Test Bank for Organization Development and Change, 12th Edition by Thomas G. Cummings
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Organization Development
Test Bank for Organization Development and Change, 12e 12th Edition by Thomas G. Cummings, Christopher G. Worley. Complete Chapters (Chap 1 to 16) are given with answers. Latest Edition
PART I: OVERVIEW OF ORGANIZATION DEVELOPMENT.
1. Introduction to Organization Development.
2. The Nature of...
Test Bank for Organization Development and Change, 12th Edition by Thomas G. Cummings
Chapter 01 12e Cummings
Indicate whether the statement is true or false.
1. OD is highly relevant to anyone having to work with and through others in organizations.
a. True
b. False
ANSWER: True
2. Change management emphasizes the effectiveness of an implemented change, but not on the learning of the
organization’s members.
a. True
b. False
ANSWER: True
3. Organizational Development (OD) helps members of an organization solve their own problems.
a. True
b. False
ANSWER: True
Indicate the answer choice that best completes the statement or answers the question.
4. How has globalization affected organizations ecologically?
a. It has reduced the need for natural resources
b. It has had no significant ecological impact
c. It has expanded access to natural resources
d. It has made organizations more ecologically sustainable
ANSWER: c
5. What distinguishes organization development (OD) from management consulting and operations management?
a. Focus on financial performance
b. Application of social science knowledge
c. Emphasis on technological innovation
d. Use of project management techniques
ANSWER: b
6. What is a significant advantage of internal OD consultants?
a. They typically have higher status than external consultants.
b. They already understand the organization’s culture.
c. They are free from organizational politics and biases.
d. They can choose clients based on their criteria.
ANSWER: b
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Chapter 01 12e Cummings
7. What was one of the key outcomes of T-group applications in business and industry during the 1950s?
a. The decline in sensitivity training popularity
b. The term “organization development” was coined
c. The creation of proprietary T-group programs
d. The establishment of the National Education Association
ANSWER: b
8. What process evolved from the early survey feedback study by Likert and Mann at Detroit Edison?
a. The introduction of the Likert scale methodology
b. The development of an "interlocking chain of conferences"
c. The application of action research to improve race relations
d. The implementation of task group feedback sessions
ANSWER: c
9. Which of the following universities offered the first doctoral program in Organization Development?
a. Pepperdine University
b. Bowling Green State University
c. Case Western Reserve University
d. University of Southern California
ANSWER: c
10. According to the Managerial Grid, an individual's style can best be described as:
a. the way he or she dresses.
b. his or her concern for production and people.
c. how he or she interacts with management.
d. the way he or she deals with problems.
ANSWER: b
11. What is a significant risk of globalization?
a. Reduced technological advancement
b. Economic independence of nations
c. Rapid spread of problems from sector to others
d. Decrease in international trade
ANSWER: c
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Chapter 01 12e Cummings
12. Which technology is part of the “Fourth Industrial Revolution?”
a. Steam engines
b. Artificial intelligence
c. Mechanical looms
d. Electrical power
ANSWER: b
13. Why might external OD practitioners face a higher risk of burnout?
a. They lack access to organizational resources.
b. They spend a lot of time working with multiple clients.
c. They have less knowledge about OD theory.
d. They face fewer emotional demands.
ANSWER: b
14. What significant change did Division 14 of the American Psychological Association make in 1982?
a. It began publishing the Organization Development Industry Journal.
b. It changed its title to the Society for Industrial and Organizational Psychology (SIOP).
c. It established an Organization Development and Change Division.
d. It introduced the first master’s degree programs in Organization Development.
ANSWER: b
15. Internal OD consultants may be more cautious in their approach because:
a. They have less knowledge about the organization's culture.
b. They are less familiar with the organization's challenges.
c. They have close ties to the organization.
d. They are not affected by organizational politics.
ANSWER: c
16. How has the practical application of T-group techniques evolved over time in organizations?
a. T-group techniques have been replaced by survey-feedback methods.
b. T-group techniques evolved into “team building” processes.
c. T-group techniques became exclusive to educational institutions.
d. T-group techniques declined in popularity and widespread use.
ANSWER: b
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Chapter 01 12e Cummings
17. Organization development (OD) is focused on improving which of the following aspects of organizations?
a. Financial performance and quality products
b. Sales growth and profits
c. Employee well-being and sustainability
d. Technology integration and market reach
ANSWER: c
18. Which of the following is one of the major trends shaping change in organizations?
a. Globalization
b. Social media
c. Downsizing
d. Localization
ANSWER: a
19. Which of the following is a common career path for an OD practitioner?
a. Financial Analyst
b. Industrial/Organizational Psychologist
c. Marketing Manager
d. Civil Services Engineer
ANSWER: b
20. Which of the following statements is accurate regarding the origin of Productivity and Quality-of-Work-Life
(QWL) ideas?
a. Kurt Lewin originated the ideas about Productivity and Quality-of-Work-Life (QWL).
b. Productivity and Quality-of-Work-Life (QWL) ideas were developed by other theorists.
c. Productivity and Quality-of-Work-Life (QWL) ideas were developed solely by industrial psychologists.
d. Productivity and Quality-of-Work-Life (QWL) ideas were created in the 21st century.
ANSWER: b
21. OD practitioners, whether internal or external, may face ethical dilemmas related to:
a. Only financial management issues during organizational interventions.
b. Employee performance evaluations and organizational design only.
c. Strict adherence to organizational policies without any ethical concerns.
d. Coercion, misrepresentation of outcomes, and misuse of data during organizational interventions.
ANSWER: d
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