Organizational Development Diagnosis

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Questions and Answers

Match each organizational development focus area with its description:

Organizational Culture = Values, beliefs, behaviors, and norms that shape the organizational environment. Organizational Structure = The way in which tasks and responsibilities are divided, coordinated, and supervised. Processes = The workflows, communication patterns, decision-making procedures, and operational activities. Strategic Alignment = Ensuring that organizational activities are in line with overall goals and objectives.

Match each data collection method with its primary advantage:

Surveys and Questionnaires = Can gather data from a large number of employees quickly; allows for quantitative analysis. Interviews = Provides in-depth insights; allows for follow-up questions to clarify responses. Focus Groups = Encourages open discussion; can generate a range of ideas and viewpoints. Observation = Provides a real-time, objective view of behavior and interactions within the organization.

Match each data collection method to its specific use case in organizational diagnosis:

Surveys and Questionnaires = Measuring employee satisfaction, assessing organizational climate, and identifying perceived strengths and weaknesses. Interviews = Understanding individual perspectives, exploring specific issues in detail, and gaining qualitative insights into organizational culture. Focus Groups = Exploring collective attitudes, generating ideas for improvement, and identifying common challenges. Observation = Analyzing workflows, understanding communication patterns, and assessing employee engagement.

Match the organizational element with its corresponding description:

Culture = Shared values, beliefs, and assumptions within an organization Structure = Formal arrangement of tasks and responsibilities Processes = Activities that transform inputs into outputs Technology = Tools used to improve organizational effectiveness Signup and view all the answers

Match each type of diagnostic model with its best fitting characteristic:

Weisbord's Six-Box Model = Examines leadership, relationships, rewards, mechanisms, purpose, and structure. McKinsey 7-S Framework = Analyzes strategy, structure, systems, shared values, skills, style, and staff. Nadler-Tushman Congruence Model = Focuses on the fit between tasks, individuals, formal organization, and informal organization. Balanced Scorecard = Aligns vision and strategy with performance through financial, customer, internal processes, and learning & growth perspectives. Signup and view all the answers

Match each organizational strategy with its corresponding outcome:

Cost Leadership = Offering products or services at the lowest price. Differentiation = Offering unique products or services that are valued by customers. Focus = Concentrating on a specific market segment or niche. Innovation = Developing new products, services, or processes. Signup and view all the answers

Match each type of organizational intervention with its primary goal:

Team Building = Improving collaboration and communication among team members Process Reengineering = Redesigning core business processes to improve efficiency and effectiveness Leadership Development = Enhancing the skills and capabilities of leaders Change Management = Helping employees adapt to organizational changes Signup and view all the answers

Match the type of organizational culture with its core characteristics:

Clan Culture = Friendly workplaces where leaders act as mentors Adhocracy Culture = Dynamic and entrepreneurial workplaces Market Culture = Results-oriented workplaces focused on competition Hierarchy Culture = Structured and formal workplaces with clear lines of authority Signup and view all the answers

Match each type of communication style with its appropriate description:

Assertive = Expressing needs and opinions clearly and respectfully Aggressive = Expressing needs and opinions forcefully and disrespectfully Passive = Avoiding expressing needs and opinions Passive-Aggressive = Expressing negative feelings indirectly Signup and view all the answers

Match each type of leadership style with its description:

Transformational Leadership = Inspiring and motivating followers to achieve extraordinary outcomes Transactional Leadership = Managing performance through rewards and punishments Servant Leadership = Focusing on serving the needs of followers Laissez-faire Leadership = Providing minimal guidance and allowing followers to make their own decisions Signup and view all the answers

Match each stage of team development with its primary characteristic:

Forming = Team members get to know each other and establish ground rules Storming = Conflict arises as team members express their opinions Norming = Team members establish norms and start working together Performing = Team members work efficiently and effectively towards goals Signup and view all the answers

Match each type of conflict resolution strategy with its description:

Compromising = Finding a solution that partially satisfies both parties Collaborating = Finding a solution that fully satisfies both parties Avoiding = Ignoring the conflict Accommodating = Giving in to the other party's demands Signup and view all the answers

Match the following resistance to change types with corresponding actions:

Active Resistance = Openly opposing change initiatives Passive Resistance = Quietly undermining change efforts Compliance = Going along with change without genuine commitment Enthusiastic Support = Actively promoting and advocating change Signup and view all the answers

Match each evaluation phase with its corresponding purpose in organizational development:

Formative Evaluation = Occurs during the intervention to improve its design and implementation Summative Evaluation = Occurs at the end of the intervention to assess its overall effectiveness Process Evaluation = Examines how well the intervention was implemented Impact Evaluation = Examines the long-term effects of the intervention Signup and view all the answers

Match the following organizational artifacts to their respective categories:

Stories = Narratives about key events and people Rituals = Repetitive activities that reinforce values Symbols = Objects or images that represent the company Physical Layout = Design and arrangement of the workspace Signup and view all the answers

Match the following HR functions with their role in supporting organizational development:

Training and Development = Providing employees with the skills and knowledge needed for success Performance Management = Setting goals, providing feedback, and evaluating employee performance Recruitment and Selection = Attracting and hiring qualified candidates Compensation and Benefits = Rewarding employees fairly and competitively Signup and view all the answers

Match business strategies with their primary effects:

Diversification = Expanding into new markets or products Market Penetration = Increasing sales of existing products in existing markets Product Development = Creating new products for existing markets Market Development = Entering new markets using existing products Signup and view all the answers

Match each type of organizational learning with its description:

Single-Loop Learning = Correcting errors without questioning underlying assumptions Double-Loop Learning = Questioning and changing underlying assumptions Deutero Learning = Learning how to learn Action Learning = Solving real problems while learning Signup and view all the answers

Match each key role in OD with a task:

Change Agent = Facilitates the change process Sponsor = Champions and supports the change Target = Receives and adapts to the change Advocate = Promotes and supports the change Signup and view all the answers

Flashcards

OD Diagnosis

Understanding an organization's current state in terms of culture, structure, processes, and health to improve effectiveness.

Purpose of OD Diagnosis

To identify strengths and areas needing improvement, providing a clear picture of the organization's functioning.