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 OD intervention is specifically designed to align two or more groups or departments that must work together but have experienced conflict?
Answer: Inter-group development
Inter-group development interventions address the attitudes, stereotypes, and perceptions that groups hold about each other to improve cross-functional collaboration.
An HR leader uses pulse surveys, exit interviews, and stay interviews to continuously gather employee feedback. This is an example of which OD practice?
Answer: Continuous organizational diagnosis
Continuous organizational diagnosis involves ongoing data collection methods to monitor organizational health and inform timely interventions.
The concept of 'resistance to change' in OD is best managed by:
Answer: Involving employees in the change process and addressing their concerns
Participation and transparent communication give employees a voice, build ownership, and reduce fear — the most effective ways to minimize resistance.
Which approach describes a top-down strategy where senior leaders drive organizational change?
Answer: Directed change
Directed change is a deliberate, top-down approach where leadership defines the change and instructs the organization to implement it.
Succession planning is best classified as which type of OD intervention?
Answer: Human resource management intervention
Succession planning is an HR management intervention that aligns talent development with future organizational leadership needs.
Which statement best describes 'organizational climate' as distinct from 'organizational culture'?
Answer: Climate refers to employees' perceptions of the work environment while culture is the deeper underlying values and beliefs
Organizational climate is a surface-level reflection of how employees currently perceive the workplace, while culture is the deeper, more stable set of shared values and assumptions.
In an OD initiative, a 'force field analysis' is used to:
Answer: Identify driving and restraining forces affecting a planned change
Force field analysis, developed by Lewin, identifies forces that push toward change (driving forces) and forces that resist it (restraining forces) to plan effective interventions.