TYBMS SEM 6 Human Resource: Organizational Development (Objective Questions Q.P. with Solution)

  Paper/Subject Code: 86007/Elective: Human Resource: Organizational Development

TYBMS SEM 6

Human Resource: 

Organizational Development  

(Objective Questions Q.P. with Solution)

April 2019

Q1.(A) State whether the following statements are True or False. (Any 8)

1) Once the situation is assessed, defined, and understood. The next step in organization development is to plan an intervention.

Ans: True

2) Human resource and organization development share similar roots in the human aspects of the organization.

Ans: True

3) The aging stage is the peak level of the organizational life cycle.

Ans: False

4) Business process Reengineering is not a subjective process.

Ans: False

5 ) The final phase in evaluation process of organizational intervention is deciding on data source. 

Ans: False

6) The Arbitrator is the most powerful type of intermediary. 

Ans: False

7) Deception in any forms unethical and will destroy trust.

Ans: True

8 ) Logical persuasion tacties can be applied to divide and dominate the opposition.

9) Professionals feel commitment to the discipline.

Ans: True

10) Organizational effectiveness essentially denotes how well a company uses money.

Ans: False

Q1. (B) Choose the correct Alternative (Any 7):     (7)

1) Organizational development is a process that focuses on:

a) Organization improvement.

b) Handling conflicts

c) Human resource,

d) None of above

2) Organization renewal refers to

a) Selective Strategy 

b) Build productivity through people,

c) High employee morale.

d) Turnaround management.

3) Goal approach assumes that the organizations are:

a) Input-throughput output approach.

b) Capability to get better at internal efficiency.

c) Planned, logical and goal seeking entities.

d) None of the above.

4) Misrepresentation is likely to occur:

a) When information gathered is used punitively.

b) In the entering and contracting phase of planned change.

c) When members are forced to participate.

d) The purpose of change effort is not clear.

5) Human resource intervention include: 

a) How to divide the labour.

b) How to attract competent people.

c) How to gain competitive advantage.

d) How to focus on improvement of work content..

6) Transactional analyses is the method for

a) Studying interacting between individuals.

b) Organization development

c) Preparing ideal strategy,

d) None of the above.

7) The major technique of organizational diagnosis

a) Unobtrusive measures

b) Workplace demographics

c) Reconstructing work schedules.

d) Reconstructing organization culture

8) Formulation of re-design plan is the real crux of the

a) Organizational diagnosis.

b) Business process reengineering,

c) Organization renewal

d) Planned change

9) The competencies of an organizational development practitioner is:

a) Change catalyst 

b) Action planning

c) Restructuring 

d) Process focused.

10) The organizational development process is based on:

a) The managerial Grid model

b) The Action research model.

c) AJ Leavitt: model.

d) None of the Above.

November 2019

Q1 A) Choose and write the correct answer (Attempt any 8)

1. _________ is the first behavioral scientists to implement an organization development program

(Michael Bennis/Henry Carthy/Douglas Mc Gregor)

Ans: Henry Carthy

2, _______ established research center for group dynamics 

(Lewinsky/Kurt Gobain/Kurt Lewin)

Ans: Kurt Lewin

3. Organization development is a _______ term effort

(Short/Medium/ Long)

Ans: Long

4. The organization perspective focuses on _______ process dimensions of  the organizational functioning.

(Human/Technical/Mechanical) 

Ans: Human

5. _________ leaders can help integrate strategic continuous learning and innovation (Transformational/conservative / Autocratic)

Ans: Transformational

6. Organization ______ represents values, basic assumptions and norms shared with  in the organization.        (Salient/customization/culture)

Ans: Culture

7. ________ is an outgrowth of the managerial grid approach to leadership (Field training/ approach training/grid training)

Ans: Grid Training

8. ________ analysis helps people to understand each other better.

(Transactional/transformational/ system based)

Ans: Transactional

9. Goal approach is also called as _______ goal (Time bound/ rational/ pragmatic)

Ans: pragmatic

10. _______ power based on the power- receiver having an identification with the power holder

(Expert/Referent/Reward)

Ans: Referent

B) Match the following (Attempt any 7)

Column “A”		Column “B”
1.	Motivation	a	Modification of task
2	Unobtrusive measures	b	Managerial grid
3	OD practitioner	c	Unethical
4	Force field analysis.	d.	Social consequences.
5	Unfreezing	e.	Members belief
6	Structural intervention	f.	Creates zest for work
7	Blake and Mouton	g.	Indirect data
8	Coercion	h.	Excellent influencing skills
9	Functional model	i.	Technique of diagnosis
10	Group norms.	j.	Step in Lewin's Model

Ans:

Column “A”		Column “B”
1.	Motivation	f	Creates zest for work
2	Unobtrusive measures	g.	Indirect data
3	OD practitioner	h,	Excellent influencing skills
4	Force field analysis.	e,	Members belief
5	Unfreezing	j.	Step in Lewin's Model
6	Structural intervention	a.	Modification of task
7	Blake and Mouton	b.	Managerial grid
8	Coercion	c.	Unethical
9	Functional model	i.	Technique of diagnosis
10	Group norms.	d.	Social consequences.

  

April 2023

Q1. A. Choose and write correct answer from the options given below. (Any 8)

1. The process of Organizational Development is based on the _________ model. (Reaction/ Analysis/ Result/Action research)

Ans: Action research

2. ___________ is the first step in Organizational Development. (Goal setting/ Employee development/ Change Management / Restructuring)

Ans: change Management

3. From the ________ phase the practitioner facilitates the data collection, analysis, feedback, solution, findings etc. (Diagnostic/renewal/collaborative/ restructuring) 

Ans: Diagnostic

4. The formulation of re-design plan is the real crux of the _________.

(Business process reengineering/ organization renewal/ organization diagnosis/Planned change)

Ans: Planned change

5.  Intervention aims at achieving a fit among the organizations strategy, structure, culture and External Environment. (Structural Human Resource/ Strategic/ Third party peace making)

Ans: Strategic

6.  __________ tends to be most rational part of our personality. (Adult ego-state/Parent ego-state/Child ego-state/old ego-state)

Ans: Adult ego-state

7. _______ power based on the power-receiver having an identification with power holder (Expert/Referent/Coercive/Reward)

Ans: Referent

8. Organizational _________ essentially denotes how well company uses money. (Efficiency/Power/Productivity/Effectiveness)

Ans: Effectiveness

9. _________ suggests that the very least the consultant can provide "first aid" to the organization. (Gordon Lippit/ Kellar ford/Kelman/Argyris)

Ans: Argyris

10. ________ technique was developed by Blake & Mouton. (Managerial grid/ Process consultation/Transactional analysis/ Sensitivity training)

Ans: Managerial grid

Q1. B. State whether following statement is True or False (Any 7)    (7)

1. Conflicts between people in workgroups, committees, task forces and other organizational forms are inevitable.

Ans: True

2. A proactive approach towards organizational analysis is essential to diagnose the organization on different parameters.

Ans: True

3. Organizational development efforts can be time consuming, expensive & may have delayed pay off periods. 

Ans: True

4. The primary purpose of organizational diagnosis is to know how good or how healthy the organization is to survive and succeed in the changing environment.

Ans: True

5. OD interventions are derived from theory, practice and experimentation.

Ans: True

6. Longitudinal strategy is best to evaluate the impact of small-scale OD interventions.

Ans: False

7. Content analysis is a popular technique for assessing qualitative data.

Ans: True

8. The second party peace making technique attempts to settle inter-personal and inter-group conflicts using modern concepts and methods of conflict management.

Ans: False

9. Coercive power is based on the ability of the power holder to punish another.

Ans: True

10. Structural tactics cannot be employed to divide and dominate the opposition.

Ans: False

April 2024

Q1 A) Choose and Write correct answer from the options given below: (Any 8) (8)

1. OD interventions reduce unnecessary ________.

(Conflict/Competition Work/Collaboration)

Ans: Conflict

2. In expert power the power-holder has ________.

(Expert Knowledge/Teams/Influence/Legal rights)

Ans: Expert Knowledge

3. OD programs increase the ________. of employees.

(Motivation/Salaries /Tenure /Perks)

Ans: Motivation

4. Process consultation is a ________. technique of OD intervention.

(Traditional/ Outdated/ Modern/Discontinued).

Ans: Modern

5. Sensitivity Training is also known as ________ training.

(Laboratory/On the Job/New/Theoretical)

Ans: Laboratory

6. In OD Good leadership results in more ________.

(Profits/turnover of employees/committed staff /payments from suppliers)

Ans: Committed staff

7. The process of power is-connected with ________.

(Profit/Greed/Politics/Information)"

Ans: Information

8. ________. is the last phase in organizational diagnosis.

(Analysis/Feedback/Entry/Study Design)

Ans: Feedback

9. ________. Strategy is also known as entrepreneur strategy. 

(Reposition /Marketing/Retrenchment/Replacement)

Ans: Reposition

10. The process of OD is based on the action ________. model.

(Research/ Reaction/Analysis/Results)

Ans: Research

Q1 B) State Whether following statement is true or false: (Any 7)            (7)

1. Business Process Reengineering is not a subjective process.

Ans: True

2. Timing Tactics analyses both the decisions and the actions taken.

Ans: True

3. Organizational development is critical to product innovation.

Ans: True

4. Unobtrusive data are collected directly from respondents.

Ans: False

5. Deception is any form of unethical and will destroy trust.

Ans: True

6. Longitudinal evaluations in OD are often challenging to conduct.

Ans: True

7. The consultant acts as an advisor, who presents the suggestions and perspectives as a solution to the problem.

Ans: True

8. The Arbitrator is the most powerful type of intermediary.

Ans: True

9. The infant stage is the stage of decline.

Ans: False

10. The OD manager plans, develops, implements and administers HR programs for company employees.

Ans: True