Q#1: Which of the following statement is NOT true about Organizational Development (OD)?
(A) OD is based on behavioral science knowledge and practices
(B) OD includes micro and macro concepts
(C) OD tends to neglect personal and social characteristics of a system
(D) OD includes strategy and organizational design
Answer: (C) OD tends to neglect personal and social characteristics of a system
Q#2: A structural/behavioral focus is required to bring which change in the organizations?
(A) Quantitative
(B) Qualitative
(C) Cultural
(D) Rapid
Answer: (C) Cultural
Q#3: Improving the health of the organization is called:
(A) Change
(B) Efficiency
(C) Effectiveness
(D) Development
Answer: (D) Development
Q#4: Which of the following is the characteristic of effective organization?
(A) Centralized decision making
(B) Minimum amount of inappropriate win/lose activities between individuals and groups
(C) High energy spent in clashing over interpersonal difficulties
(D) Conflicts are avoided
Answer: (B) Minimum amount of inappropriate win/lose activities between individuals and groups
Q#5: In which approach the organization is viewed as a set of processes that can be linked to the quality of products and services, modeled through statistical techniques and improved continuously?
(A) Laboratory training
(B) Survey feedback
(C) Participative management
(D) Quality of work life
Answer: (D) Quality of work life
Q#6: Culture is created and reinforced on:
(A) The time of hiring an employee
(B) The time of starting a new venture
(C) Daily basis through different methods
(D) Yearly basis and adjusted with the changing external environment
Answer: (C) Daily basis through different methods
Q#7: Which of the following change model conceives the change as a modification of some forces that keep a system’s behavior stable?
(A) Lewin’s Change Model
(B) Action research model
(C) General model of change
(D) None of the given options
Answer: (A) Lewin’s Change Model
Q#8: In Lewin’s change model, shifting the departments or individuals to a new level represents which of the following steps?
(A) Problem identification
(B) Unfreezing
(C) Moving
(D) Refreezing
Answer: (C) Moving
Q#9: __________ is the process of taking the new, changed way of doing things and making it fit comfortably into one’s total self-concept.
(A) Personal refreezing
(B) Relational refreezing
(C) Disconfirmation
(D) Personal unfreezing
Answer: (A) Personal refreezing
Q#10: “Bonus on the basis of new feedback system” is an example of which of the following?
(A) Personal refreezing
(B) System refreezing
(C) Personal unfreezing
(D) System unfreezing
Answer: (D) System unfreezing
Q#11: In under organized organizations which of the following factors is not present?
(A) Too little constraint or regulation for effective task performance
(B) Communication is fragmented
(C) Job responsibilities are ambiguous
(D) Conflicts are avoided
Answer: (D) Conflicts are avoided
Q#12: Which of the following problem is associated with internal practitioners of organization development?
(A) Unfamiliarity with internal culture and technologies used
(B) Lack of specialized skills
(C) Greater degree of influence than external practitioners
(D) Less freedom of operations
Answer: (B) Lack of specialized skills
Q#13: Which of the following is not necessary to be exhibited in a successful change practitioner?
(A) Empathy
(B) Straight forwardness
(C) Knowledge of the theories
(D) Methods within the consultant’s own discipline
Answer: (B) Straight forwardness
Q#14: In which of the following ethical dilemma, the purpose of the change effort is not clear and the client/practitioner disagree over how to achieve the goals?
(A) Technical Ineptness
(B) Value and Goal Conflict
(C) Coercion
(D) Misuse of Data
Answer: (B) Value and Goal Conflict
Q#15: In which of the following ethical dilemmas organization members are forced to participate in an OD intervention?
(A) Technical Ineptness
(B) Value and Goal Conflict
(C) Coercion
(D) Misuse of Data
Answer: (C) Coercion
Q#16: When seeking help from organization practitioner, organization typically starts with which of the following?
(A) Ways of implementing change
(B) Evaluating the change
(C) Presenting problem
(D) Planning change
Answer: (C) Presenting problem
Q#17: In development oriented diagnosis, managers are involved in organization development process in which situation?
(A) When the organization is not facing a problem
(B) When the organization is facing small problems
(C) When the organization is facing small but not significant problems
(D) When the organization is facing major problems
Answer: (A) When the organization is not facing a problem
Q#18: “Employees of company ABC are free to adopt their own methods to achieve final goals” is an example of which task structure?
(A) Mutually supported tasks
(B) Interdependent tasks
(C) Mutually exclusive tasks
(D) Self regulatory tasks
Answer: (D) Self regulatory tasks
Q#19: Group-maintenance functions are involved in which design component of group?
(A) Goal clarity
(B) Task structure
(C) Group composition
(D) Group functioning
Answer: (D) Group functioning
Q#20: Which of the following is NOT a major input that affects job design?
(A) Organization design
(B) Group design
(C) Personal characteristics of job holders
(D) Nature of job
Answer: (D) Nature of job
Q#21: All of the following can have a powerful impact on the way jobs are designed EXCEPT:
(A) Technology
(B) Structure
(C) Measurement systems
(D) Experiences of members
Answer: (D) Experiences of members
Q#22: “How are the data to be analyzed?” This question should be asked at which stage of diagnosis?
(A) Before selecting sample
(B) Before selecting data collection methods
(C) After collecting data
(D) Before analysis of data
Answer: (B) Before selecting data collection methods
Q#23: The extent to which intervention enhances the organization’s capacity to manage change refers to which major criterion of effective intervention?
(A) Fit with organizational needs
(B) Causal knowledge of outcomes
(C) Transfer of change-management competence to organization members
(D) Fit with individual needs
Answer: (C) Transfer of change-management competence to organization members