Organizational Development Flashcards
7 cards from real Human Resources 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
Which of the following best defines Organizational Development (OD)?
Answer: A planned, organization-wide effort to increase effectiveness using behavioral science knowledge
OD is a planned, systematic effort that applies behavioral science principles to improve an organization's health and effectiveness.
Kurt Lewin's change model consists of which three stages?
Answer: Unfreeze, Change, Refreeze
Lewin's three-stage model involves unfreezing current behaviors, implementing the change, and refreezing new behaviors to make them permanent.
An OD practitioner conducts interviews and surveys to understand the root causes of low morale before designing an intervention. This is called:
Answer: Organizational diagnosis
Organizational diagnosis is the systematic process of gathering and analyzing data to identify root causes of organizational problems.
Which OD intervention focuses on improving interpersonal relationships and communication within a work group?
Answer: Team building
Team building interventions are designed to enhance cohesion, communication, and collaborative effectiveness within a group.
The Action Research model in OD involves:
Answer: A cyclical process of data collection, feedback, planning, action, and evaluation
Action Research is a cyclical, collaborative process where data is gathered, shared with stakeholders, and used to guide iterative change efforts.
Which term describes an organization's shared values, beliefs, and norms that influence employee behavior?
Answer: Organizational culture
Organizational culture refers to the deep-rooted shared values, beliefs, and assumptions that shape how members of an organization think and behave.
In the context of OD, 'process consultation' is best described as:
Answer: A consultant helping the client perceive, understand, and act on process events
Process consultation, developed by Edgar Schein, involves a consultant helping clients observe and improve their own processes rather than providing direct solutions.