Od Quiz - 2
This is second in series of OD quizzes that I have been and will be posting on this blog.
There are 10 questions - multiple choice type - you got to select the right answer out of 4-5 options provided. Some of the answers might be there somewhere in the blog itself.
Best of luck!
- 1.
Assigned Leaderless Group Discussions(Assigned LGD) are different from Non-assigned Leaderless Group Discussions (Non Assigned LGD) in which of the following ways
- A.
Assigned LGDs have to be completed in the stipulated time while Non-assigned LGDs are unlimited by time.
- B.
Assigned LGDs are assigned to a particular group while the non assigned are not.
- C.
Roles are assigned in an assigned LGD and are not so in non-assigned LGD
- D.
Assigned LGD are usually more effective
Correct Answer
C. Roles are assigned in an assigned LGD and are not so in non-assigned LGDExplanation
In assigned Leaderless Group Discussions (LGDs), roles are assigned to participants whereas in non-assigned LGDs, roles are not assigned. This means that in assigned LGDs, participants are given specific responsibilities and tasks to fulfill during the discussion, which helps in ensuring a structured and organized discussion. On the other hand, in non-assigned LGDs, participants are not assigned any specific roles and have the freedom to contribute to the discussion without any predefined responsibilities. This key difference in role assignment makes assigned LGDs more effective in terms of achieving specific objectives and outcomes.Rate this question:
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- 2.
In Beckhard's equation of change "D" stands for
- A.
Delusion
- B.
Dissatisfaction
- C.
Disappointment
- D.
Delay
- E.
Dream
Correct Answer
B. DissatisfactionExplanation
In Beckhard's equation of change, "D" stands for dissatisfaction. This refers to the feeling of discontent or unhappiness with the current state of affairs. Dissatisfaction is a crucial factor in driving change as it creates a motivation or desire for improvement. Without dissatisfaction, there would be no impetus for individuals or organizations to seek change and strive for better outcomes.Rate this question:
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- 3.
Goffe and Jones divide organization culture along two dimensions - Solidarity and Sociability. Which of the following is not one of the culture typologies in their model?
- A.
Segmented
- B.
Mercenary
- C.
Networked
- D.
Communal
- E.
Fragmented
Correct Answer
A. SegmentedExplanation
Goffe and Jones' model of organization culture divides it along two dimensions - Solidarity and Sociability. The culture typologies in their model include Mercenary, Networked, Communal, and Fragmented. However, Segmented is not one of the culture typologies in their model.Rate this question:
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- 4.
In Experiential Learning Theory, which one of the following is not a phase of learning from experience?
- A.
Concrete Experience
- B.
Reflective Observation
- C.
Deflective Observation
- D.
Abstract Conceptualization
- E.
Active Experimentation
Correct Answer
C. Deflective ObservationExplanation
Deflective Observation is not a phase of learning from experience in Experiential Learning Theory. The theory, developed by David Kolb, consists of four phases: Concrete Experience, Reflective Observation, Abstract Conceptualization, and Active Experimentation. Deflective Observation is not a recognized phase in this theory and therefore is not a correct answer.Rate this question:
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- 5.
Force Field Analysis - as suggested by Kurt Lewin - says that
- A.
It is easy to increase the facilitating forces than decreasing restraining forces.
- B.
It is easy to decrease the restraining forces than increasing the facilitating forces.
- C.
You can't reduce the restraining forces.
- D.
You can't increase the facilitating forces.
- E.
None of the above is suggested.
Correct Answer
B. It is easy to decrease the restraining forces than increasing the facilitating forces.Explanation
Force Field Analysis, as suggested by Kurt Lewin, explains that it is easier to decrease the restraining forces than to increase the facilitating forces. This means that it is generally more feasible and effective to focus on reducing or eliminating the factors that hinder progress or change, rather than trying to enhance the factors that support or enable it. By identifying and addressing the barriers or obstacles that impede desired outcomes, individuals or organizations can create a more favorable environment for achieving their goals.Rate this question:
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- 6.
Which of the following is not an OD activity?
- A.
T Groups
- B.
TQM
- C.
Changing Organization Culture
- D.
One day training program on Emotional Intelligence
Correct Answer
D. One day training program on Emotional IntelligenceExplanation
The other options listed (T Groups, TQM, and Changing Organization Culture) are all examples of OD (Organizational Development) activities, which focus on improving organizational effectiveness and employee well-being. However, a one-day training program on Emotional Intelligence is not specifically classified as an OD activity. While it may contribute to personal development and enhance individual skills, it does not directly address organizational change or development.Rate this question:
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- 7.
Who put forth the concept of "defensive routines"?
- A.
Rensis Likert
- B.
Kurt Lewin
- C.
Peter Senge
- D.
Chris Argyris
- E.
Lippit
Correct Answer
D. Chris ArgyrisExplanation
Chris Argyris is the correct answer because he is known for putting forth the concept of "defensive routines." Defensive routines refer to the behaviors and actions that individuals engage in to protect themselves from potential threats or criticism. Argyris argued that these defensive routines can hinder effective communication and problem-solving within organizations. He emphasized the importance of identifying and overcoming these defensive behaviors to promote learning and growth within individuals and organizations.Rate this question:
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- 8.
According to Job Characteristics theory of Job satisfaction - which one of these is not a characteristic that affects satisfaction?
- A.
Task Significance
- B.
Autonomy
- C.
Feedback
- D.
Task variety
- E.
Peer Support
Correct Answer
E. Peer SupportExplanation
According to the Job Characteristics theory of Job satisfaction, all of the listed characteristics (Task Significance, Autonomy, Feedback, and Task variety) are known to affect satisfaction. However, Peer Support is not considered a characteristic that directly affects job satisfaction according to this theory.Rate this question:
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- 9.
In Instructional Design approach ADDIE - "E" stands for
- A.
End
- B.
Evaluation
- C.
Erase
- D.
Elucidated
Correct Answer
B. EvaluationExplanation
In the ADDIE instructional design approach, "E" stands for Evaluation. Evaluation is a crucial step in the instructional design process as it involves assessing the effectiveness of the instructional materials and activities. It helps determine whether the learning objectives have been achieved and if any adjustments or improvements are needed. Through evaluation, instructional designers can gather feedback from learners and stakeholders to make informed decisions about the overall effectiveness of the instructional design and identify areas for improvement.Rate this question:
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Quiz Review Timeline +
Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.
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Current Version
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Mar 22, 2023Quiz Edited by
ProProfs Editorial Team -
Jul 16, 2009Quiz Created by
Ashutosh115
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