, TESTBANK FOR Organization Development and Change 12th Edition
Cummings
Important Notes
The file includes the complete test bank, organized chapter by chapter.
A sample of selected pages has been provided for preview.
All available appendices and Excel files (if included in the original resources) are
provided.
We continuously update our files to ensure you receive the latest and most accurate
editions.
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,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
1. Organizational Development (OD) helps members of an organization solve their own problems.
a. True
b. False
ANSWER: True
2. Change management emphasizes the effectiveness of an implemented change, but not on the learning of the
organization’s members.
a. True
b. False
ANSWER: True
3. OD is highly relevant to anyone having to work with and through others in organizations.
a. True
b. False
ANSWER: True
4. Which of the following statements is true about an effective organization?
a. It has high productivity and rapid growth.
b. It has low productivity and slow growth.
c. It has high productivity and slow growth.
d. It has low productivity and rapid growth.
ANSWER: a
5. One conclusion about the first T-group experiment is:
a. Feedback from the group enriches the learning experience.
b. Feedback from the group hinders the learning experience.
c. Feedback from the group has no impact on the learning experience.
d. Feedback from the group is irrelevant to the learning experience.
ANSWER: a
6. Which of the following statements is accurate regarding the origin of Productivity and Quality-of-Work-Life (QWL)
ideas?
a. Kurt Lewin originated the ideas about Productivity and Quality-of-Work-Life (QWL).
b. Productivity and Quality-of-Work-Life (QWL) ideas were developed by other theorists.
c. Productivity and Quality-of-Work-Life (QWL) ideas were developed solely by industrial psychologists.
d. Productivity and Quality-of-Work-Life (QWL) ideas were created in the 21st century.
ANSWER: b
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,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
7. The influence of strategic change in Organizational Development (OD) has primarily focused on:
a. Enhancing employee satisfaction and personal growth.
b. Improving organizational profitability and market share.
c. Streamlining operational processes and reducing costs.
d. Fostering innovation and technological advancement.
ANSWER: b
8. Since its inception in 1968, the OD Network has:.
a. Seen significant growth, with membership increasing to over 2,000 members.
b. Remained the same size, with membership staying below 1,000 members.
c. Experienced a decline in membership, falling below 500 members.
d. Had fluctuating membership numbers, with no significant growth.
ANSWER: a
9. OD practitioners, whether internal or external, may face ethical dilemmas related to:
a. Only financial management issues during organizational interventions.
b. Employee performance evaluations and organizational design only.
c. Strict adherence to organizational policies without any ethical concerns.
d. Coercion, misrepresentation of outcomes, and misuse of data during organizational interventions.
ANSWER: d
10. Internal OD consultants may be more cautious in their approach because:
a. They have less knowledge about the organization's culture.
b. They are less familiar with the organization's challenges.
c. They have close ties to the organization.
d. They are not affected by organizational politics.
ANSWER: c
11. What distinguishes organization development (OD) from management consulting and operations management?
a. Focus on financial performance
b. Application of social science knowledge
c. Emphasis on technological innovation
d. Use of project management techniques
ANSWER: b
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,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
12. Organization development (OD) is focused on improving which of the following aspects of organizations?
a. Financial performance and quality products
b. Sales growth and profits
c. Employee well-being and sustainability
d. Technology integration and market reach
ANSWER: c
13. Which of the following is one of the major trends shaping change in organizations?
a. Globalization
b. Social media
c. Downsizing
d. Localization
ANSWER: a
14. Which technology is part of the “Fourth Industrial Revolution?”
a. Steam engines
b. Artificial intelligence
c. Mechanical looms
d. Electrical power
ANSWER: b
15. How has globalization affected organizations ecologically?
a. It has reduced the need for natural resources
b. It has had no significant ecological impact
c. It has expanded access to natural resources
d. It has made organizations more ecologically sustainable
ANSWER: c
16. What is a significant risk of globalization?
a. Reduced technological advancement
b. Economic independence of nations
c. Rapid spread of problems from sector to others
d. Decrease in international trade
ANSWER: c
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,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
17. What was one of the key outcomes of T-group applications in business and industry during the 1950s?
a. The decline in sensitivity training popularity
b. The term “organization development” was coined
c. The creation of proprietary T-group programs
d. The establishment of the National Education Association
ANSWER: b
18. How has the practical application of T-group techniques evolved over time in organizations?
a. T-group techniques have been replaced by survey-feedback methods.
b. T-group techniques evolved into “team building” processes.
c. T-group techniques became exclusive to educational institutions.
d. T-group techniques declined in popularity and widespread use.
ANSWER: b
19. What process evolved from the early survey feedback study by Likert and Mann at Detroit Edison?
a. The introduction of the Likert scale methodology
b. The development of an "interlocking chain of conferences"
c. The application of action research to improve race relations
d. The implementation of task group feedback sessions
ANSWER: c
20. According to the Managerial Grid, an individual's style can best be described as:
a. the way he or she dresses.
b. his or her concern for production and people.
c. how he or she interacts with management.
d. the way he or she deals with problems.
ANSWER: b
21. The second phase of the QWL movement has fostered a new phase of activities that are known today as:
a. large group interventions.
b. reward system changes.
c. employee involvement.
d. team building.
ANSWER: c
Copyright Cengage Learning. Powered by Cognero. Page 4
,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
22. What significant change did Division 14 of the American Psychological Association make in 1982?
a. It began publishing the Organization Development Industry Journal.
b. It changed its title to the Society for Industrial and Organizational Psychology (SIOP).
c. It established an Organization Development and Change Division.
d. It introduced the first master’s degree programs in Organization Development.
ANSWER: b
23. Which of the following universities offered the first doctoral program in Organization Development?
a. Pepperdine University
b. Bowling Green State University
c. Case Western Reserve University
d. University of Southern California
ANSWER: c
24. What recent trend has significantly influenced the practice of OD?
a. The introduction of financial and economic indicators
b. The decline of laboratory training and action research
c. The reduction of OD practices in developed countries
d. The focus on employee job satisfaction exclusively
ANSWER: a
25. Which of the following is a common career path for an OD practitioner?
a. Financial Analyst
b. Industrial/Organizational Psychologist
c. Marketing Manager
d. Civil Services Engineer
ANSWER: b
26. What is a significant advantage of internal OD consultants?
a. They typically have higher status than external consultants.
b. They already understand the organization’s culture.
c. They are free from organizational politics and biases.
d. They can choose clients based on their criteria.
ANSWER: b
Copyright Cengage Learning. Powered by Cognero. Page 5
,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
27. Why might external OD practitioners face a higher risk of burnout?
a. They lack access to organizational resources.
b. They spend a lot of time working with multiple clients.
c. They have less knowledge about OD theory.
d. They face fewer emotional demands.
ANSWER: b
28. Define organization development and why it is relevant to an organization in today's marketplace.
ANSWER: Answers will vary.
29. What is the fourth industrial revolution, and what are some of its risks?
ANSWER: Answers will vary.
30. Compare and contrast the five "stems" of OD - laboratory training, action research/survey feedback, normative
background, quality of work life, and strategic change.
ANSWER: Answers will vary.
31. What environmental factors will be important to OD in the future? Why?
ANSWER: Answers will vary.
32. Discuss the evolving role of the OD practitioner in modern organizations. In your response, consider the different
types of OD practitioners (internal, external, and internal-external teams), the core competencies required for
effective OD practice, and the ethical challenges they may encounter. How do these factors contribute to the overall
success of OD interventions in increasingly diverse and globalized work environments? Use specific examples to
illustrate your points.
ANSWER: Answers will vary.
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,Name: Class: Date:
Chapter 02: The Nature of Planned Change
1. The three-step change model and the continuous change model differ from the positive change model and the action
research model in that the three-step and continuous change models focus on the general process of planned change,
rather than on specific OD activities.
a. True
b. False
ANSWER: False
2. The same steps in the action research model should be applied regardless of whether the organization is under-
organized or over-organized.
a. True
b. False
ANSWER: False
3. The general model of planned change describes the way OD efforts always proceed.
a. True
b. False
ANSWER: False
4. Which theory of planned change serves as the foundation for appreciative inquiry (AI)?
a. The three-step change model
b. The action research model
c. The appreciative inquiry model
d. The six sigma model
ANSWER: c
5. In the three-step model of change, change is brought about by
a. ensuring equilibrium.
b. increasing forces for change.
c. providing laboratory training.
d. reinforcing organizational culture.
ANSWER: b
6. The three sequential steps in the three-step change model are
a. freezing, moving, and changing.
b. unfreezing, moving, and refreezing.
c. unfreezing, refraining, and refreezing.
d. changing, moving, and freezing.
ANSWER: b
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, Name: Class: Date:
Chapter 02: The Nature of Planned Change
7. The action research model focuses on
a. planned change as a cyclical process.
b. heavy diagnosis after acting, planning, and implementation.
c. reporting new data from previous research.
d. reducing the process of psychological disconfirmation.
ANSWER: a
8. Which step in Lewin's three-step change model involves reducing forces maintaining the organization's current
behavior?
a. Unfreezing
b. Moving
c. Refreezing
d. Evaluation
ANSWER: a
9. In the action research model, what happens during the “feedback to key client or team” phase?
a. The OD practitioner makes a diagnosis and prescribes a specific solution to a problem.
b. Data gathered is shared with the client to determine the strengths and weaknesses of the organization.
c. New behaviors and procedures are installed in the organization to influence the client or team.
d. The organization stabilizes at a new equilibrium in a process for clients or organizational teams.
ANSWER: b
10. What is the final phase in the appreciative inquiry model?
a. Discover themes
b. Envision a preferred future
c. Joint action planning
d. Design ways to create the future
ANSWER: d
11. What is the primary goal of the entering and contracting phase in the planned change process?
a. To implement changes immediately
b. To diagnose organizational problems
c. To decide to engage in a planned change program
d. To evaluate the effects of the OD intervention
ANSWER: c
Copyright Cengage Learning. Powered by Cognero. Page 2
Cummings
Important Notes
The file includes the complete test bank, organized chapter by chapter.
A sample of selected pages has been provided for preview.
All available appendices and Excel files (if included in the original resources) are
provided.
We continuously update our files to ensure you receive the latest and most accurate
editions.
New editions are added regularly – stay connected for updates!
✅ Why Buy From Us?
📚 Complete & organized chapter-by-chapter – no missing content, no guessing.
⚡ Instant digital delivery – get your file the moment you pay, no waiting.
📅 Always up to date – we track new editions so you always get the latest version.
💬 Friendly support – real humans ready to help, anytime you need us.
🔒 Safe & secure – thousands of satisfied students trust us every semester.
🛡️Our Guarantees
💰 Money-Back Guarantee: Not satisfied? We offer a full refund – no questions asked.
🔄 Wrong File? No Problem: Contact us and we will replace it immediately with the
correct version, free of charge.
⏰ 24/7 Support: We are always here – reach out anytime and expect a fast response.
Contact Email:
,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
1. Organizational Development (OD) helps members of an organization solve their own problems.
a. True
b. False
ANSWER: True
2. Change management emphasizes the effectiveness of an implemented change, but not on the learning of the
organization’s members.
a. True
b. False
ANSWER: True
3. OD is highly relevant to anyone having to work with and through others in organizations.
a. True
b. False
ANSWER: True
4. Which of the following statements is true about an effective organization?
a. It has high productivity and rapid growth.
b. It has low productivity and slow growth.
c. It has high productivity and slow growth.
d. It has low productivity and rapid growth.
ANSWER: a
5. One conclusion about the first T-group experiment is:
a. Feedback from the group enriches the learning experience.
b. Feedback from the group hinders the learning experience.
c. Feedback from the group has no impact on the learning experience.
d. Feedback from the group is irrelevant to the learning experience.
ANSWER: a
6. Which of the following statements is accurate regarding the origin of Productivity and Quality-of-Work-Life (QWL)
ideas?
a. Kurt Lewin originated the ideas about Productivity and Quality-of-Work-Life (QWL).
b. Productivity and Quality-of-Work-Life (QWL) ideas were developed by other theorists.
c. Productivity and Quality-of-Work-Life (QWL) ideas were developed solely by industrial psychologists.
d. Productivity and Quality-of-Work-Life (QWL) ideas were created in the 21st century.
ANSWER: b
Copyright Cengage Learning. Powered by Cognero. Page 1
,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
7. The influence of strategic change in Organizational Development (OD) has primarily focused on:
a. Enhancing employee satisfaction and personal growth.
b. Improving organizational profitability and market share.
c. Streamlining operational processes and reducing costs.
d. Fostering innovation and technological advancement.
ANSWER: b
8. Since its inception in 1968, the OD Network has:.
a. Seen significant growth, with membership increasing to over 2,000 members.
b. Remained the same size, with membership staying below 1,000 members.
c. Experienced a decline in membership, falling below 500 members.
d. Had fluctuating membership numbers, with no significant growth.
ANSWER: a
9. OD practitioners, whether internal or external, may face ethical dilemmas related to:
a. Only financial management issues during organizational interventions.
b. Employee performance evaluations and organizational design only.
c. Strict adherence to organizational policies without any ethical concerns.
d. Coercion, misrepresentation of outcomes, and misuse of data during organizational interventions.
ANSWER: d
10. Internal OD consultants may be more cautious in their approach because:
a. They have less knowledge about the organization's culture.
b. They are less familiar with the organization's challenges.
c. They have close ties to the organization.
d. They are not affected by organizational politics.
ANSWER: c
11. What distinguishes organization development (OD) from management consulting and operations management?
a. Focus on financial performance
b. Application of social science knowledge
c. Emphasis on technological innovation
d. Use of project management techniques
ANSWER: b
Copyright Cengage Learning. Powered by Cognero. Page 2
,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
12. Organization development (OD) is focused on improving which of the following aspects of organizations?
a. Financial performance and quality products
b. Sales growth and profits
c. Employee well-being and sustainability
d. Technology integration and market reach
ANSWER: c
13. Which of the following is one of the major trends shaping change in organizations?
a. Globalization
b. Social media
c. Downsizing
d. Localization
ANSWER: a
14. Which technology is part of the “Fourth Industrial Revolution?”
a. Steam engines
b. Artificial intelligence
c. Mechanical looms
d. Electrical power
ANSWER: b
15. How has globalization affected organizations ecologically?
a. It has reduced the need for natural resources
b. It has had no significant ecological impact
c. It has expanded access to natural resources
d. It has made organizations more ecologically sustainable
ANSWER: c
16. What is a significant risk of globalization?
a. Reduced technological advancement
b. Economic independence of nations
c. Rapid spread of problems from sector to others
d. Decrease in international trade
ANSWER: c
Copyright Cengage Learning. Powered by Cognero. Page 3
,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
17. What was one of the key outcomes of T-group applications in business and industry during the 1950s?
a. The decline in sensitivity training popularity
b. The term “organization development” was coined
c. The creation of proprietary T-group programs
d. The establishment of the National Education Association
ANSWER: b
18. How has the practical application of T-group techniques evolved over time in organizations?
a. T-group techniques have been replaced by survey-feedback methods.
b. T-group techniques evolved into “team building” processes.
c. T-group techniques became exclusive to educational institutions.
d. T-group techniques declined in popularity and widespread use.
ANSWER: b
19. What process evolved from the early survey feedback study by Likert and Mann at Detroit Edison?
a. The introduction of the Likert scale methodology
b. The development of an "interlocking chain of conferences"
c. The application of action research to improve race relations
d. The implementation of task group feedback sessions
ANSWER: c
20. According to the Managerial Grid, an individual's style can best be described as:
a. the way he or she dresses.
b. his or her concern for production and people.
c. how he or she interacts with management.
d. the way he or she deals with problems.
ANSWER: b
21. The second phase of the QWL movement has fostered a new phase of activities that are known today as:
a. large group interventions.
b. reward system changes.
c. employee involvement.
d. team building.
ANSWER: c
Copyright Cengage Learning. Powered by Cognero. Page 4
,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
22. What significant change did Division 14 of the American Psychological Association make in 1982?
a. It began publishing the Organization Development Industry Journal.
b. It changed its title to the Society for Industrial and Organizational Psychology (SIOP).
c. It established an Organization Development and Change Division.
d. It introduced the first master’s degree programs in Organization Development.
ANSWER: b
23. Which of the following universities offered the first doctoral program in Organization Development?
a. Pepperdine University
b. Bowling Green State University
c. Case Western Reserve University
d. University of Southern California
ANSWER: c
24. What recent trend has significantly influenced the practice of OD?
a. The introduction of financial and economic indicators
b. The decline of laboratory training and action research
c. The reduction of OD practices in developed countries
d. The focus on employee job satisfaction exclusively
ANSWER: a
25. Which of the following is a common career path for an OD practitioner?
a. Financial Analyst
b. Industrial/Organizational Psychologist
c. Marketing Manager
d. Civil Services Engineer
ANSWER: b
26. What is a significant advantage of internal OD consultants?
a. They typically have higher status than external consultants.
b. They already understand the organization’s culture.
c. They are free from organizational politics and biases.
d. They can choose clients based on their criteria.
ANSWER: b
Copyright Cengage Learning. Powered by Cognero. Page 5
,Name: Class: Date:
Chapter 01: General Introduction to Organization Development
27. Why might external OD practitioners face a higher risk of burnout?
a. They lack access to organizational resources.
b. They spend a lot of time working with multiple clients.
c. They have less knowledge about OD theory.
d. They face fewer emotional demands.
ANSWER: b
28. Define organization development and why it is relevant to an organization in today's marketplace.
ANSWER: Answers will vary.
29. What is the fourth industrial revolution, and what are some of its risks?
ANSWER: Answers will vary.
30. Compare and contrast the five "stems" of OD - laboratory training, action research/survey feedback, normative
background, quality of work life, and strategic change.
ANSWER: Answers will vary.
31. What environmental factors will be important to OD in the future? Why?
ANSWER: Answers will vary.
32. Discuss the evolving role of the OD practitioner in modern organizations. In your response, consider the different
types of OD practitioners (internal, external, and internal-external teams), the core competencies required for
effective OD practice, and the ethical challenges they may encounter. How do these factors contribute to the overall
success of OD interventions in increasingly diverse and globalized work environments? Use specific examples to
illustrate your points.
ANSWER: Answers will vary.
Copyright Cengage Learning. Powered by Cognero. Page 6
,Name: Class: Date:
Chapter 02: The Nature of Planned Change
1. The three-step change model and the continuous change model differ from the positive change model and the action
research model in that the three-step and continuous change models focus on the general process of planned change,
rather than on specific OD activities.
a. True
b. False
ANSWER: False
2. The same steps in the action research model should be applied regardless of whether the organization is under-
organized or over-organized.
a. True
b. False
ANSWER: False
3. The general model of planned change describes the way OD efforts always proceed.
a. True
b. False
ANSWER: False
4. Which theory of planned change serves as the foundation for appreciative inquiry (AI)?
a. The three-step change model
b. The action research model
c. The appreciative inquiry model
d. The six sigma model
ANSWER: c
5. In the three-step model of change, change is brought about by
a. ensuring equilibrium.
b. increasing forces for change.
c. providing laboratory training.
d. reinforcing organizational culture.
ANSWER: b
6. The three sequential steps in the three-step change model are
a. freezing, moving, and changing.
b. unfreezing, moving, and refreezing.
c. unfreezing, refraining, and refreezing.
d. changing, moving, and freezing.
ANSWER: b
Copyright Cengage Learning. Powered by Cognero. Page 1
, Name: Class: Date:
Chapter 02: The Nature of Planned Change
7. The action research model focuses on
a. planned change as a cyclical process.
b. heavy diagnosis after acting, planning, and implementation.
c. reporting new data from previous research.
d. reducing the process of psychological disconfirmation.
ANSWER: a
8. Which step in Lewin's three-step change model involves reducing forces maintaining the organization's current
behavior?
a. Unfreezing
b. Moving
c. Refreezing
d. Evaluation
ANSWER: a
9. In the action research model, what happens during the “feedback to key client or team” phase?
a. The OD practitioner makes a diagnosis and prescribes a specific solution to a problem.
b. Data gathered is shared with the client to determine the strengths and weaknesses of the organization.
c. New behaviors and procedures are installed in the organization to influence the client or team.
d. The organization stabilizes at a new equilibrium in a process for clients or organizational teams.
ANSWER: b
10. What is the final phase in the appreciative inquiry model?
a. Discover themes
b. Envision a preferred future
c. Joint action planning
d. Design ways to create the future
ANSWER: d
11. What is the primary goal of the entering and contracting phase in the planned change process?
a. To implement changes immediately
b. To diagnose organizational problems
c. To decide to engage in a planned change program
d. To evaluate the effects of the OD intervention
ANSWER: c
Copyright Cengage Learning. Powered by Cognero. Page 2
