QN1. Change efforts to overcome the pressures of both individual resistance and group conformity is called:
a) Refreezing
b) Mobilizing
c) Unfreezing
d) Planned change
Answer: c) UnfreezingAnswer
QN2. “First-order change” is change that:
a) Is multidimensional, multilevel, discontinuous, and radical
b) Provides insight into the ability of some individuals to resist change
c) Is linear and continuous
d) Is very threatening
Answer: c) Is linear and continuousAnswer
QN3. ________ is an OC approach that focuses on data collection and analysis using a scientific methodology
a) Action research
b) Lewin’s three step model
c) Organizational development
d) Process consultation
Answer: d) Process consultationAnswer
QN4. When people resist change because they hear what they want to hear and they ignore information that challenges those perception, they are resisting change because:
a) economic factors
b) the fear of unknown
c) selective information processing
d) the security needs
Answer: b) the fear of unknownAnswer
QN5. John Kotter built on Lewin’s three-step model to create a more detailed approach for implementing ______.
a) Action research
b) Economic shocks
c) Change
d) Social trends
Answer: c) ChangeAnswer
QN6. Which of the following is a source of organizational resistance to change?
a) Security
b) Group Inertia
c) Economic factors
d) Habit
Answer: a) SecurityAnswer
QN7. Basically an operational change on a calculated basis as response to internal and external demands is a
a) Fundamental change
b) Planned Change
c) Strategic Change
d) Transformational change
Answer: b) Planned ChangeAnswer
QN8. Kurt Lewin’s three-step model for successful change in organizations includes:
a) Unthawing, changing, freezing
b) Unfreezing, moving, freezing
c) Unfreezing, moving, and refreezing
d) Unfreezing, changing, and refreezing
Answer: c) Unfreezing, moving, and refreezingAnswer
QN9. Action Research was first defined by
a) Kurt Lewin
b) John Collier
b) French and Bell
c) None of the above
Answer: a) Kurt LewinAnswer
QN10. Which is not an Internal Change?
a) Change in Equipments
b) Job restructuring
c) Change in Employee Attitude
d) Change in Business cycles
Answer: c) Change in Employee AttitudeAnswer
QN11. In Incremental change there is a
a) small change
b) radical change
c) gradual change
d) significant change
Answer: c) gradual changeAnswer
QN12. A change agent is:
a) an external or an internal agent
b) a behavioral scientist
c) both a and b
d) a national scientist
Answer: a) an external or an internal agentAnswer
QN13. Which of the following is a tactic that managers can use to reduce resistance to change?
a) Coercion
b) Manipulation
c) Education & Communication
d) all of the above
Answer: d) all of the aboveAnswer
QN14. Which one of the following is not a part of Effective Change Management?
a) Motivating Change
b) Initiating Change
c) Creating Vision
d) Developing political support
Answer: d) Developing political supportAnswer
QN15. In the moving stage of the Lewin’s Model
a) driving forces within the organization provide disconfirming information that shows discrepancies between the organization’s desired state and its current state to reduce potentially resisting forces
b) supporting mechanism stabilize the organization at a new state of equilibrium
c) driving forces focus on developing new behaviors that may differ from prior habits
d) none of the above
Answer: c) driving forces focus on developing new behaviors that may differ from prior habitsAnswer
QN16. What is not true about Organizational Development?
a) It’s a systematic approach
b) It’s a response to change
c) It’s an unplanned change
d) It’s a scientific approach
Answer: c) It’s an unplanned changeAnswer
QN17. An OD technique that involves unstructured group interaction in which members learn by observing and participating rather than being told is:
a) Survey Feedback
b) Team Building
c) Sensitivity Training
d) Process Consultation
Answer: b) Team BuildingAnswer
QN18. Interventions that are aimed at improving communication ability are:
a) Structural interventions
b) Intergroup interventions
c) Interpersonal interventions
d) Process consultation
Answer: a) Structural interventionsAnswer
QN19. Inter group development seeks to
a) facilitate entry and exit of members into groups
b) change attitudes, stereotypes and the perceptions the group have of each other
c) change the group structure and leadership
d) Merge two groups into functioning teams
Answer: b) change attitudes, stereotypes and the perceptions the group have of each otherAnswer
QN20. When organizational development involves radical change that is multidimensional and multilevel it is most likely going through
a) Structural change
b) Technological change
c) First order change
d) Second order change
Answer: c) First order changeAnswer
QN21. Grid Organization Development technique was designed by
a) Robert R Blake
b) Jane S Mouton
c) Roger Harrison
d) Both a and b
Answer: d) Both a and bAnswer
QN22. Team building intervention which is designed to clarify role expectation is
a) Grid OD
b) Role Analysis Technique
c) Role negotiation Technique
d) Job design
Answer: b) Role Analysis TechniqueAnswer
QN23. In managerial Grid, an individual’s style can be best described as which of the following:
a) the way one dresses
b) one’s concern for production and people
c) how one interacts with management
d) the way one deals with the problem
Answer: d) the way one deals with the problemAnswer
QN24. The assumption underlying the use of survey feedback in OD is
a) surveys are the best way to collect data
b) a great deal of data is collected
c) it is used to provide feed back and to initiate change in the organization
d) responses can be easily be interpreted
Answer: c) it is used to provide feed back and to initiate change in the organizationAnswer
QN25. The first T group was formed
a) to facilitate decision making
b) to work on group projects
c) to make group more cohesive
d) as people reacted to data as their own behavior
Answer: b) to work on group projectsAnswer
QN26. The following is not the stem of OD
a) Laboratory training
b) Action research / Survey feedback
c) Strategic change
d) managerial Grid
Answer: a) Laboratory trainingAnswer
QN27. Strategic change interventions involve improving
a) The alignment among an organization’s environment, strategy and organization design
b) The organization’s relationship to its environment
c) The fit between the organization’s technical, political and cultural systems.
d) All of the above
Answer: a) The alignment among an organization’s environment, strategy and organization designAnswer
QN28. The third party attempts to make intervention aimed at opening communication and confronting the problem including which of the following
a) ensuring mutual motivation
b) coordinating confrontation efforts
c) both the above two
d) collecting data
Answer: c) both the above twoAnswer
QN29. Which of the following is not a fundamental assumption underlying process consultation?
a) the group is the building block of organization
b) groups are the basic units of change
c) a skilled party can help the group in joint diagnosis
d) it is an agenda less meeting
Answer: d) it is an agenda less meetingAnswer
QN30. Which of the following is not a step of Role analysis technique?
a) role incumbent’s expectations of others
b) Role negotiation
c) role expectations
d) role profile
Answer: b) Role negotiationAnswer
QN31. Which of the following areas do OD practitioner needs to be familiar with to bring about strategic change
a) competitive strategy
b) team building
c) negotiation
d) all of the above
Answer: d) all of the aboveAnswer
QN32. In fundamental change there is
a) redefinition of current purpose or mission
b) abrupt change in organization’s strategy
c) change of all or most of the organization components
d) response to an even or a series of events
Answer: c) change of all or most of the organization componentsAnswer
QN33. Coaching and Counseling is an OD technique which is used for
a) Individuals
b) Dyads
c) Groups
d) Organization
Answer: c) GroupsAnswer
QN34. Third Party Intervention an OD technique which is used for
a) Individuals
b) Dyads
c) organization
d) Intergroup
Answer: c) organizationAnswer
QN35. Role Negotiation an OD technique which is used for
a) Individuals
b) Dyads
c) Groups
d) Organization
Answer: a) IndividualsAnswer
QN36. Consultant client relationship does not follow
a) Understanding the actual client..
b) Slowly and gradually understanding of the whole system
c) Finding out the inter-related and inter-dependent groups.
d) misrepresentation and collusion
Answer: d) misrepresentation and collusionAnswer
QN37. Which of the following statements is false?
a) In an organization, it is not essential to have regular changes and development in order to bring effectiveness
b) Organization brings a change mainly because of planned and unplanned change.
c) Sometimes organization is resistant to change
d) Organizational change is important to usher in long-term success in an organization
Answer: a) In an organization, it is not essential to have regular changes and development in order to bring effectivenessAnswer
QN38. OD is often defined as:
a) anything done to better an organization
b) a planned effort to improve the effectiveness of the organization
c) training function of the organization
d) all of the above
Answer: b) a planned effort to improve the effectiveness of the organizationAnswer
QN39. Which is not the area of issue in consultant-client relationship?
a) Mutual Trust
b) Career Development
c) Nature of Consultant’s Expertise
d) Entry and Contracting
Answer: d) Entry and ContractingAnswer
QN40. Which of the following is an external change?
a) performance gaps
b) change in products
c) advances in information process
d) change in organizational size
Answer: a) performance gapsAnswer
