Test Bank For Experiential Approach to Organization Development, An 8th
Edition
Chapter 1 Organization Development and Reinventing the Organization
TEST QUESTIONS
True/False Questions
1. The increasing rate of change in a company’s external environment is one reason for
the utilization of organization development.
(T, easy, p. 3)
2. Organizations are considered static systems.
(F, easy, p. 3)
3. Since planned change can not take into consideration unfolding and unknown events,
OD is change based upon current conditions so that an organization can react to the
latest market conditions.
(F, moderate, p.3-5)
4. The objective of OD techniques is to focus on a small segment of an organization so
that it will not impact the rest of the system.
(F, easy, p. 4)
5. Both planned changes and the systems approach are used in organization
development.
(T, easy, p. 4-5)
6. Characteristics of OD include a collaborative approach to change and an emphasis on
performance.
(T, easy, p. 5)
7. A humanistic concern for personal growth is a characteristic of organization
development.
(T, easy, p. 5)
8. Once a successful organization such as Google has defined a business model, the
reason and importance of developing plans for change diminish.
(F, easy, p. 6)
9. OD practitioner Warren Bennis suggests that the three underlying factors in the
emergence of OD are the need for new forms, an increase in social awareness, and a
focus on cultural change.
(T, moderate, p.6)
10. Successful firms in the 21st century will share common traits, including being faster,
more customer oriented, and larger.
(F, easy, p. 7)
11. In attempting to manage today’s organizations, many executives find that their past
1
,Test Bank For Experiential Approach to Organization Development, An 8th
Edition
Chapter 1 Organization Development and Reinventing the Organization
failures to give enough attention to the changing environment are now creating
problems for them.
(T, easy, p. 7)
12. Environmental analysis was an early OD approach to change.
(F, easy, p. 8-9)
13. A country such as China likely will not have OD programs, as OD is primarily
limited to developed countries with democratic governments.
(F, moderate, p. 9)
14. OD specialists may be either internal or external OD practitioners.
(T, easy, p. 9)
15. OD specialists who are internal practitioners typically come from areas of the
organization such as finance and manufacturing.
(F, easy, p. 9-10)
16. The OD practitioner is always a member of the organization so that the issue of trust
is satisfied.
(F, easy, p. 9-10)
17. Some OD practitioners consist of organization members, such as managers, who
apply OD to their work.
(T, easy, p. 10)
18. Organization culture refers to the general characteristics of an organization such as
the size of the organization, where it is physically located, and the layout of the
buildings.
(F, easy, p. 10)
19. Norms are the rules and regulations of an organization regarding the conduct of
employees.
(F, easy, p. 10-11)
20. Peripheral norms are those norms that are essential to an organization’s objectives.
(F, easy, p. 11)
21. Pivotal norms are not critical to the success of an organization and they allow the
members the freedom to express their individualism.
(F, easy, p. 11)
22. Socialization is the process that adapts employees to the organization’s culture.
(T, easy, p.11-12)
23. It is important for new employees to read carefully the organization’s employee
handbook and policy manual so that they may learn the peripheral norms of the
organization.
2
,Test Bank For Experiential Approach to Organization Development, An 8th
Edition
Chapter 1 Organization Development and Reinventing the Organization
(F, moderate, p. 12)
24. An employee who utilizes creative individualism accepts peripheral norms and
questions the peripheral norms.
(T, moderate, p. 12-13)
25. A pivotal norm in the sales department could be a peripheral norm in the finance
department, even within the same organization.
(T, moderate, p. 12-13)
26. A good psychological contract will focus on cultural values and avoid addressing job
expectations.
(F, easy, p. 14)
27. A psychological contract is a written agreement, typically part of the employment
contract, documenting the expectations of both the individual and the organization.
(F, easy, p. 14)
28. Research into the effectiveness of psychological contracts has shown that the
obligations of the employee are the most critical determinants of organizational
commitment.
(F, moderate, p. 14)
29. A primary difference between OD and other behavioral science techniques is an
emphasis on viewing the organization as a total system.
(T, easy, p. 15)
30. The action research model does not call for feeding back information to the
organization in order to prevent confusing the members.
(F, moderate, p.15-16)
31. OD is considered a political and power type of intervention within an organization.
(F, p. 17)
Multiple-Choice Questions
32. Which of the following is (are) one of the major sets of forces in organization
environment over the years?
a. customers
b. competitors
c. government
d. unions
e. all of the above
(e, moderate, p. 3)
33. The reason OD has emerged is because the external environment for most
organizations is becoming more _____.
3
, Test Bank For Experiential Approach to Organization Development, An 8th
Edition
Chapter 1 Organization Development and Reinventing the Organization
a. simple and predictable
b. complex and dynamic
c. bureaucratic and rigid
d. subject to manipulation by the firm
e. static and predictable
(b, moderate, p. 2-6)
34. In organization development, a practitioner must consider not only the external
environment of the organization, but also _____.
a. customers
b. suppliers of production inputs
c. the needs of society
d. the needs of employees
e. answers c and d
(d, moderate, p. 4)
35. OD is oriented to improving organizational _____.
a. growth
b. effectiveness
c. profitability
d. goals
e. none of the above
(b, moderate, p. 4)
36. The field of OD is the discipline that _____.
a. is rich in abstract theory
b. is almost entirely intuitive
c. is almost a pure science
d. applies behavioral science to management problems
e. all of the above
(d, easy, p. 4)
37. Which of the following statements relative to OD and the management of change are
true?
a. Theory has little application in the real world of business.
b. Theory is, by definition, very abstract and quite difficult to understand.
c. The value of OD is that it provides a systematic approach for the
management of change.
d. It is better to apply no theory at all than to apply a theory that has not
been proven successful.
e. Management and theories tend to be mutually exclusive.
(c, moderate, p. 4)
38. Integrating organizational goals and individuals’ motivation for goal attainment is
called _____.
a. organization development
b. organization integration
c. organization planning
4
Edition
Chapter 1 Organization Development and Reinventing the Organization
TEST QUESTIONS
True/False Questions
1. The increasing rate of change in a company’s external environment is one reason for
the utilization of organization development.
(T, easy, p. 3)
2. Organizations are considered static systems.
(F, easy, p. 3)
3. Since planned change can not take into consideration unfolding and unknown events,
OD is change based upon current conditions so that an organization can react to the
latest market conditions.
(F, moderate, p.3-5)
4. The objective of OD techniques is to focus on a small segment of an organization so
that it will not impact the rest of the system.
(F, easy, p. 4)
5. Both planned changes and the systems approach are used in organization
development.
(T, easy, p. 4-5)
6. Characteristics of OD include a collaborative approach to change and an emphasis on
performance.
(T, easy, p. 5)
7. A humanistic concern for personal growth is a characteristic of organization
development.
(T, easy, p. 5)
8. Once a successful organization such as Google has defined a business model, the
reason and importance of developing plans for change diminish.
(F, easy, p. 6)
9. OD practitioner Warren Bennis suggests that the three underlying factors in the
emergence of OD are the need for new forms, an increase in social awareness, and a
focus on cultural change.
(T, moderate, p.6)
10. Successful firms in the 21st century will share common traits, including being faster,
more customer oriented, and larger.
(F, easy, p. 7)
11. In attempting to manage today’s organizations, many executives find that their past
1
,Test Bank For Experiential Approach to Organization Development, An 8th
Edition
Chapter 1 Organization Development and Reinventing the Organization
failures to give enough attention to the changing environment are now creating
problems for them.
(T, easy, p. 7)
12. Environmental analysis was an early OD approach to change.
(F, easy, p. 8-9)
13. A country such as China likely will not have OD programs, as OD is primarily
limited to developed countries with democratic governments.
(F, moderate, p. 9)
14. OD specialists may be either internal or external OD practitioners.
(T, easy, p. 9)
15. OD specialists who are internal practitioners typically come from areas of the
organization such as finance and manufacturing.
(F, easy, p. 9-10)
16. The OD practitioner is always a member of the organization so that the issue of trust
is satisfied.
(F, easy, p. 9-10)
17. Some OD practitioners consist of organization members, such as managers, who
apply OD to their work.
(T, easy, p. 10)
18. Organization culture refers to the general characteristics of an organization such as
the size of the organization, where it is physically located, and the layout of the
buildings.
(F, easy, p. 10)
19. Norms are the rules and regulations of an organization regarding the conduct of
employees.
(F, easy, p. 10-11)
20. Peripheral norms are those norms that are essential to an organization’s objectives.
(F, easy, p. 11)
21. Pivotal norms are not critical to the success of an organization and they allow the
members the freedom to express their individualism.
(F, easy, p. 11)
22. Socialization is the process that adapts employees to the organization’s culture.
(T, easy, p.11-12)
23. It is important for new employees to read carefully the organization’s employee
handbook and policy manual so that they may learn the peripheral norms of the
organization.
2
,Test Bank For Experiential Approach to Organization Development, An 8th
Edition
Chapter 1 Organization Development and Reinventing the Organization
(F, moderate, p. 12)
24. An employee who utilizes creative individualism accepts peripheral norms and
questions the peripheral norms.
(T, moderate, p. 12-13)
25. A pivotal norm in the sales department could be a peripheral norm in the finance
department, even within the same organization.
(T, moderate, p. 12-13)
26. A good psychological contract will focus on cultural values and avoid addressing job
expectations.
(F, easy, p. 14)
27. A psychological contract is a written agreement, typically part of the employment
contract, documenting the expectations of both the individual and the organization.
(F, easy, p. 14)
28. Research into the effectiveness of psychological contracts has shown that the
obligations of the employee are the most critical determinants of organizational
commitment.
(F, moderate, p. 14)
29. A primary difference between OD and other behavioral science techniques is an
emphasis on viewing the organization as a total system.
(T, easy, p. 15)
30. The action research model does not call for feeding back information to the
organization in order to prevent confusing the members.
(F, moderate, p.15-16)
31. OD is considered a political and power type of intervention within an organization.
(F, p. 17)
Multiple-Choice Questions
32. Which of the following is (are) one of the major sets of forces in organization
environment over the years?
a. customers
b. competitors
c. government
d. unions
e. all of the above
(e, moderate, p. 3)
33. The reason OD has emerged is because the external environment for most
organizations is becoming more _____.
3
, Test Bank For Experiential Approach to Organization Development, An 8th
Edition
Chapter 1 Organization Development and Reinventing the Organization
a. simple and predictable
b. complex and dynamic
c. bureaucratic and rigid
d. subject to manipulation by the firm
e. static and predictable
(b, moderate, p. 2-6)
34. In organization development, a practitioner must consider not only the external
environment of the organization, but also _____.
a. customers
b. suppliers of production inputs
c. the needs of society
d. the needs of employees
e. answers c and d
(d, moderate, p. 4)
35. OD is oriented to improving organizational _____.
a. growth
b. effectiveness
c. profitability
d. goals
e. none of the above
(b, moderate, p. 4)
36. The field of OD is the discipline that _____.
a. is rich in abstract theory
b. is almost entirely intuitive
c. is almost a pure science
d. applies behavioral science to management problems
e. all of the above
(d, easy, p. 4)
37. Which of the following statements relative to OD and the management of change are
true?
a. Theory has little application in the real world of business.
b. Theory is, by definition, very abstract and quite difficult to understand.
c. The value of OD is that it provides a systematic approach for the
management of change.
d. It is better to apply no theory at all than to apply a theory that has not
been proven successful.
e. Management and theories tend to be mutually exclusive.
(c, moderate, p. 4)
38. Integrating organizational goals and individuals’ motivation for goal attainment is
called _____.
a. organization development
b. organization integration
c. organization planning
4
