Organizational Development (HRM-628) Solution
Friday, April 10, 2009 Posted In HRM Edit This
Q No. Selected option
1 C
2 A
3 A
4 D
5 B
6 B
7 B
8 D
9 A
10 C
HRM628 ORganizational development
1. A __________ may be defined as an unwritten agreement between individuals
and the organization of which they are members.
a. Behavioral contract
b. Social contract
c. Psychological contract
d. Peripheral contract
2. Which one of the following is the part of contemporary action research?
a. Choose positive objective
b. Problem identification
c. Joint action planning
d. Unfreezing
3. The __________ is someone not previously associated with the client system.
a. External practitioner
b. Internal practitioner
c. Chief executive officer
d. Organization development
4. The goal of, which of the following organization development practicing style, is
neither effectiveness nor participant satisfaction?
a. Cheerleader Style
b. Analyzer Style
c. Persuader Style
d. Stabilizer Style
5. Members keep their true feelings about self- fulfillment and organizational
effectiveness to themselves, assuming that sharing information may threaten
personally desired outcomes in which of the following practitioner-client
relationship mode?
a. The apathetic mode
b. The gamesmanship mode
c. The charismatic mode
d. The consensus mode
6. Which of the following statement is true about “consensus mode” of
practitioner-client relationship?
a. A limited number of members openly share ideas and feelings with the rest, based
on perceptions of leadership
b. Members continuously share perceptions and feelings openly both on selffulfillment
and organizational effectiveness
c. Members keep their true feelings about self- fulfillment and organizational
effectiveness to themselves, assuming that sharing information may threaten
personally desired outcomes
d. Members keep their true ideas about self-fulfillment and organization
effectiveness to themselves assuming that sharing this information will not make
any difference
7. Organizational Development is a planned change in an organization’s culture
through the utilization of __________ technology, research and theory.
a. Management
7. Organizational Development is a planned change in an organization’s culture
through the utilization of __________ technology, research and theory.
a. Management Science
b. Behavioral Science
c. Human Science
d. All of the given options
8. Which of the following is not necessary to be exhibited in a successful change
practitioner?
a. Empathy
b. Knowledge of the theories
c. Methods within the consultant's own discipline
d. Straight forwardness
9. __________ occurs when information gathered during the OD process is used
punitively. Large amounts of information are invariably obtained during the
entry and diagnostic phases of OD.
a. Misuse of data
b. Democratic value
c. Misrepresentation
d. Coercion
10. “Organization development practitioner should consult the relevant employees”.
This is an example of which of the following contracting process?
a. Describing
b. Mutual Expectations
c. Time and Resources
d. Ground Rules
1 C
2 A
3 A
4 D
5 B
6 B
7 B
8 D
9 A
10 C
HRM628 ORganizational development
1. A __________ may be defined as an unwritten agreement between individuals
and the organization of which they are members.
a. Behavioral contract
b. Social contract
c. Psychological contract
d. Peripheral contract
2. Which one of the following is the part of contemporary action research?
a. Choose positive objective
b. Problem identification
c. Joint action planning
d. Unfreezing
3. The __________ is someone not previously associated with the client system.
a. External practitioner
b. Internal practitioner
c. Chief executive officer
d. Organization development
4. The goal of, which of the following organization development practicing style, is
neither effectiveness nor participant satisfaction?
a. Cheerleader Style
b. Analyzer Style
c. Persuader Style
d. Stabilizer Style
5. Members keep their true feelings about self- fulfillment and organizational
effectiveness to themselves, assuming that sharing information may threaten
personally desired outcomes in which of the following practitioner-client
relationship mode?
a. The apathetic mode
b. The gamesmanship mode
c. The charismatic mode
d. The consensus mode
6. Which of the following statement is true about “consensus mode” of
practitioner-client relationship?
a. A limited number of members openly share ideas and feelings with the rest, based
on perceptions of leadership
b. Members continuously share perceptions and feelings openly both on selffulfillment
and organizational effectiveness
c. Members keep their true feelings about self- fulfillment and organizational
effectiveness to themselves, assuming that sharing information may threaten
personally desired outcomes
d. Members keep their true ideas about self-fulfillment and organization
effectiveness to themselves assuming that sharing this information will not make
any difference
7. Organizational Development is a planned change in an organization’s culture
through the utilization of __________ technology, research and theory.
a. Management
7. Organizational Development is a planned change in an organization’s culture
through the utilization of __________ technology, research and theory.
a. Management Science
b. Behavioral Science
c. Human Science
d. All of the given options
8. Which of the following is not necessary to be exhibited in a successful change
practitioner?
a. Empathy
b. Knowledge of the theories
c. Methods within the consultant's own discipline
d. Straight forwardness
9. __________ occurs when information gathered during the OD process is used
punitively. Large amounts of information are invariably obtained during the
entry and diagnostic phases of OD.
a. Misuse of data
b. Democratic value
c. Misrepresentation
d. Coercion
10. “Organization development practitioner should consult the relevant employees”.
This is an example of which of the following contracting process?
a. Describing
b. Mutual Expectations
c. Time and Resources
d. Ground Rules
