Deck 1: What Is Organization Development

Question 1

What was the purpose of Vodaphone's leadership coaching program?

A) to train new managers in their positions
B) to encourage a new, collaborative management style
C) to exchange information among those that previously did not share their work
D) to provide employees with the belief they were looking to improve

Answer 1

B

Question 2

______ can be used to gather detailed information regarding an intervention and assess how progress has been made.

A) Surveys
B) Interviews
C) Role play
D) Workshops

Answer 2

B

Question 3

When speaking of organization development, what is being referred to?

A) specifically addressing employee participation in the public sector
B) emphasizing team development
C) coaching senior management
D) the management of certain kinds of changes, especially how people implement and are affected by them

Answer 3

D

Question 4

Which of the following is considered the backdrop and purpose of organization development?

A) training and development
B) management consulting
C) change
D) employee participation

Question 5

Which of the following interventions were utilized as part of the initial OD three 2-day workshops at the Cancer Center?

A) role play and dramatic exercises
B) surveys
C) interviews
D) a and b

Question 6

Change is required by which of the following?

A) individuals
B) team members
C) organizations
D) all the above

Question 7

What was hindering Vodaphone's ability to remain a viable competitor, innovator, and leader in their market?

A) lack of training and development
B) employee turnover
C) the culture of the organization
D) the competitive environment

Question 8

The author defines organization development (OD) as ______.

A) an effort (1) planned, (2) organizationwide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization's "processes," using behavioral-science knowledge.
B) being based on (1) a set of values, largely humanistic; (2) application of the behavioral sciences; and (3) open-systems theory, organization development is a systemwide process of planned change aimed toward improving overall organization effectiveness by way of enhanced congruence of such key organizational dimensions as external environment, mission, strategy, leadership, culture, structure, information and reward systems, and work policies and procedures.
C) the process of increasing organizational effectiveness and facilitating personal and organizational change through the use of interventions driven by social and behavioral science knowledge.
D) the process by which change is conducted and in which a change agent is more effective.

Question 9

The Northern California Community sought to utilize OD interventions to solve their ______ .

A) limited growth
B) housing problem
C) communication issues
D) lack of diversity

Question 10

As a result of increased participation in the public sector, ______ .

A) there appeared to be an enhanced acceptance of the change process
B) better communication did not result
C) access to training and development decreased
D) relationships with supervisors remained the same

Question 11

At Vodaphone, the company wanted to encourage a culture of ______ who make their own decisions and shared learning and development, speed, and accountability.

A) empowered teams
B) collaboration
C) top-down management
D) command and control

Question 12

In Example 1 regarding employee participation in the public sector, what contributed to increased collaboration and interaction among the groups?

A) management-employee working teams
B) departmental meetings
C) positive corporate culture
D) increased number of meetings

Question 13

______ can be benefical to learn another's role in an effort to see how others view them.

A) Interviews
B) OD interventions
C) Role play or dramatic exercises
D) Surveys

Question 14

One benefit of the program at Vodaphone included which of the following?

A) managers continued their traditional way of running their organization
B) coaching goals were established
C) teams were more confident in their decisions as managers empowered them
D) competition decreased over time

Question 15

What was the « command and control » issue at Vodaphone?

A) value system
B) IT system
C) coaching program
D) culture of blame

Question 16

Which of the following is not considered a benefit of empowered teams at Vodaphone?

A) shared learning and development
B) improved decision making speed
C) increased accountability
D) political blame

Question 17

Many definitions of OD propose that an outcome of OD activities is ______ .

A) organizational effectiveness.
B) a full toolkit for OD practitioners to use.
C) a set of core values.
D) management consulting.

Question 18

______ is a necessary and distinguishing characteristic of successful organizations.

A) Training and development departments
B) Organizational change
C) Organizational culture
D) Conflict resolution

Question 19

Because of stress that healthcare workers endure, OD professionals have found that they need clear roles, social support, and professional autonomy to reduce which of the following?

A) job satisfaction
B) job dissatisfaction
C) professional stress
D) burnout and turnover

Question 20

Which of the following are developed by OD practitioners so that change can be developed and integrated into the organization's functioning?

A) toolkits
B) needs analyses
C) change agents
D) interventions

Question 21

Reading published OD case studies allows one to ______ .

A) implement the same set of interventions to solve an organizational issue
B) develop a deeper understanding of OD and learn from successes and struggles
C) appreciate the ease that OD interventions can be implemented
D) design training programs that mirror those within the given case

Question 22

Change carried out through OD is intended to be ______ and ______ .

A) short-term; permanent
B) long-term; permanent
C) short-term; immediate
D) long-term; immediate

Question 23

Over what time period did OD interventions occur at ABA to assist with the strategic change initiative?

A) 1 year
B) 2 years
C) 3 years
D) 4 years

Question 24

At ABA, what was the purpose of external consultants coaching managers after employee survey results were collected?

A) to demonstrate commitment to the organization
B) it was part of the consultants' contract
C) managers did not understand the survey data
D) to guide self-exploration and personal development

Question 25

Academic audiences prefer ______ over the use of ______ in terminology.

A) operation development; organizational development
B) organization development; organizational development
C) organizational development; organization development
D) organization development; operational development

Question 26

What is the benefit of utilizing case studies to study OD?

A) to see what scenarios have been shared in the profession
B) to determine effectiveness of the progress of the profession
C) to help one learn the role and thought process of an OD consultant or change agent through realistic examples
D) to practice empathy with professionals in the profession

Question 27

The OD practitioner includes which of the following?

A) managers and executives
B) quality managers
C) government agency leaders
D) all the above

Question 28

OD practitioners would not do which of the following to make recommendations about how an organization carries out an activity for future change?

A) assist in implementation of recommended changes
B) use consultation as a form of process advice
C) use one content area of expertise
D) offer relevant processes and techniques to make changes

Question 29

What did survey results at ABA indicate was a common area of improvement across the management team?

A) communication and technology skills
B) personal leadership and communication skills
C) communication and time management skills
D) technology and personal leadership skills

Question 30

Analysis of OD case studies allow one to develop which of the following skills, which are central to the value that a practitioners brings to the client?

A) communication and organizational
B) problem-solving and communication
C) problem-solving and critical-thinking
D) critical-thinking and communication

Question 31

Which of the following is a true statement regarding « toolkits » and OD?

A) Seeking tools without knowledge about the OD process is likely to prevent OD success.
B) OD toolkits can provide quick fixes to organizational problems.
C) Practitioners can easily provide clients with what they want and need.
D) Problems requiring OD often involve instrumented training or standard models.

Question 32

What type of change prompted ABA to reorganize into a three-division structure?

A) new management
B) new corporate policies
C) global expansion
D) technology changes

Question 33

OD is ______ .

A) a rigid procedure for moving an organization from point A to point B
B) a band-aid that organizations can use to solve problems in a quick and efficient manner
C) being attuned to the social and personal dynamics of an organization, demonstrating flexibility in problem solving
D) a standardized set of procedures and tools that all organizations can benefit from

Question 34

Which of the following was noted by leaders as a result of the change at ABA?

A) more trusting relationships
B) expanded locations
C) increased technology usage
D) new employees

Question 35

What data indicated positive feelings from employees regarding the changes that occurred at ABA?

A) surveys
B) observations
C) interviews
D) a and c

Question 36

What was meant by having a « vertical slice » of citizen groups being represented in the Northern California Community?

A) groups represented a mirror image of the community
B) a top-down approach was utilized
C) a bottom-up approach was utilized
D) citizens were randomly selected

Question 37

Which of the following is a not a way in which OD differs from training and development?

A) learning is the sole objective, such as a new skill, system or procedure
B) systemic organizational change efforts
C) central aspects, such as needs assessment, course development, technology usage, and on-the-job training
D) programs developed for large audiences

Question 38

OD can be distinguished from ______ in specific functional areas such as finance, marketing, corporate strategy, IT, or supply chain management.

A) training and development
B) management consulting
C) human resource development
D) none of the above

Question 39

Which approach was utilized at ABA in order to kick off the organizational change effort?

A) top-down approach
B) bottom-up approach
C) centralized decision making
D) decentralized decision making

Question 40

According to the U.S. Bureau of Labor Statistics, which are among the largest employers in the United States ?

A) private sector businesses
B) public sector businesses
C) federal, state, and local governments
D) international governments

Question 41

Real OD work involves more than the prescribed "toolkit."

Question 42

Why is OD considered to address long-term change?

Question 43

It is proposed that an outcome of organization development is organizational effectiveness.

Question 44

How does OD differ from Management Consulting?

Question 45

To become effective, productive, and satisfying to members, organizations need to change.

Question 46

Discuss why organizations need to experience change.

Question 47

OD includes anyone who must lead organizational change as part of his or her role.

Question 48

OD work is confined to training activities as part of training and development.

Question 49

Several examples of case studies of OD in action were provided in the chapter. Discuss components/variables of these cases that indicate these are appropriate examples of OD.

Question 50

Large-scale organizational change is often simple and met without skepticism.

Question 51

OD is not concerned with a diverse variety of issues to address problems involving organizations, teams, or individuals.

Question 52

OD is the same as management consulting.

Question 53

How does OD differ from Training and Development?