Organization Development: The Process of Leading Organizational Change 5th Edition test bank

AACSB Standard: Reflective thinking
 
2. Large-scale organizational change is often simple and met without skepticism.
Ans: F
Cognitive Domain: Comprehension
Answer Location: Making the Case for Organization Development
Difficulty Level: Easy
AACSB Standard: Application of knowledge
 
3. To become effective, productive, and satisfying to members, organizations need to change.
Ans: T
Cognitive Domain: Comprehension
Answer Location: Making the Case for Organization Development
Difficulty Level: Easy
AACSB Standard: Application of knowledge
 
4. OD is not concerned with a diverse variety of issues to address problems involving organizations, teams, or individuals.
Ans: F
Cognitive Domain: Comprehension
Answer Location: What Organization Development Looks Like
Difficulty Level: Easy
AACSB Standard: Interpersonal relations and teamwork
 
5. OD is the same as management consulting.
Ans: F
Cognitive Domain: Knowledge
Answer Location: What Organization Development Is Not
Difficulty Level: Easy
AACSB Standard: Analytical thinking
 
6. OD work is confined to training activities as part of training and development.
Ans: F
Cognitive Domain: Knowledge
Answer Location: What Organization Development Is Not
Difficulty Level: Medium
AACSB Standard: Analytical thinking
 
7. Real OD work involves more than the prescribed “toolkit.”
Ans: T
Cognitive Domain: Comprehension
Answer Location: What Organization Development Is Not
Difficulty Level: Easy
AACSB Standard: Reflective thinking
 
8. OD includes anyone who must lead organizational change as part of his or her role.
Ans: T
Cognitive Domain: Comprehension
Answer Location: Who This Book Is For
Difficulty Level: Easy
AACSB Standard: Application of knowledge
 
Essay
 
1. 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.
Ans: Responses may vary. The answer should point out components of OD and how they were addressed within the various case studies that were shared.
Cognitive Domain: Application
Answer Location: What Organization Development Looks Like
Difficulty Level: Hard
AACSB Standard: Application of knowledge
 
2. Discuss why organizations need to experience change.
Ans: To become effective, productive, and satisfying to members, organizations need to change. Change is required at the organizational level as customers demand more, technologies are development with a rapidly changing life cycle, and investors demand results. Organizations are required to develop new strategies, economic structures, technologies, organizational structures, and processes. Change is also required of people. There are cultural differences, changes in communication, and a changing diverse workforce. New skills are required, and the ability to adapt is a must.
Cognitive Domain: Comprehension
Answer Location: Making the Case for Organization Development
Difficulty Level: Medium
AACSB Standard: Interpersonal relations and teamwork; Diverse and multicultural work environments
 
3. How does OD differ from management consulting?
Ans: There is differentiation between the two in specific functional areas. Consulting where the practitioner offers content advice falls under the heading of management consulting, whereas OD offers consultation on the process used to reach a desired goal.
Cognitive Domain: Comprehension
Answer Location: What Organization Development Is Not
Difficulty Level: Medium
AACSB Standard: Analytical thinking
 
4. How does OD differ from training and development?
Ans: OD work is not confined to training activities. Specific training and development activities can be addressed as these are not the key areas of OD practitioners.
Cognitive Domain: Comprehension
Answer Location: What Organization Development Is Not
Difficulty Level: Easy
AACSB Standard: Analytical thinking
 
5. Why is OD considered to address long-term change?
Ans: Change is intended to be long-term and/or permanent. Even if interventions are short-term, the intended or resulting changes are to be long-term. Systemic changes are developed that are likely long lasting.
Cognitive Domain: Knowledge
Answer Location: What Organization Development Is Not
Difficulty Level: Easy
AACSB Standard: Analytical thinking