MIDTERM IN O.D

Question 1

an effort planned, organization wide, and manage from the top

Answer 1

Organization development

Question 2

Three types of Organization Development (OD) practitioners

Answer 2

OD PROFESSIONALS
SPECIALIST IN RELATED FIELD
MANAGER AND ADMINISTRATORS

Question 3

Five Ethical Dilemmas OD Practitioners Encounter

Answer 3

Misrepresentation
Misuse of Data
Power & Coercion
Value and Goal Conflicts
Technical Ineptness

Question 4

Growth and relevance of OD

Answer 4

-globalization
-Information technology
-managerial innovation

Question 5

Give Five (5) Skills of OD Consultants/Practitioners

Answer 5

Behavioral skills
Leadership skills
Communication skills
Negotiation skills
Problem-solving skills

Question 6

He developed the measurement of attitudes

Answer 6

Rensis likert

Question 7

If survey results are only reported but not discussed, nothing change

Answer 7

Floyd Man

Question 8

Research findings are important for making positive changes in businesses

Answer 8

Baumgartel

Question 9

Father of social psychology and developed the equation that behavior is a function of person’s character plus their environment

Answer 9

Kurt Lewin

Question 10

Understand the system before you change it

Answer 10

Kurt Lewin

Question 11

Lewin’s Model of Change

Answer 11

Unfreezing
Changing
Refreezing

Question 12

Prepare for change by understanding the need for it and generating motivation

Answer 12

Unfreeze

Question 13

Implement the changes that are needed

Answer 13

Change

Question 14

Ensure that the new ways of working are solidified as the new normal

Answer 14

Refreezing

Question 15

Draw the Lwin’s model of change and a short description

Answer 15

…

Question 16

Effective Feedback Data have been Described in the Literature (Content of the Feedback)

Answer 16

9.
Relevant
Understandable
Descriptive
Verifiable
Timely
Limited
Significant
Comparative
unfinalized

Question 17

Characteristics of the Feedback Process

Answer 17

Motivation to work with the data
Structure for the meeting
Appropriate attendance
Appropriate power
Process help

Question 18

Limitations of Survey Feedback

Answer 18

1.Bias
2.Distrust
3.Self reported data
4. Response rate issues

Question 19

TYPES OF DATA

Answer 19

PRIMARY DATA
SECONDARY DATA

Question 20

Organization members are likely to use feedback data for problem solving when they find the information meaningful. Including managers and employees in the initial data collection activities can increase the relevance of the data

Answer 20

Relevant

Question 21

Data must be presented to organization members in a form that is readily interpreted. Statistical data, for example, can be made understandable through the use of graphs and charts.

Answer 21

Understandable

Question 22

Data should be fed back to members as quickly as possible after being collected and analyzed. This will help ensure that the information is still valid and is linked to members’ motivations to examine it.

Answer 22

Timely

Question 23

Feedback data need to be linked to real organizational behaviors if they are to arouse and direct energy. The use of examples and detailed illustrations can help employees gain a better feel for the data

Answer 23

Descriptive

Question 24

Feedback data should be valid and accurate if they are to guide action. Thus, the information should allow organization members to verify whether the findings really describe the organization.

Answer 24

Verifiable

Question 25

Because people can easily become overloaded with too much information, feedback data should be limited to what employees can realistically process at one time.

Answer 25

Limited

Question 26

Feedback should be limited to those problems that organization members can do something about because it will energize them and help direct their efforts toward realistic changes.

Answer 26

Significant

Question 27

Feedback data can be ambiguous without some benchmark as a reference. Whenever possible, data from comparative groups should be provided to give organization members a better idea of how their group fits into a broader context

Answer 27

Comparative

Question 28

. - Feedback is primarily a stimulus for action and thus should spur further diagnosis and problem solving. Members should be encouraged, for example, to use the data as a starting point for more in-depth discussion of organizational issue

Answer 28

Unfinalized

Question 29

Generally, people who have common problems and can benefit from working together should be included in the feedback meeting.

Answer 29

Appropriate Attendance

Question 30

Feedback meetings need some structure or they may degenerate into chaos or aimless discussion.

Answer 30

Structure for the meeting

Question 31

-A set of sequenced planned actions or events intended to help an organization increase its effectiveness. .

Answer 31

EFFECTIVE INTERVENTIONS

Question 32

Intervention success depends heavily on the organization being ready for planned change.

Answer 32

Readiness for a Change:

Question 33

refers to whether the organization has the necessary resources, skills, and processes to implement and sustain change successfully.

Answer 33

Capability to Change:

Question 34

plays a crucial role in shaping how change is perceived and adopted in an organization.

Answer 34

Cultural Context

Question 35

Many failures in OD result when change agents apply interventions beyond their competence.

Answer 35

Capabilities of the Change Agent:

Question 36

These are broad challenges that affect the overall effectiveness of an organization

Answer 36

Organizational Issue

Question 37

These relate to the organization's long term direction and competitive positioning.

Answer 37

Strategic Issue

Question 38

These involve the organization system, processes, and structural design

Answer 38

Technology and structure issue

Question 39

This focus on employee management policies and work force development

Answer 39

Human Resource or (HR) issues

Question 40

This deal with how people interact, collaborate, and work together in an organization.

Answer 40

Human Process Issue

Question 41

Vary considerably depending on the kind of issues underlying the conflict. Conflict can arise over substantive issues, such as work methods, pay rates, and conditions of employment, or it can emerge from interpersonal issues, such as personalities and misperceptions.

Answer 41

Third-Party Interventions

Question 42

Involves structured activities designed to enhance teamwork, communication, and problem-solving skills, ultimately improving team performance.

Answer 42

Team Building

Question 43

Consists of individuals working interdependently toward a common goal.

Answer 43

Team

Question 44

an intervention designed to mobilize the resources of the entire organization to identify problems, set priorities and action targets, and begin working on identified problems.

Answer 44

CONFRONTATION MEETING

Question 45

refers to strategies and activities designed to improve communication, collaboration and conflict resolution between different groups within an organization

Answer 45

Intergroup Relations Interventions

Question 46

uses members from several groups to help solve organization wide problems. Intergroup issues are explored in this context and then solution is implemented in the larger organization.

Answer 46

MICROCOSM GROUPS

Question 47

individuals when two or more groups interact.

Answer 47

Parallel Processes

Question 48

A process where a large number of organization members and other stakeholders are brought together in one or more meetings or conferences.

Answer 48

Large-Group Intervention

Question 49

This type of team is come from different departments collaborating

Answer 49

Cross-functional Teams

Question 50

in-person team and happened in the same location

Answer 50

Traditional Team

Question 51

Draw the Johari Window Model

Answer 51

horizontal: 1st) known to others - open area, blind spot 2nd) not known to others - hidden area, unknown vertical: 1st) known to self - open area, hidden area 2nd) not known to self- blind spot, unknown

Question 52

Draw the Cyclical Model of Interpersonal Conflict

Answer 52

EPISODE 1 triggering events- issues behavior consequences EPISODE 2 triggering events- issues behavior consequences

Question 53

Process consultation deals primarily with the interpersonal and group processes that describe how organization members interact with each other. Such social processes directly and indirectly affect how work is accomplished

Answer 53

Group Process

Question 54

One of the process, consultant’s areas of interest is the nature and style of —–, or the process of transmitting and receiving thoughts, facts and feelings.

Answer 54

Communication

Question 55

The process consultant must be keenly aware of the different roles individual members take or in a group. Individuals must address and understand their self-identity, influence, and power that will satisfy personal needs while working to accomplish group goals.

Answer 55

The Functional Roles of Group Members

Question 56

To be effective, a group; must be able to identify problems, examine alternatives, and make decisions.

Answer 56

Group Problem Solving and Decision Making

Question 57

Especially if a group of people work together, over a period of time, it develops group norms or standards of behavior about what is good or bad, allowed or forbidden, right or wrong.

Answer 57

Group Norms

Question 58

A process consultant needs to understand processes involved in leadership and how different leadership styles can help or hinder a group’s functioning.

Answer 58

The Use of Leadership and Authority

Question 59

refers to actions taken to help a specific employee improve their skills, behavior, or performance.

Answer 59

Individual Intervention

Question 60

means bringing a team or group of employees together to improve how they work, solve problems, and achieve goals.

Answer 60

Group Intervention

Question 61

means making changes to the actual work, processes, or structures within an organization.

Answer 61

Content Intervention

Question 62

involves changing the framework or design of an organization to improve its performance and adaptability

Answer 62

Structural Intervention

Question 63

A form of experiential group training where participants learn about themselves and others through interaction and feedback, aiming to improve interpersonal skills and group dynamics.

Answer 63

T-group

Question 64

a false or misleading statement or material omission which renders other statements misleading.

Answer 64

Misrepresentation

Question 65

occur when there is a discrepancy in organizational beliefs and attitudes, when the organizational set goals are unclear, not prioritized and too many

Answer 65

Conflicts in Values and Goals

Question 66

happen when organization members participate in organization development interventions under intimidation and compelling circumstances.

Answer 66

Power and Coercion

Question 67

To be technically incompetent is to commit errors like coming up with wrong organization development interventions

Answer 67

Technical Ineptness

Question 68

Mishandling, misinterpreting and manipulating data or event using them to harm the organization or individuals.

Answer 68

Misuse of data