Question 1

An early individual-level organization development technique involving unstructured group sessions focused on interpersonal interactions is known as a(n):&#10;A) T-group&#10;B) Training corps&#10;C) Action lab&#10;D) Connection group

Accepted Answer

T-group or sensitivity training was an early individual-level organization development technique that focused on improving interpersonal relationships and communication skills in unstructured group sessions. The other options, such as training corps, action lab, and connection group, are not commonly used terms in the field of organizational development.

Question 2

_____________ Theory suggests that organizations use materials from the environment, create something with those materials, and return the products to the environment in a dynamic fashion.&#10;A) General Systems&#10;B) Recyclical&#10;C) Karma&#10;D) I-P-O

Accepted Answer

General Systems Theory views organizations as systems that transform inputs from the environment into outputs that are returned to the environment, emphasizing the dynamic and interactive nature of organizational processes.

Question 3

The form of consulting and organization development that focuses on how things are done, rather than what is actually done, is known as:&#10;A) End consulting&#10;B) Client-centered consulting&#10;C) Process consulting&#10;D) Means consulting

Accepted Answer

Process consulting focuses on analyzing and improving the processes and methods used in an organization, rather than just what tasks are being performed. This approach looks at how work is done, communication patterns, and decision-making processes in order to improve efficiency and effectiveness.

Question 4

The most widely used organization-level intervention for organizational development is:&#10;A) Survey feedback&#10;B) Team training&#10;C) Computer-based skills training&#10;D) Focus groups

Accepted Answer

Survey feedback is considered the most widely used organization-level intervention for organizational development because it allows organizations to gather information about their strengths and weaknesses, as well as employee perceptions and attitudes. This information can then be used to develop action plans and strategies for improvement. Team training, computer-based skills training, and focus groups can also be effective interventions, but they are more targeted and specific in nature.

Question 5

Lewin's three-step model of organizational change is which of the following?&#10;A) Change-evaluate-reset&#10;B) Unfreezing-transformation-refreezing&#10;C) Identifying-modifying-continuing&#10;D) Pausing-changing-restarting

Accepted Answer

Lewin's three-step model of organizational change consists of unfreezing the current state, making the necessary changes or transformation, and refreezing the new state to make it permanent.

Deck 15: Organizational Change and Development