Organizational Development The Process of Leading Organizational Change 4th Edition By Donal L. – Test Bank
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Sample
Test
Chapter 3: Core Values and Ethics of Organization Development
Test
Bank
Multiple
Choice
1. A ______ is
defined as “an enduring belief that a specific mode of conduct or end-state of
existence is personally or socially preferable to an opposite or converse mode
of conduct or end-state of existence.”
2. value
3. value
statement
4. value
system
5. value
framework
Ans: A
AACSB: Group and individual behaviors
Cognitive Domain: Comprehension
Answer Location: Defining Values
Difficulty Level: Easy
2. Which
of the following reasons identifies that values are important to OD
practitioners due to values giving direction and specifying guiding principles
rather than exact behavior?
3. Values
guide choices about how to proceed.
4. Values
provide a larger vision that extends beyond any individual intervention.
5. Values
distinguish OD from other methods of consulting and change.
6. Values
can help prompt dialogue and clarify positions.
Ans: A
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Why Are Values Important to the OD
Practitioner?
Difficulty Level: Medium
3. Which
of the following reasons identifies that values are important to OD
practitioners as consultants learn to work with the client to develop programs
that meet the client’s needs and maintain the objectives and underlying
values ?
4. Values
provide a larger vision that extends beyond any individual intervention.
5. Values
distinguish OD from other methods of consulting and change.
6. Values
can help prompt dialogue and clarify positions.
7. Values
help evaluate how well something went.
Ans: C
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Why Are Values Important to the OD
Practitioner?
Difficulty Level: Medium
4. While
the humanistic values are initially viewed as worthy, what is one negative
aspect that has been noted?
5. They
are too confusing to understand.
6. They
are too idealistic to implement in practice.
7. They
do not apply to OD.
8. They
are too realistic.
Ans: b
AACSB: Analytical thinking
Cognitive Domain: Comprehension
Answer Location: Core Values of Organization Development
Difficulty Level: Hard
5. Which
of the following current values in organization development centers around the
concept of working within a function or level, for example?
6. Participation,
involvement, and empowerment
7. The
importance of groups and teams
8. Growth,
development, and learning
9. Valuing
the whole person
Ans: B
AACSB: Groups and individual behaviors
Cognitive Domain: Application
Answer Location: The Importance of Groups and Teams
Difficulty Level: Medium
6. Which
of the following current values in OD relates to the concept of creating
healthy environments that promote collaboration rather than competition?
7. Participation,
involvement, and empowerment
8. The
importance of groups and teams
9. Valuing
the whole person
10. Dialogue
and collaboration
Ans: D
AACSB: Interpersonal relations and teamwork
Cognitive Domain: Application
Answer Location: Dialogue and collaboration
Difficulty Level: Medium
7. Which
of the following is NOT related to valuing the «whole
person » ?
8. Respecting
one’s feelings as people.
9. Acknowledging
and recognizing diversity and the benefits that individual differences bring to
the organization
10. Admitting
that individuals may need to give up when things are too challenging.
11. Understanding
that people can make contributions beyond those for which they were originally
hired.
Ans: C
AACSB: Interpersonal relations and teamwork
Cognitive Domain: Analysis
Answer Location: Valuing the Whole Person
Difficulty Level: Hard
8. OD
values have transitioned over time and have, for example, moved away from the
idea of « game-playing” to a view of ______.
9. people
are essentially good.
10. authentic
behavior.
11. willingness
toward risk.
12. greater
emphasis on collaboration.
Ans: B
AACSB: Analytical thinking
Cognitive Domain: Comprehension
Answer Location: Table 3.1
Difficulty Level: Medium
9. OD
values have transitioned over time and have, for example, moved away from
«seeing individuals as fixed » toward a view of ______.
10. seeing
them as being in process
11. accepting
and utilizing them
12. making
appropriate confrontation
13. trusting
them
Ans: A
AACSB: Interpersonal relations and teamwork
Cognitive Domain: Comprehension
Answer Location: Table 3.1
Difficulty Level: Medium
10. OD
values have transitioned over time and have, for exaxmple, moved away from «use
of status for maintaining power and personal prestige » toward a view
of ______.
11. confirming
them as human beings
12. making
appropriate confrontation
13. use
of status for organizationally relevant purposes
14. greater
emphasis on collaboration
Ans: C
AACSB: Leading in organizational situations
Cognitive Domain: Comprehension
Answer Location: Table 3.1
Difficulty Level: Medium
11. ______
is perhaps the most foundational of OD’s democratic values.
12. Management
13. Change
14. Participation
15. Growth
Ans: C
AACSB: Reflective thinking
Cognitive Domain: Knowledge
Answer Location: Participation, Involvement, and Empowerment
Difficulty Level: Easy
12. The
practitioner’s charge, with respect to change, is to ______.
13. help
the organization develop and manage the change that it seeks to create, giving
the opportunity for participation and thereby transitioning ownership to
organization members.
14. to
impose the change on the group or demand it of the individuals.
15. contribute
to organizational decision-making processes in an effort ensure organizational
members are involved.
16. essentially
mandate change whether there is enthusiastic members within the organization or
not.
Ans: A
AACSB: Leading in organizational situations
Cognitive Domain: Analysis
Answer Location: Participation, Involvement, and Empowerment
Difficulty Level: Hard
13. Inviting
employees to solve complex problems may not be effective if they do not have
the skill set is an example of which of the following complex factors?
14. Organizational
members may not be prepared or trained to participate.
15. Participation
is risky when members feel suspicious of being asked to step outside of
long-held hierarchical patterns.
16. Characteristics
of organizational structure inhibit an individual’s choice to participate.
17. Increasing
participation is detrimental to members if it is not authentic.
Ans: A
AACSB: Making sound decisions
Cognitive Domain: Analysis
Answer Location: Participation, Involvement, and Empowerment
Difficulty Level: Hard
14. According
to Beckhard (1969), the basic building block of an organization is ______.
15. individuals
16. teams
17. applications
18. technology
Ans: B
AACSB: Interpersonal relations and teamwork
Cognitive Domain: Knowledge
Answer Location: The Importance of Groups and Teams
Difficulty Level: Easy
15. What
value, perhaps, differentiates OD from most other management and consulting
work?
16. The
Importance of Groups and Teams
17. Growth,
Development, and Learning
18. Valuing
the Whole Person
19. Dialogue
and Collaboration
Ans: B
AACSB: Integrating knowledge across fields
Cognitive Domain: Application
Answer Location: Growth, Development, and Learning
Difficulty Level: Medium
16. Having
an optimistic view of people and groups implies that engagements and
interventions should be constructed as opportunities for learning so that the
organization can learn not only to solve the problem but also ______.
17. think
about your own beliefs, skills, and attitudes
18. learn
from mistakes based on experience
19. acknowledge
and recognize the value a consultant can provide and ensure they are contacted
when needed
20. learn
how problems or situations such as this one can be addressed next time without
the reliance on a consultant
Ans: D
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Growth, Development, and Learning
Difficulty Level: Hard
17. Which
current value in OD relates to recognizing individual’s feelings and acknowledging
workforce diversity?
18. Dialogue
and Collaboration
19. Growth,
Development, and Learning
20. Valuing
the Whole Person
21. Authenticity,
Openness, and Trust
Ans: C
AACSB: Diverse and multicultural work environments
Cognitive Domain: Comprehension
Answer Location: Valuing the Whole Person
Difficulty Level: Easy
18. Which
current value in OD relates to ensuring conflicts are brought to light in an
effort to address them in a healthy manner with appropriate communication?
19. Dialogue
and Collaboration
20. Growth,
Development, and Learning
21. Valuing
the Whole Person
22. Authenticity,
Openness, and Trust
Ans: A
AACSB: Written and oral communication
Cognitive Domain: Comprehension
Answer Location: Dialogue and Collaboration
Difficulty Level: Easy
19. Many organizational
practices have historically resulted in ignoring or silencing alternative
voices, and this has been especially true for ______.
20. members
whose identities were identical to those of management
21. members
who preferred to speak up in organizational meetings
22. members
whose identities were not identical to those of management
23. members
who preferred to remain silent in organizational meetings
Ans: C
AACSB: Diverse and multicultural work environments
Cognitive Domain: Analysis
Answer Location: Valuing the Whole Person
Difficulty Level: Hard
20. Being
authentic means
21. being
competitive while seeking status and authority.
22. withholding
information in an effort to succeed.
23. telling
followers what they want to hear.
24. being
straightforward, genuine, honest, truthful.
Ans: D
AACSB: Ethical understanding and reasoning
Cognitive Domain: Application
Answer Location: Authenticity, Openness, and Trust
Difficulty Level: Medium
21. Which
of the following is NOT a way in which leaders demonstrate trust?
22. giving
employees information
23. misleading
to gain status
24. explaining
organizational direction, values, principles, rationales
25. allowing
employees to make decisions
Ans: B
AACSB: Leading in organizational situations
Cognitive Domain: Analysis
Answer Location: Authenticity, Openness, and Trust
Difficulty Level: Medium
22. Which
of the following is a way in which leaders demonstrate trust?
23. withholding
information
24. dictating
practices
25. including
employees in dialogues and discussion
26. misleading
to gain status
Ans: C
AACSB: Leading in organizational situations
Cognitive Domain: Analysis
Answer Location: Authenticity, Openness, and Trust
Difficulty Level: Medium
23. Which
type of leadership demands consistency in words and actions as followers look
to leaders’ behavior to assess whether their talk is forthright and can be
trusted?
24. Authentic
leadership
25. Transactional
leadership
26. Situational
leadership
27. Transformational
leadership
Ans: A
AACSB: Leading in organizational situations
Cognitive Domain: Application
Answer Location: Authenticity, Openness, and Trust
Difficulty Level: Medium
24. OD
has moved more toward ______ because practitioners are more
frequently asked to consult on organizationwide changes.
25. organization
analytics
26. organization
effectiveness
27. organization
communication
28. organization
leadership
Ans: B
AACSB: Reflective thinking
Cognitive Domain: Comprehension
Answer Location: Changes to OD Values Over Time and the Values
Debate
Difficulty Level: Hard
25. Which
of the following is NOT mentioned as a negative implication of OD having a
business results emphasis?
26. moves
OD away from humanistic values
27. OD
would not be holding true to its origin
28. allows
OD practitioners to help clients achieve the outcomes they seek
29. OD
could near an end as a distinct field of study
Ans: C
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Changes to OD Values Over Time and the Values
Debate
Difficulty Level: Hard
26. Which
of the following challenges in holding to the OD values relates to
practitioners being tempted to quickly and arbitrarily use favorite tools or
latest techniques in an attempt to be cutting edge?
27. Financial
and economic tensions
28. The
push to see OD as technology
29. Management
culture and expectations
30. Research
Ans: B
AACSB: Information technology
Cognitive Domain: Analysis
Answer Location: Challenges to Holding Organization Development
Values
Difficulty Level: Medium
27. Which
of the following challenges in holding to the OD values relates to a
practitioner finding it easier to describe approaches to solving a problem rather
than to engage in a philosophical statement about values to a potential client?
28. Financial
and economic tensions
29. The
push to see OD as technology
30. Management
culture and expectations
31. Research
Ans: A
AACSB: Ethical understanding and reasoning
Cognitive Domain: Analysis
Answer Location: Challenges to Holding Organization Development
Values
Difficulty Level: Hard
28. Which
of the following challenges in holding to the OD values relates to academia
viewing OD as a set of techniques that resulted in certain outcomes rather than
if techniques appropriately applied to core values of the field ?
29. Financial
and economic tensions
30. The
push to see OD as technology
31. Management
culture and expectations
32. Research
Ans: D
AACSB: Integrating knowledge across fields
Cognitive Domain: Analysis
Answer Location: Challenges to Holding Organization Development
Values
Difficulty Level: Hard
29. Which
of the following challenges in holding to the OD values relates to managers
seeking rapid solutions to immediate problems while demonstrating a positive
ROI?
30. Financial
and economic tensions
31. The
push to see OD as technology
32. Management
culture and expectations
33. Research
Ans: C
AACSB: Making sound decisions
Cognitive Domain: Analysis
Answer Location: Challenges to Holding Organization Development
Values
Difficulty Level: Hard
30. For
example, many OD practitioners hold values of environmental and social
responsibility and justice, and these results can be seen as enduring effects
of their work. Which of the following reasons of why values are important
to OD practitioners relates to this?
31. Values
guide choices about how to proceed.
32. Values
provide a larger vision that extends beyond any individual intervention.
33. Values
distinguish OD from other methods of consulting and change.
34. Values
can help prompt dialogue and clarify positions.
Ans: B
AACSB: Social responsibility
Cognitive Domain: Analysis
Answer Location: Why Are Values Important to the OD
Practitioner?
Difficulty Level: Hard
31. Which
of the following reasons identifies that values are important to OD
practitioners due to the humaninstic nature of OD ensuring growth, development,
and learning?
32. Values
guide choices about how to proceed.
33. Values
provide a larger vision that extends beyond any individual intervention.
34. Values
distinguish OD from other methods of consulting and change.
35. Values
help evaluate how well something went.
Ans: C
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Why Are Values Important to the OD
Practitioner?
Difficulty Level: Hard
32. For
example, values can be a point for personal reflection and self-evaluation as a
consultant. Which of the following reasons of why values are important to OD
practitioners relates to this?
33. Values
guide choices about how to proceed.
34. Values
provide a larger vision that extends beyond any individual intervention.
35. Values
distinguish OD from other methods of consulting and change.
36. Values
help evaluate how well something went.
Ans: D
AACSB: Reflective thinking
Cognitive Domain: Analysis
Answer Location: Why Are Values Important to the OD
Practitioner?
Difficulty Level: Medium
33. Interdependent
teams, such as marketing, human resources, finance, and so forth, are organized
by their respective ______.
34. small
business unit
35. function
36. level
37. leader
Ans: B
AACSB: Systems and processes in organizations
Cognitive Domain: Knowledge
Answer Location: The Importance of Groups and Teams
Difficulty Level: Easy
34. Interdependent
teams, such as vice presidents and shift managers, are organized by their
respective ______.
35. small
business unit
36. function
37. level
38. leader
Ans:
AACSB: Systems and processes in organizations
Cognitive Domain: Knowledge
Answer Location: The Importance of Groups and Teams
Difficulty Level: Easy
35. Individuals
also form ______ groups that are comprised of colleagues,
friends, and associates from various departments.
36. formal
37. informal
38. planned
39. unplanned
Ans: B
AACSB: Individual and group behavior
Cognitive Domain: Comprehension
Answer Location: The Importance of Groups and Teams
Difficulty Level: Easy
36. One’s
skills, beliefs, and attitudes are likely to be ______ as time
(5–10 years) has passed.
37. different
38. the
same
39. stagnant
40. identical
Ans: A
AACSB: Application of knowledge
Cognitive Domain: Comprehension
Answer Location: Growth, Development, and Learning
Difficulty Level: Easy
37. Dysfunctional
energy is a key indicator that which of the values needs to be espoused?
38. Valuing
the Whole Person
39. The
Importance of Groups and Teams
40. Dialogue
and Collaboration
41. Authenticity,
Openness, and Trust
Ans: C
AACSB: Application of knowledge
Cognitive Domain: Application
Answer Location: Dialogue and Collaboration
Difficulty Level: Medium
38. Which
of the following is NOT viewed as a business effectiveness outcome?
39. increasing
productivity
40. enhancing
quality
41. developing
a competitive advantage
42. increased
collaboration
Ans: D
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Changes to OD Values Over Time and the Values
Debate
Difficulty Level: Medium
39. Which
of the following is NOT viewed as a traditional humanistic value?
40. developing
a competitive advantage
41. increased
collaboration
42. authentic
behavior
43. improved
empowerment
Ans: A
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Changes to OD Values Over Time and the Values
Debate
Difficulty Level: Medium
40. Which
content area within the Statement of Ethics discusses serving the long-term
well-being of stakeholders?
41. Responsibility
to Ourselves
42. Responsibility
for Professional Development and Competence
43. Responsibility
to Clients and Significant Others
44. Responsibility
to the OD-HSD Profession
Ans: C
AACSB: Ethical understanding and reasoning
Cognitive Domain: Comprehension
Answer Location: Appendix
Difficulty Level: Medium
True/False
1. Values
are simple and never seem complex.
Ans: F
AACSB: Reflective thinking
Cognitive Domain: Knowledge
Answer Location: Defining Values
Difficulty Level: Easy
2. “Improving
organizational life for all members” is part of the humanistic orientation.
Ans: T
AACSB: Group and individual behaviors
Cognitive Domain: Comprehension
Answer Location: Core Values of Organization Development
Difficulty Level: Medium
3. Participation
is a “silver bullet” to eliminate all organizational problems.
Ans: F
AACSB: Interpersonal relations and teamwork
Cognitive Domain: Comprehension
Answer Location: Participation, Involvement, and Empowerment
Difficulty Level: Easy
4. Successful
team functioning is essential to larger systemwide success.
Ans: T
AACSB: Interpersonal relations and teamwork
Cognitive Domain: Comprehension
Answer Location: The Importance of Groups and Teams
Difficulty Level: Easy
5. Individual
employees can often make contributions to an organization beyond those for
which they were originally hired.
Ans: T
AACSB: Group and individual behaviors
Cognitive Domain: Application
Answer Location: Valuing the Whole Person
Difficulty Level: Medium
6. The
expression of anger and conflict are not natural and normal reactions to
organizational change.
Ans: F
AACSB: Reflective thinking
Cognitive Domain: Application
Answer Location: Valuing the Whole Person
Difficulty Level: Medium
7. Collaborative
practices thrive in a competitive environment in which it is valued and
rewarded to withhold information or mislead to gain status and authority.
Ans: F
AACSB: Ethical understanding and reasoning
Cognitive Domain: Comprehension
Answer Location: Authenticity, Openness, and Trust
Difficulty Level: Hard
8. OD
practitioners can easily “turn on” new values or “turn off” old values within
organizations as they engage in their consultation.
Ans: F
AACSB: Application of knowledge
Cognitive Domain: Application
Answer Location: Authenticity, Openness, and Trust
Difficulty Level: Hard
9. Ethical
conflicts do not occur for OD professionals.
Ans: F
AACSB: Ethical understanding and reasoning
Cognitive Domain: Comprehension
Answer Location: Statement of Organization Development Ethics
Difficulty Level: Easy
10. Humanistic
concerns and business effectiveness do not always need to be contradictory
objectives for OD practitioners.
Ans: T
AACSB: Making sound decisions
Cognitive Domain: Analysis
Answer Location: Changes to OD Values Over Time and the Values
Debate
Difficulty Level: Medium
Essay
1. Discuss
how organizational values have transitioned over time.
Ans: Responses may vary. Table 3.1 provides several examples
that could be discussed in detail. AACSB: Application of knowledge
Cognitive Domain: Application
Answer Location: Core Values of Organization Development
Difficulty Level: Medium
2. Briefly
explain the six current values in organization development.
Ans: Responses may vary. The six values that should be discussed
include (1) Participation, involvement, and empowerment; (2) The importance of
groups and teams; (3) Growth, development, and learning; (4) Valuing the whole
person; (5) Dialogue and collaboration; and (6) Authenticity, openness, and
trust
AACSB: Application of knowledge
Cognitive Domain: Application
Answer Location: Core Values of Organization Development
Difficulty Level: Medium
3. Discuss
the four key challenges to holding organization development values.
Ans: The four areas to discuss include (1) Financial and
economic tensions; (2) The push to see OD as technology; (3) Management culture
and expectations; and (4) Research.
AACSB: Making sound decisions
Cognitive Domain: Analysis
Answer Location: Challenges to Holding Organization Development
Values
Difficulty Level: Medium
4. Why
are values important to OD practitioners?
Ans: Responses may vary. Students should include some detail
regarding (1) They guide choices about how to proceed; (2) They provide a
larger vision that extends beyond any individual intervention; (3) They
distinguish OD from other methods of consulting and change; (4) They help
prompt dialogue and clarify positions; and (5) They can help us evaluate how we
did.
AACSB: Reflective thinking
Cognitive Domain: Analysis
Answer Location: Why Are Values Important to the OD
Practitioners?
Difficulty Level: Medium
5. How
do you see ethics guiding OD practitioners?
Ans: Responses may vary. Students may have personal examples
they choose to share. Some information may be pulled from the Appendix of the
textbook.
AACSB: Ethical understanding and reasoning
Cognitive Domain: Analysis
Answer Location: Statement of Organization Development Ethics
Difficulty Level: Hard
Chapter 5: The Organization Development Practitioner and the OD
Process
Test
Bank
Multiple
Choice
1. Which
consulting approach most focuses on a shared view of all responsibilities?
2. Expert
3. Doctor-Patient
4. Mechanic
5. Organization
Development
Ans: D
AACSB: Application of knowledge
Cognitive Domain: Analysis
Answer Location: Table 5.1
Difficulty Level: Easy
2. Which
type of consulting approach is commonly utilized in the IT field or financial
industry?
3. Expert
4. Doctor-Patient
5. Mechanic
6. Organization
Development
Ans: A
AACSB: Integrating knowledge across fields
Cognitive Domain: Application
Answer Location: Expert Model
Difficulty Level: Medium
3. When
using the ______ approach to consulting, the client has
typically framed the problem already as a gap in knowledge that the consultant
can fulfill.
4. expert
5. doctor-patient
6. mechanic
7. organization
development
Ans: A
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Expert Model
Difficulty Level: Hard
4. The ______ approach
to consulting frequently results in low success after implementation.
5. expert
6. doctor-patient
7. mechanic
8. organization
development
Ans: B
AACSB: Application of knowledge
Cognitive Domain: Analysis
Answer Location: Doctor-Patient
Difficulty Level: Hard
5. When
using the ______ approach to consulting, even if the problem
is successfully solved, clients will likely not know how to solve the problem
themselves in the the future and will be forced to contact the consultant
again.
6. expert
7. doctor-patient
8. mechanic
9. organization
development
Ans: B
AACSB: Analytical thinking
Cognitive Domain: Analysis
Answer Location: Doctor-Patient
Difficulty Level: Medium
6. Within
the ______ approach to consulting, the underlying notion is
that clients do not have time or patience to deal with problems.
7. expert
8. doctor-patient
9. mechanic
10. organization
development
Ans: C
AACSB: Interpersonal relations and teamwork
Cognitive Domain: Analysis
Answer Location: Mechanic Model
Difficulty Level: Medium
7. The ______ approach
to consulting essentially gives the consultant responsibilty over virtually
every aspect of the problem and the solution, and the client relinquishes both
accountability and responsibility of the problem.
8. expert
9. doctor-patient
10. mechanic
11. organization
development
Ans: C
AACSB: Interpersonal relations and teamwork
Cognitive Domain: Analysis
Answer Location: Mechanic Model
Difficulty Level: Medium
8. Within
the ______ approach to consulting, the consultant has the
responsibility to invite the client to share expectations about roles and
working expectations.
9. expert
10. doctor-patient
11. mechanic
12. organization
development
Ans: D
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