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Question
Why do organization designers pay attention to lateral capability?a. Lateral capability works to improve skill gaps created when members do not understand the organization's strategy.
b. Lateral capability improves the information technology needs across groups.
c. Lateral capability helps share information across boundaries created by the structure.
d. Lateral capability clarifies the roles and responsibilities in the structure.
Answer
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Related questions
Q:
Which of the following is an ethical violation in selecting interventions?
a. The practitioner recommends that another colleague facilitate an intervention because he/she is not trained in it.
b. The practitioner wants to conduct the intervention only after data gathering.
c. The practitioner agrees with the client to avoid sharing the purpose of the intervention to get people to participate.
d. The practitioner agrees to allow the client to share responsibility for conducting the intervention.
Q:
Which of the following is NOT a benefit of a 360 feedback process?
a. It can result in a greater self-awareness on the part of the person receiving feedback.
b. It is not likely to result in resistance or defensive behaviors.
c. Individuals get feedback from a wide range of people with whom they work.
d. It can make explicit the implicit expectations we often have of one another.
Q:
Why are individual interventions sometimes insufficient for achieving organizational change?
a. Individuals work in organizational systems that may resist their attempts to change.
b. Individuals rarely achieve successful change when it is forced on them.
c. Other individuals may not support the individual who tried to change.
d. All of the above.
Q:
Why is "Compliance" the hardest form of resistance to see?
a. Because compliant clients work harder at hiding their resistance.
b. Because the consultant is getting the desired agreement and respect.
c. Because it reflects more serious concerns over the consultant's competence than other forms of resistance.
d. Because consultants do not experience it that often and are not skilled in noticing it.
Q:
Coaching, like therapy or other psychological relationships, involves a deep understanding of the client's past, history, motives, and more.
a. True
b. False
Q:
Which of the following is NOT a benefit of a 360 feedback process?
a. It can result in a greater self-awareness on the part of the person receiving feedback.
b. It is not likely to result in resistance or defensive behaviors.
c. Individuals get feedback from a wide range of people with whom they work.
d. It can make explicit the implicit expectations we often have of one another.
Q:
Which of the following is an ethical violation in selecting interventions?
a. The practitioner recommends that another colleague facilitate an intervention because he/she is not trained in it.
b. The practitioner wants to conduct the intervention only after data gathering.
c. The practitioner agrees with the client to avoid sharing the purpose of the intervention to get people to participate.
d. The practitioner agrees to allow the client to share responsibility for conducting the intervention.
Q:
Which of the following describes a low power distance culture?
a. Organizational members will do what is asked and avoid taking risks.
b. Organizational members prefer a competitive environment where status and achievement are important.
c. There is less emotional resistance to change and less emphasis on hierarchical structures.
d. Organizational members take care of one another as in a family.
Q:
Which of the following practices is recommended to help sustain change? (mark all that apply)
a. Periodic meetings to review how the change is going.
b. Reward systems that reinforce the change.
c. Large group gatherings to gather information about what is working and what organizational members are struggling with.
d. Regular visits from outside observers to provide an objective examination of the change.
Q:
Which of the following is a challenge in transorganizational systems?
a. Trust and collaboration among members
b. Hierarchy and structure of the collaborative
c. Membership relationships which complicate gaining agreement
d. All of the above
Q:
Coaching, like therapy or other psychological relationships, involves a deep understanding of the client's past, history, motives, and more.
a. True
b. False
Q:
Why are individual interventions sometimes insufficient for achieving organizational change?
a. Individuals work in organizational systems that may resist their attempts to change.
b. Individuals rarely achieve successful change when it is forced on them.
c. Other individuals may not support the individual who tried to change.
d. All of the above.
Q:
The recommendation to consider "depth" of intervention means:
a. Most interventions should reach the depth of the interpersonal psyche.
b. Practitioners should intervene at the appropriate level, no deeper than necessary.
c. Few changes can successfully be accomplished at the level of work content.
d. The newer the group, the deeper the intervention needed.
Q:
One difference between an OD (Action) approach to data analysis and an academic (research) approach to data analysis is that an OD approach:
a. Is interested in a description of all the factors that impact the situation.
b. Requires completeness and comprehensiveness at every step.
c. Tries to eliminate bias and personal judgment.
d. Requires client involvement.
Q:
It is considered ethically acceptable to disclose who made a comment in an interview if the client asks for it, and only if the comment was not sensitive.
a. True
b. False
Q:
It is unethical to decline an engagement that you think will not be successful because the client is not motivated to change.
a. True
b. False
Q:
Social construction approaches to change assume that change happens when:
a. The environmental factors promoting change are greater than the organization can resist.
b. There is a change in meaning, interpretation, and language use in the organization.
c. The organization has a change in vision or mission.
d. Systems, policies, and procedures also change.
Q:
When selecting interventions, a consultant should select easier activities that minimize psychological strain on the organization before choosing activities that are more risky or high anxiety.
a. True
b. False
Q:
Why is "Compliance" the hardest form of resistance to see?
a. Because compliant clients work harder at hiding their resistance.
b. Because the consultant is getting the desired agreement and respect.
c. Because it reflects more serious concerns over the consultant's competence than other forms of resistance.
d. Because consultants do not experience it that often and are not skilled in noticing it.
Q:
When selecting interventions, a consultant should select easier activities that minimize psychological strain on the organization before choosing activities that are more risky or high anxiety.
a. True
b. False
Q:
The recommendation to consider "depth" of intervention means:
a. Most interventions should reach the depth of the interpersonal psyche.
b. Practitioners should intervene at the appropriate level, no deeper than necessary.
c. Few changes can successfully be accomplished at the level of work content.
d. The newer the group, the deeper the intervention needed.
Q:
Many authors argue that OD is at a crossroads, and could contribute more in which of the following areas? (mark all that apply)
a. Individual assessments such as the Myers-Briggs
b. Systemic, large-scale change activities
c. Formulating strategy
d. Mergers and acquisitions
e. Facilitating meetings
Q:
Why might it be dangerous for an organization to "refreeze" (as in Lewin's classic definition of change) following a major change attempt?
a. Too much stability can inhibit the next attempt at change.
b. Most change attempts are not successful, and the organization should not try to adopt the change until it is proven.
c. Organizational members will resist the change.
Q:
What is the purpose of a Workout session?
a. To clarify team roles.
b. To brainstorm solutions to problems and get rapid agreement on the solution.
c. To redesign work tasks so that jobs have the maximum amount of autonomy and skill variety.
d. To clarify confusion about the team's goals, mission, or future.
Q:
Which of the following would likely be considered a team?
a. Four sales consultants who independently work on their own customer accounts.
b. Nine students who are all taking the same sociology course.
c. Three technicians who each take a step in the process of building custom computers.
d. All of the above.
Q:
Which of the following is a concern or caution about using individual instruments or assessments?
a. Participants may reject the instrument or its interpretation.
b. Participants may answer questions trying to seek a right answer.
c. They may encourage stereotyping or labeling.
d. All of the above.
Q:
One reason we might use an inductive approach to analysis instead of a deductive approach is:
a. It can make coding the data easier.
b. It uses the participants' own categories and language.
c. It uses models that can help to communicate with clients.
d. It can make data interpretation easier.
Q:
Surveys tend to be:
a. Inflexible
b. The easiest of all the data gathering methods to analyze
c. Best for getting buy-in from the client
d. Good for exploring a small range of issues in depth
Q:
Most clients will describe ____ problems, but the goal of the OD practitioner is to discover the ____ problems.
a. personal; ambiguous
b. underlying; relationship
c. presenting; underlying
d. deep structure; symptomatic
Q:
One reason why the doctor-patient model of consulting is flawed is that:
a. It puts the consultant in the role of making the diagnosis without client buy in.
b. Responsibility for implementation rests with the consultant.
c. Clients have the responsibility of doing all data gathering.
d. Few consultants have medical degrees.