Organizational Development Flashcards
7 cards from real CBC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Organizational Development flashcards as text
A coach is asked to help an organization where middle managers block change initiatives. According to force field analysis, these managers represent:
Answer: Restraining forces
Restraining forces are factors that resist or block movement toward the desired change.
Which data-gathering method gives an OD practitioner the richest qualitative insight into organizational culture?
Answer: Semi-structured interviews with employees at multiple levels
Interviews across levels reveal underlying assumptions, norms, and perceptions that numbers cannot capture.
In Kotter's 8-step change model, what should leaders establish FIRST?
Answer: A sense of urgency
Kotter's first step is creating urgency so people see the need for change.
A client CEO wants to flatten the organization's hierarchy. Which outcome is the most realistic benefit a coach should highlight?
Answer: Faster decision-making through fewer approval layers
Flatter structures shorten approval chains, which typically speeds up decision-making.
Which intervention is classified as a 'techno-structural' OD intervention?
Answer: Job redesign and enrichment
Techno-structural interventions change how work is designed and structured, such as job redesign.
An organization's survey shows high engagement scores but rising turnover among top performers. What should the coach recommend?
Answer: Conduct stay and exit interviews to uncover why high performers leave
Targeted interviews diagnose the specific drivers of top-performer attrition before acting.
Which concept describes an organization's shared, taken-for-granted beliefs that operate below conscious awareness?
Answer: Basic underlying assumptions
In Schein's model, basic underlying assumptions are the deepest, unconscious level of culture.