode,the friendly mode,the consensus mode,and the agreeable mode 
B) the apathetic mode,the gamesmanship mode,the involved mode,and the power mode 
C) the apathetic mode,the power mode,the conflict mode,and the charismatic mode 
D) the apathetic mode,the gamesmanship mode,the charismatic mode,and the motivated mode 
E) none of the above 
A) the compatible mode,the friendly mode,the consensus mode,and the agreeable mode 
B) the apathetic mode,the gamesmanship mode,the involved mode,and the power mode 
C) the apathetic mode,the power mode,the conflict mode,and the charismatic mode 
D) the apathetic mode,the gamesmanship mode,the charismatic mode,and the motivated mode 
E) none of the above

Question 7

The screening of information to form perceptions is known as _____.

Accepted Answer

A) biased viewpoints 
B) restrained opinions 
C) selective perception 
D) interpretation 
E) closure 
A) biased viewpoints 
B) restrained opinions 
C) selective perception 
D) interpretation 
E) closure

Question 8

Where members keep their true feelings about self-fulfillment and organizational effectiveness to themselves is a practitioner-client relationship mode based upon _____.

Accepted Answer

A) gamesmanship 
B) charisma 
C) consensus 
D) fear 
E) answers b and c 
A) gamesmanship 
B) charisma 
C) consensus 
D) fear 
E) answers b and c

Question 9

In the practitioner-client relationship modes,which of the following is the most preferred and includes high responsibility with a complete openness of sharing ideas and feelings?

Accepted Answer

A) integrative 
B) gamesmanship 
C) consensus 
D) charismatic 
E) empathetic 
A) integrative 
B) gamesmanship 
C) consensus 
D) charismatic 
E) empathetic

Question 10

What is normally part of the client-practitioner contract?

Accepted Answer

A) the point of contract 
B) the role of the change agent 
C) the fees 
D) all of the above 
E) none of the above 
A) the point of contract 
B) the role of the change agent 
C) the fees 
D) all of the above 
E) none of the above

Question 11

The use of an external-internal practitioner team _____.

Accepted Answer

A) is a duplication of resources 
B) is required in order to provide the necessary influence to initiate change 
C) will provide close adherence to top management's requirements 
D) is probably the most-effective approach 
E) all of the above 
A) is a duplication of resources 
B) is required in order to provide the necessary influence to initiate change 
C) will provide close adherence to top management's requirements 
D) is probably the most-effective approach 
E) all of the above

Question 12

The function of the OD practitioner in the intervention process includes _____.

Accepted Answer

A) operating in an expert manner so that the client will accept the knowledge and professionalism of the practitioner 
B) defining clearly the problem and solution for the client 
C) quickly defining the problem for the client in order to gain the client's confidence 
D) all of the above 
E) none of the above 
A) operating in an expert manner so that the client will accept the knowledge and professionalism of the practitioner 
B) defining clearly the problem and solution for the client 
C) quickly defining the problem for the client in order to gain the client's confidence 
D) all of the above 
E) none of the above

Question 13

Advantages of external practitioners over internal practitioners include the following:

Accepted Answer

A) greater objectivity 
B) positive role 
C) more technical knowledge and skill 
D) more experience in dealing with diverse problems 
E) all of the above 
A) greater objectivity 
B) positive role 
C) more technical knowledge and skill 
D) more experience in dealing with diverse problems 
E) all of the above

Question 14

External practitioners have greater freedom of operation than internal practitioners.

Accepted Answer

A) True 
 B)False

Question 15

The practitioner's style is influenced by the target organiza?tion's readiness for change,level of resistance,and culture.

Accepted Answer

A) True 
 B)False

Question 16

Eric Neilsen has identified four possible modes in the practitioner-client relationship.Which of the following is NOT one of them?

Accepted Answer

A) the apathetic mode 
B) the gamesmanship mode 
C) the consensus mode 
D) the charismatic mode 
E) the empathetic mode 
A) the apathetic mode 
B) the gamesmanship mode 
C) the consensus mode 
D) the charismatic mode 
E) the empathetic mode

Question 17

Factors that contribute to an individual's perceptions are _____.

Accepted Answer

A) stress and pressure one is working under 
B) past experiences 
C) types of incentives or rewards involved 
D) all of the above 
E) none of the above 
A) stress and pressure one is working under 
B) past experiences 
C) types of incentives or rewards involved 
D) all of the above 
E) none of the above

Question 18

A practitioner utilizing the pathfinder style uses several processes,which include group problem solving and decision making and communications.

Accepted Answer

A) True 
 B)False

Question 19

The most constructive mode between a practitioner and a client to further organizational change is _____.

Accepted Answer

A) apathetic 
B) gamesmanship 
C) consensus 
D) charismatic 
E) integrative 
A) apathetic 
B) gamesmanship 
C) consensus 
D) charismatic 
E) integrative

Question 20

Criteria used in choosing whether or not to form a client/practitioner relationship are _____.

Accepted Answer

A) congruence of values between the client and the practitioner 
B) client system attitudes toward OD 
C) appropriateness of OD to solve the system's problems. 
D) all of the above 
E) answers a and c 
A) congruence of values between the client and the practitioner 
B) client system attitudes toward OD 
C) appropriateness of OD to solve the system's problems. 
D) all of the above 
E) answers a and c

Essential to the practitioner relationship and problem identification is _____.

Communication responses useful to the practitioner in developing a trust relationship include _____.

An internal practitioner has more leverage than an external practitioner.

Often the most effective change program utilizes the _____.

In the gamesmanship mode,members measure high on shared ideas and low on responsibility.

Four possible modes in the practitioner-client relationship are _____.

The screening of information to form perceptions is known as _____.

Where members keep their true feelings about self-fulfillment and organizational effectiveness to themselves is a practitioner-client relationship mode based upon _____.

In the practitioner-client relationship modes,which of the following is the most preferred and includes high responsibility with a complete openness of sharing ideas and feelings?

What is normally part of the client-practitioner contract?

The use of an external-internal practitioner team _____.

The function of the OD practitioner in the intervention process includes _____.

Advantages of external practitioners over internal practitioners include the following:

External practitioners have greater freedom of operation than internal practitioners.

The practitioner's style is influenced by the target organiza?tion's readiness for change,level of resistance,and culture.

Eric Neilsen has identified four possible modes in the practitioner-client relationship.Which of the following is NOT one of them?

Factors that contribute to an individual's perceptions are _____.

A practitioner utilizing the pathfinder style uses several processes,which include group problem solving and decision making and communications.

The most constructive mode between a practitioner and a client to further organizational change is _____.

Criteria used in choosing whether or not to form a client/practitioner relationship are _____.

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

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

The Challenge and the Future for Organizations

Filters

Exam 4: Role and Style of the Od Practitioner

Essential to the practitioner relationship and problem identification is _____.

Communication responses useful to the practitioner in developing a trust relationship include _____.

An internal practitioner has more leverage than an external practitioner.

Often the most effective change program utilizes the _____.

In the gamesmanship mode,members measure high on shared ideas and low on responsibility.

Four possible modes in the practitioner-client relationship are _____.

The screening of information to form perceptions is known as _____.

Where members keep their true feelings about self-fulfillment and organizational effectiveness to themselves is a practitioner-client relationship mode based upon _____.

In the practitioner-client relationship modes,which of the following is the most preferred and includes high responsibility with a complete openness of sharing ideas and feelings?

What is normally part of the client-practitioner contract?

The use of an external-internal practitioner team _____.

The function of the OD practitioner in the intervention process includes _____.

Advantages of external practitioners over internal practitioners include the following:

External practitioners have greater freedom of operation than internal practitioners.

The practitioner's style is influenced by the target organiza?tion's readiness for change,level of resistance,and culture.

Eric Neilsen has identified four possible modes in the practitioner-client relationship.Which of the following is NOT one of them?

Factors that contribute to an individual's perceptions are _____.

A practitioner utilizing the pathfinder style uses several processes,which include group problem solving and decision making and communications.

The most constructive mode between a practitioner and a client to further organizational change is _____.

Criteria used in choosing whether or not to form a client/practitioner relationship are _____.

Organization Development and Reinventing the Organization

Organization Renewal: the Challenge of Change

Changing the Culture

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

The Challenge and the Future for Organizations

Filters