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 is an example of a structural OD intervention?
Answer: Redesigning reporting hierarchies and job roles
Structural interventions target the formal organization — its design, hierarchy, job definitions, and reporting relationships.
The 'appreciative inquiry' approach in OD differs from traditional problem-solving because it:
Answer: Focuses on discovering and amplifying what is already working well
Appreciative Inquiry shifts the focus from deficit-based problem-solving to strength-based discovery of what gives an organization life and energy.
Which stage of Kotter's 8-Step Change Model involves communicating the change vision broadly throughout the organization?
Answer: Step 4 – Communicate the Vision
Kotter's Step 4 explicitly focuses on broadly and repeatedly communicating the change vision to all stakeholders.
Which OD concept refers to an employee's unwritten expectations about their obligations to the employer and what they will receive in return?
Answer: Psychological contract
The psychological contract captures the informal, unwritten mutual expectations between employee and employer beyond the formal employment agreement.
Large Group Interventions (LGIs) such as 'Future Search' or 'Open Space Technology' are primarily used to:
Answer: Engage the entire organization or large stakeholder groups in shaping the future direction
LGIs bring together large, diverse groups to collectively envision and plan systemic organizational change, accelerating alignment and commitment.
Which metric is most directly used to evaluate the effectiveness of an OD culture change initiative?
Answer: Employee engagement survey scores over time
Employee engagement surveys measure cultural attitudes and perceptions, making trend data the most direct indicator of a culture change initiative's impact.
In OD, 'systems thinking' suggests that organizational problems should be viewed as:
Answer: Interconnected patterns within a larger whole
Systems thinking recognizes that organizations are complex, interdependent systems where changes in one part affect all other parts.