IOP3705 - Organisational Development And Change (IOP3705)
Exam (elaborations)
IOP3705 Revision Exam Pack 2021/2022
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Course
IOP3705 - Organisational Development And Change (IOP3705)
Institution
University Of South Africa
IOP3705
Revision Exam
Pack 2021/2022. This is an all-inclusive guide to IOP3705 - Organisational Development And Change.
Describe the concept of organisation development. (5)
2. Distinguish between OD, change management and organisation change. (10)
3. Describe the five major backgrounds from ...
IOP3705 - Organisational Development And Change (IOP3705)
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IOP3705
Revision Exam
Pack 2021/2022.
Organizational
Development &Change
, lOMoARcPSD| 35188 436 59817
Possible Exam Qs as per SG
STUDY UNIT 1
1. Describe the concept of organisation development. (5)
2. Distinguish between OD, change management and organisation change. (10)
3. Describe the five major backgrounds from which OD emerged and their influence on current practice.
(10)
4. Identify and describe the different steps in a general model of planned change. (15)
5. Critique the concept of planned change. (10)
6. Compare and contrast Lewin's change model, the Action Research Model and the Positive Model.
Describe their strengths and weaknesses. (25)
7. Of which problems associated with planned change should the OD practitioner be aware? How might
these problems be overcome? (10)
Multiple-choice questions
1. Which of the following is NOT included in the definition of OD?
(1) OD applies to the entire system.
(2) OD is based on behavioural science knowledge.
(3) OD is concerned with planned change.
(4) OD narrowly focuses on cost, quality and schedule.
2. Organisation development distinguishes itself from organisation change and change management by ...
(1) addressing the effective sequence of leadership issues that produces organisation improvements.
(2) focusing narrowly on cost, quality and schedule.
(3) focusing on the transfer of knowledge and skills to help the system manage future change.
(4) taking a broadly focused approach that can apply to any kind of change.
3. Which of the following is NOT one of the ``stems'' of OD?
(1) laboratory training
(2) environmental analysis
(3) action research survey feedback
(4) participative management
4. Which theory of planned change serves as the foundation for appreciative inquiry (AI)?
(1) Lewin's change model
(2) the Action Research Model
(3) the Positive Model
(4) the Open Systems Model
5. In Lewin's model of change, change is brought about by ...
(1) modifying forces maintaining the status quo.
(2) increasing forces for change.
(3) providing laboratory training.
(4) 1 and 2.
2
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6. The three sequential steps in Lewin's change model are ...
(1) freezing, movement, changing.
(2) unfreezing, movement, refreezing.
(3) unfreezing, refraining, refreezing.
(4) changing, movement, freezing.
7. The Action Research Model focuses on ...
(1) planned change as a cyclical process.
(2) heavy diagnosis prior to acting, planning and implementation.
(3) reporting new data from previous research.
(4) 1 and 2.
8. Contemporary applications of action research emphasise ...
(1) data gathering and analysis.
(2) consultation with a behavioural scientist.
(3) an increased degree of member involvement.
(4) problem(s) identification.
STUDY UNIT 2
1. Give a description of the competent OD practitioner. Determine the basic skills and knowledge that
all OD practitioners should have to be effective. (15)
2. Outline the role of OD professionals. (10)
3. Distinguish between the traditional and more recent values relevant to OD.(10)
4. Describe the role episodic model of ethical dilemmas. (10)
5. Identify and elaborate on the different types of ethical dilemmas. (10)
Multiple-choice questions
1. Which of the statements below is generally correct concerning OD practitioners?
(1) They are people utilising OD principles in their profession.
(2) They may share a common set of humanistic values.
(3) They have similar training, skills and knowledge.
(4) All of the above.
2. Which of the following is NOT a ``core'' skill of an OD practitioner?
(1) Intrapersonal skills
(2) Interpersonal skills
(3) General consultation skills
(4) Financial management skills
3. The consultant-centred OD practitioner may have to ...
(1) take on a modified role of ``expert''.
(2) always adopt the role of the ``expert''.
(3) never adopt the role of the ``expert''.
(4) take on a fixed role of ``expert''.
4. Ethical dilemmas of the OD practitioner concern ...
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(1) misrepresentation.
(2) misuse of data.
(3) coercion.
(4) All of the above.
STUDY UNIT 3
1. Describe the different steps associated with entering into an OD relationship. (9)
2. Explain three key areas to be addressed in the contracting phase. (9)
3. Discuss interpersonal process issues associated with successfully entering into an agreement. (10)
4. Give an illustration of a practical application of this phase in an organisational context. (10)
5. Describe how an organisation might select an OD practitioner, noting the criteria that are important
to evaluate. (15)
Multiple-choice questions
1. The process of entering a client system consists of ...
(1) clarifying the issue, determining the relevant client and selecting
a practitioner.
(2) agreeing that the client has a problem and determining the appropriate
action plan.
(3) walking around and getting a sense of the culture.
(4) clarifying the issue, mapping political processes and negotiating with the
client.
2. The presenting problem is ...
(1) always the most important problem facing the organisation.
(2) never the ``real'' problem.
(3) usually very specific.
(4) often a symptom of an underlying problem.
3. Which answer below best describes the ``relevant'' client?
(1) everyone in the organisation
(2) individuals who are included in a survey
(3) everyone who contributes to the problem
(4) generally those who can directly impact change issues
4. The goal of the contracting process is to ...
(1) help the organisation to change.
(2) make a good decision about how to proceed with the OD process.
(3) create a positive situation for the OD practitioner.
(4) make the organisation dependent on the OD practitioner.
5. Which of the following is NOT a step in the contracting process?
(1) determining what each party wants from the OD process
(2) estimating the time and resources that will be devoted to the OD process
(3) determining the change project
(4) determining the ground rules for working together
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