Question 1

According to Trahant and Burke,the strongest predictor of the success of an Organizational Transformation intervention is:

Accepted Answer

A) Union acceptance 
B) Employee commitment at the lowest levels of the organization 
C) Committed leadership in the earliest stages of change 
D) Supervisor support 
A) Union acceptance 
B) Employee commitment at the lowest levels of the organization 
C) Committed leadership in the earliest stages of change 
D) Supervisor support

Question 2

To change an organization and its people can be very difficult,and according to the Schein 3-stage model,the first step in this process is to restructure them.

Accepted Answer

A) True 
 B)False

Question 3

The model of planned changed (by Porras and Silvers)distinguishes two sets of target variables: vision variables and work setting variables.

Accepted Answer

A) True 
 B)False

Question 4

Organization development appears to be currently in a state of flux.

Accepted Answer

A) True 
 B)False

Question 5

Total quality management (TQM)programs and self-managed teams (SMT)interventions:

Accepted Answer

A) Are very similar to one another 
B) Have some significant differences in power structure and authority 
C) Both share the goal of quality 
D) Facilitate the same training of employees 
A) Are very similar to one another 
B) Have some significant differences in power structure and authority 
C) Both share the goal of quality 
D) Facilitate the same training of employees

Question 6

Team building programs:

Accepted Answer

A) are used to improve a work group's problem-solving ability and effectiveness 
B) are up to management alone to implement 
C) have always been found to be legal by the U.S.Supreme Court 
D) always require a new union contract 
A) are used to improve a work group's problem-solving ability and effectiveness 
B) are up to management alone to implement 
C) have always been found to be legal by the U.S.Supreme Court 
D) always require a new union contract

Question 7

What role should senior management take in a TQM program?

Accepted Answer

A) Hands-off because it is the workers' program 
B) They need to guide the implementation of the program 
C) They need to facilitate the TQM training 
D) None of the above 
A) Hands-off because it is the workers' program 
B) They need to guide the implementation of the program 
C) They need to facilitate the TQM training 
D) None of the above

Question 8

A quality circles group consists of:

Accepted Answer

A) A steering committee 
B) A facilitator 
C) The circle leaders 
D) All of these are members of a quality circles group 
A) A steering committee 
B) A facilitator 
C) The circle leaders 
D) All of these are members of a quality circles group

Question 9

Organizational development is designed to enhance

Accepted Answer

A) Individual employees only 
B) Only the organization 
C) Both the individual employee and the organization 
D) Neither the individual employee nor the organization 
A) Individual employees only 
B) Only the organization 
C) Both the individual employee and the organization 
D) Neither the individual employee nor the organization

Question 10

An organizations paradigm is:

Accepted Answer

A) Its generally accepted view or belief based on unexamined assumptions 
B) Its corporate rule book 
C) Its accounting method 
D) None of the above 
A) Its generally accepted view or belief based on unexamined assumptions 
B) Its corporate rule book 
C) Its accounting method 
D) None of the above

Question 11

The most prestigious award recognizing quality in an organization is known as:

Accepted Answer

A) Department of Commerce Award 
B) Malcolm Forbes Award 
C) Malcolm Baldrige Award 
D) Harvard Business School Award 
A) Department of Commerce Award 
B) Malcolm Forbes Award 
C) Malcolm Baldrige Award 
D) Harvard Business School Award

Question 12

Strategic interventions may be needed when an organization is faced with internal pressures to change and adapt.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following types of learning emphasizes understanding and changing the basic assumptions and core values that lead to a particular problem?

Accepted Answer

A) Single-loop learning 
B) Double-loop learning 
C) Deutero learning 
D) None of the above 
A) Single-loop learning 
B) Double-loop learning 
C) Deutero learning 
D) None of the above

Question 14

When individuals perceive a replacement of one paradigm with another that contains new variables,this is known as:

Accepted Answer

A) alpha change 
B) beta change 
C) gamma (a)change 
D) gamma (b)change 
A) alpha change 
B) beta change 
C) gamma (a)change 
D) gamma (b)change

Question 15

In OD the action plan specifies:

Accepted Answer

A) Who will be the manager 
B) The intervention strategy 
C) The evaluation strategy 
D) How to do the needs assessment 
A) Who will be the manager 
B) The intervention strategy 
C) The evaluation strategy 
D) How to do the needs assessment

According to Trahant and Burke,the strongest predictor of the success of an Organizational Transformation intervention is:

To change an organization and its people can be very difficult,and according to the Schein 3-stage model,the first step in this process is to restructure them.

The model of planned changed (by Porras and Silvers)distinguishes two sets of target variables: vision variables and work setting variables.

Organization development appears to be currently in a state of flux.

Total quality management (TQM)programs and self-managed teams (SMT)interventions:

Team building programs:

What role should senior management take in a TQM program?

A quality circles group consists of:

Organizational development is designed to enhance

An organizations paradigm is:

The most prestigious award recognizing quality in an organization is known as:

Strategic interventions may be needed when an organization is faced with internal pressures to change and adapt.

Which of the following types of learning emphasizes understanding and changing the basic assumptions and core values that lead to a particular problem?

When individuals perceive a replacement of one paradigm with another that contains new variables,this is known as:

In OD the action plan specifies:

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Designing Effective Hrd Programs

Implementing HRD Programs

Evaluating HRD Programs

Onboarding: Employee Socialization and Orientation

Skills and Technical Training

Coaching and Performance Management

Employee Counseling and Wellness Services

Career Management and Development

Management Development

HRD and Diversity: Diversity Training and Beyond

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Exam 14: Organization Development and Change

According to Trahant and Burke,the strongest predictor of the success of an Organizational Transformation intervention is:

To change an organization and its people can be very difficult,and according to the Schein 3-stage model,the first step in this process is to restructure them.

The model of planned changed (by Porras and Silvers)distinguishes two sets of target variables: vision variables and work setting variables.

Organization development appears to be currently in a state of flux.

Total quality management (TQM)programs and self-managed teams (SMT)interventions:

Team building programs:

What role should senior management take in a TQM program?

A quality circles group consists of:

Organizational development is designed to enhance

An organizations paradigm is:

The most prestigious award recognizing quality in an organization is known as:

Strategic interventions may be needed when an organization is faced with internal pressures to change and adapt.

Which of the following types of learning emphasizes understanding and changing the basic assumptions and core values that lead to a particular problem?

When individuals perceive a replacement of one paradigm with another that contains new variables,this is known as:

In OD the action plan specifies:

Introduction to Human Resource Development

Influences on Employee Behavior

Learning and HRD

Assessing HRD Needs

Designing Effective Hrd Programs

Implementing HRD Programs

Evaluating HRD Programs

Onboarding: Employee Socialization and Orientation

Skills and Technical Training

Coaching and Performance Management

Employee Counseling and Wellness Services

Career Management and Development

Management Development

HRD and Diversity: Diversity Training and Beyond

More on Research Design

Filters