Deck 3: Core Values and Ethics of Organization Development

Question 1

______ is perhaps the most foundational of OD's democratic values.

A) Management
B) Change
C) Participation
D) Growth

Answer 1

C

Question 2

OD values have transitioned over time and have, for example, moved away from the idea of « game-playing" to a view of ______.

A) people are essentially good.
B) authentic behavior.
C) willingness toward risk.
D) greater emphasis on collaboration.

Answer 2

B

Question 3

The practitioner's charge, with respect to change, is to ______.

A) help the organization develop and manage the change that it seeks to create, giving the opportunity for participation and thereby transitioning ownership to organization members.
B) to impose the change on the group or demand it of the individuals.
C) contribute to organizational decision-making processes in an effort ensure organizational members are involved.
D) essentially mandate change whether there is enthusiastic members within the organization or not.

Answer 3

A

Question 4

While the humanistic values are initially viewed as worthy, what is one negative aspect that has been noted?

A) They are too confusing to understand.
B) They are too idealistic to implement in practice.
C) They do not apply to OD.
D) They are too realistic.

Question 5

Many organizational practices have historically resulted in ignoring or silencing alternative voices, and this has been especially true for ______.

A) members whose identities were identical to those of management
B) members who preferred to speak up in organizational meetings
C) members whose identities were not identical to those of management
D) members who preferred to remain silent in organizational meetings

Question 6

OD values have transitioned over time and have, for exaxmple, moved away from «use of status for maintaining power and personal prestige » toward a view of ______.

A) confirming them as human beings
B) making appropriate confrontation
C) use of status for organizationally relevant purposes
D) greater emphasis on collaboration

Question 7

A ______ is defined as "an enduring belief that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence."

A) value
B) value statement
C) value system
D) value framework

Question 8

Being authentic means

A) being competitive while seeking status and authority.
B) withholding information in an effort to succeed.
C) telling followers what they want to hear.
D) being straightforward, genuine, honest, truthful.

Question 9

Which current value in OD relates to recognizing individual's feelings and acknowledging workforce diversity?

A) Dialogue and Collaboration
B) Growth, Development, and Learning
C) Valuing the Whole Person
D) Authenticity, Openness, and Trust

Question 10

Which current value in OD relates to ensuring conflicts are brought to light in an effort to address them in a healthy manner with appropriate communication?

A) Dialogue and Collaboration
B) Growth, Development, and Learning
C) Valuing the Whole Person
D) Authenticity, Openness, and Trust

Question 11

Which of the following reasons identifies that values are important to OD practitioners due to values giving direction and specifying guiding principles rather than exact behavior?

A) Values guide choices about how to proceed.
B) Values provide a larger vision that extends beyond any individual intervention.
C) Values distinguish OD from other methods of consulting and change.
D) Values can help prompt dialogue and clarify positions.

Question 12

Which of the following current values in organization development centers around the concept of working within a function or level, for example?

A) Participation, involvement, and empowerment
B) The importance of groups and teams
C) Growth, development, and learning
D) Valuing the whole person

Question 13

OD values have transitioned over time and have, for example, moved away from «seeing individuals as fixed » toward a view of ______.

A) seeing them as being in process
B) accepting and utilizing them
C) making appropriate confrontation
D) trusting them

Question 14

Which of the following is NOT related to valuing the «whole person » ?

A) Respecting one's feelings as people.
B) Acknowledging and recognizing diversity and the benefits that individual differences bring to the organization
C) Admitting that individuals may need to give up when things are too challenging.
D) Understanding that people can make contributions beyond those for which they were originally hired.

Question 15

Inviting employees to solve complex problems may not be effective if they do not have the skill set is an example of which of the following complex factors?

A) Organizational members may not be prepared or trained to participate.
B) Participation is risky when members feel suspicious of being asked to step outside of long-held hierarchical patterns.
C) Characteristics of organizational structure inhibit an individual's choice to participate.
D) Increasing participation is detrimental to members if it is not authentic.

Question 16

Which of the following reasons identifies that values are important to OD practitioners as consultants learn to work with the client to develop programs that meet the client's needs and maintain the objectives and underlying values ?

A) Values provide a larger vision that extends beyond any individual intervention.
B) Values distinguish OD from other methods of consulting and change.
C) Values can help prompt dialogue and clarify positions.
D) Values help evaluate how well something went.

Question 17

Having an optimistic view of people and groups implies that engagements and interventions should be constructed as opportunities for learning so that the organization can learn not only to solve the problem but also ______.

A) think about your own beliefs, skills, and attitudes
B) learn from mistakes based on experience
C) acknowledge and recognize the value a consultant can provide and ensure they are contacted when needed
D) learn how problems or situations such as this one can be addressed next time without the reliance on a consultant

Question 18

According to Beckhard (1969), the basic building block of an organization is ______.

A) individuals
B) teams
C) applications
D) technology

Question 19

What value, perhaps, differentiates OD from most other management and consulting work?

A) The Importance of Groups and Teams
B) Growth, Development, and Learning
C) Valuing the Whole Person
D) Dialogue and Collaboration

Question 20

Which of the following current values in OD relates to the concept of creating healthy environments that promote collaboration rather than competition?

A) Participation, involvement, and empowerment
B) The importance of groups and teams
C) Valuing the whole person
D) Dialogue and collaboration

Question 21

Which of the following challenges in holding to the OD values relates to academia viewing OD as a set of techniques that resulted in certain outcomes rather than if techniques appropriately applied to core values of the field ?

A) Financial and economic tensions
B) The push to see OD as technology
C) Management culture and expectations
D) Research

Question 22

Individuals also form ______ groups that are comprised of colleagues, friends, and associates from various departments.

A) formal
B) informal
C) planned
D) unplanned

Question 23

Dysfunctional energy is a key indicator that which of the values needs to be espoused?

A) Valuing the Whole Person
B) The Importance of Groups and Teams
C) Dialogue and Collaboration
D) Authenticity, Openness, and Trust

Question 24

For example, values can be a point for personal reflection and self-evaluation as a consultant. Which of the following reasons of why values are important to OD practitioners relates to this?

A) Values guide choices about how to proceed.
B) Values provide a larger vision that extends beyond any individual intervention.
C) Values distinguish OD from other methods of consulting and change.
D) Values help evaluate how well something went.

Question 25

Interdependent teams, such as marketing, human resources, finance, and so forth, are organized by their respective ______.

A) small business unit
B) function
C) level
D) leader

Question 26

Interdependent teams, such as vice presidents and shift managers, are organized by their respective ______.

A) small business unit
B) function
C) level
D) leader

Question 27

Which type of leadership demands consistency in words and actions as followers look to leaders' behavior to assess whether their talk is forthright and can be trusted?

A) Authentic leadership
B) Transactional leadership
C) Situational leadership
D) Transformational leadership

Question 28

Which of the following is NOT viewed as a business effectiveness outcome?

A) increasing productivity
B) enhancing quality
C) developing a competitive advantage
D) increased collaboration

Question 29

One's skills, beliefs, and attitudes are likely to be ______ as time (5-10 years) has passed.

A) different
B) the same
C) stagnant
D) identical

Question 30

Which of the following is NOT viewed as a traditional humanistic value?

A) developing a competitive advantage
B) increased collaboration
C) authentic behavior
D) improved empowerment

Question 31

Which of the following is NOT mentioned as a negative implication of OD having a business results emphasis?

A) moves OD away from humanistic values
B) OD would not be holding true to its origin
C) allows OD practitioners to help clients achieve the outcomes they seek
D) OD could near an end as a distinct field of study

Question 32

For example, many OD practitioners hold values of environmental and social responsibility and justice, and these results can be seen as enduring effects of their work. Which of the following reasons of why values are important to OD practitioners relates to this?

A) Values guide choices about how to proceed.
B) Values provide a larger vision that extends beyond any individual intervention.
C) Values distinguish OD from other methods of consulting and change.
D) Values can help prompt dialogue and clarify positions.

Question 33

Which of the following challenges in holding to the OD values relates to practitioners being tempted to quickly and arbitrarily use favorite tools or latest techniques in an attempt to be cutting edge?

A) Financial and economic tensions
B) The push to see OD as technology
C) Management culture and expectations
D) Research

Question 34

Which of the following challenges in holding to the OD values relates to a practitioner finding it easier to describe approaches to solving a problem rather than to engage in a philosophical statement about values to a potential client?

A) Financial and economic tensions
B) The push to see OD as technology
C) Management culture and expectations
D) Research

Question 35

Which of the following is NOT a way in which leaders demonstrate trust?

A) giving employees information
B) misleading to gain status
C) explaining organizational direction, values, principles, rationales
D) allowing employees to make decisions

Question 36

Which content area within the Statement of Ethics discusses serving the long-term well-being of stakeholders?

A) Responsibility to Ourselves
B) Responsibility for Professional Development and Competence
C) Responsibility to Clients and Significant Others
D) Responsibility to the OD-HSD Profession

Question 37

Which of the following reasons identifies that values are important to OD practitioners due to the humaninstic nature of OD ensuring growth, development, and learning?

A) Values guide choices about how to proceed.
B) Values provide a larger vision that extends beyond any individual intervention.
C) Values distinguish OD from other methods of consulting and change.
D) Values help evaluate how well something went.

Question 38

OD has moved more toward ______ because practitioners are more frequently asked to consult on organizationwide changes.

A) organization analytics
B) organization effectiveness
C) organization communication
D) organization leadership

Question 39

Which of the following is a way in which leaders demonstrate trust?

A) withholding information
B) dictating practices
C) including employees in dialogues and discussion
D) misleading to gain status

Question 40

Which of the following challenges in holding to the OD values relates to managers seeking rapid solutions to immediate problems while demonstrating a positive ROI?

A) Financial and economic tensions
B) The push to see OD as technology
C) Management culture and expectations
D) Research

Question 41

Discuss the four key challenges to holding organization development values.

Question 42

Values are simple and never seem complex.

Question 43

Briefly explain the six current values in organization development.

Question 44

"Improving organizational life for all members" is part of the humanistic orientation.

Question 45

Why are values important to OD practitioners?

Question 46

How do you see ethics guiding OD practitioners?

Question 47

Ethical conflicts do not occur for OD professionals.

Question 48

OD practitioners can easily "turn on" new values or "turn off" old values within organizations as they engage in their consultation.

Question 49

Individual employees can often make contributions to an organization beyond those for which they were originally hired.

Question 50

The expression of anger and conflict are not natural and normal reactions to organizational change.

Question 51

Humanistic concerns and business effectiveness do not always need to be contradictory objectives for OD practitioners.

Question 52

Participation is a "silver bullet" to eliminate all organizational problems.

Question 53

Collaborative practices thrive in a competitive environment in which it is valued and rewarded to withhold information or mislead to gain status and authority.

Question 54

Successful team functioning is essential to larger systemwide success.

Question 55

Discuss how organizational values have transitioned over time.