Organizational Change and Development Chpt. 1

The author of your textbook offers three definitions of organization development (OD). He points out two common themes in these definitions. Which of the following best summarizes these themes?

Inspired and committed top-down leadership, as well as effective reward systems

 

Organizational effectiveness and application of knowledge gained through the social and behavioral sciences

 

Information systems and reward systems

 

Organizational health through planned interventions and humanistic work policies and procedures

Organizational effectiveness and application of knowledge gained through the social and behavioral sciences

Dwight is passionate and enthusiastic about the work he does, and he is continuously looking for ways to apply his talent, effort, and ideas to the betterment and success of the organization. Dwight cares deeply for the organization’s customers and other stakeholders. As related to OD terminology, which of the following would best describe Dwight?

 

Highly satisfied

 

Highly Engaged

 

Highly involved

 

Highly connected

Highly Engaged

Based on our discussion, organization development (OD) can be distinguished from ______, which usually focuses on specific functional areas such as finance, marketing, corporate strategy, IT, or supply chain management.

 

Training and development

 

Management consulting

 

Human resource development

 

Toolkits

Management consulting

When we speak of organization development (OD) and the management of change, we are concerned with _____.

 

How people implement change and how they are affected by change

 

Ensuring people learn how to accept change without resistance

 

Meeting the needs of shareholders, regardless of the impact on people and the organization

 

All of the above

How people implement change and how they are affected by change

What are the two things we always strive for in developing organizations?

 

Satisfaction and engagement

 

Productivity and enjoyment

 

Efficiency and enjoyment

 

Performance and engagement

Performance and engagement

High performing organizations pay attention to two things. What are they?

 

Satisfaction and engagement

 

Performance and engagement

 

Technology and work processes

 

Interdependence and sustainability

Performance and engagement

Organization development is an area of academic study and professional practice focused on making organizations better. Primarily, this is accomplished through which of the following efforts?

 

Eliminating unnecessary work tasks

 

Mergers, acquisitions, and downsizing

 

Making the organization more effective and productive

 

All of the above

Making the organization more effective and productive

We discussed three definitions of OD in Chapter 1. Each of these definitions include two major themes. Which of the following summarizes these themes?

 

An outcome of OD is organizational satisfaction and the application of knowledge gained through the social and behavioral sciences

 

An outcome of OD is organizational effectiveness and the application of knowledge gained through the social and behavioral sciences

 

An outcome of OD is organizational effectiveness and the application of practitioner capabilities

 

An outcome of OD is organizational satisfaction and the involvement of all key organizational stakeholders in the change process

An outcome of OD is organizational effectiveness and the application of knowledge gained through the social and behavioral sciences

Which person is demonstrating the responsibilities of an organizational development consultant?

 

Marty, who is working on technical training

 

Jac, who is constructing goal-oriented processes

 

Edwardo, who is reviewing best financial practices

 

Lindy, who is conducting a current market analysis

Jac, who is constructing goal-oriented processes

A major difference between management consulting and organization development (OD) is that OD practitioners offer consultation on the _____ used to reach a desired goal?

 

Specific tools

 

Organizational culture

 

Employee skills

 

Process

Process