Organizational Development Flashcards

A business coach is brought into a company experiencing rapid growth where informal communication no longer works. Which organizational development intervention should the coach recommend first?

Answer: A diagnostic assessment of current structure and communication flows

OD interventions should always begin with diagnosis before prescribing structural changes.

In Lewin's change model, which stage involves creating motivation and readiness for change by disrupting the status quo?

Answer: Unfreezing

Unfreezing breaks down the existing equilibrium so people become open to change.

A coach observes that a client organization rewards individual performance but claims to value teamwork. This is best described as a gap between:

Answer: Espoused values and enacted values

Espoused values are what the organization says it values, while enacted values are reflected in actual practices like reward systems.

Which OD approach focuses on identifying and amplifying what an organization already does well rather than fixing problems?

Answer: Appreciative Inquiry

Appreciative Inquiry builds change on an organization's existing strengths and successes.

During a merger, a coach notices employees from both legacy companies resisting collaboration. Which factor is the MOST likely root cause?

Answer: Clash of organizational cultures

Cultural incompatibility is the most common driver of post-merger integration failure and resistance.

A business coach facilitating team development uses Tuckman's model. A team that is openly arguing over roles and leadership is most likely in which stage?

Answer: Storming

Storming is characterized by conflict over roles, authority, and working styles.

Which of the following is a key characteristic of a learning organization as described by Peter Senge?

Answer: Systems thinking that connects individual actions to organizational outcomes

Senge's fifth discipline, systems thinking, integrates the other disciplines of a learning organization.