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OD test 1

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Which of the following is included in the all the above

definition of OD?

Organization development distinguishes focusing on the transfer of knowledge and skills to help the
itself from organization change and system manage future change
change management by which of the
following characteristics?

Which of the following is not one of the environmental analysis

"stems" of OD?

The first "T-groups" were formed to provide feedback about group interactions

The assumption underlying the use of surveys can provide feedback to the organization and be used to
survey feedback in OD is initiate change

According to the Managerial Grid, an his or her concern for production and people
individual's style can best be described
as which of the following:

As the QWL movement evolved, it employee involvement

fostered a new phase of activities known
as

Strategic change interventions involve all of the above

improving

Which of the following areas do OD all of the above

practitioners need to be familiar with to
carry out strategic change?

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OD testmembers
OD helps 1 of an organization true Belajar

solve their own problems.

An effective organization has both high false

productivity and rapid growth

All OD involves change management, true

but change management may not
involve OD.

Conclusions about the first T-group true

experiment were (1) feedback from the
group was a rich learning experience
and (2) the process could be transferred
to "back home situations."

Productivity and QWL ideas were false

originated by Kurt Lewin.

One of the original strategic change true

interventions was Open Systems
Planning developed by Richard
Beckhard

Three major trends are shaping change true

in organizations: globalization,
information technology, and managerial
innovation.

OD was developed for use primarily in false

business and industrial organizations

The normative background in OD true

represents a human relations approach
represented as the "one-best-way" to
manage organizations.

Which theory of planned change serves the positive model

as the foundation for appreciative
inquiry (AI)?

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OD testmodel
In Lewin's 1 of change, change is increasing forces for change Belajar

brought about by:

The three sequential steps in Lewin's unfreezing, movement, refreezing

change model are

The Action Research Model focuses on planned change as a cyclical process

Contemporary applications of action an increased degree of member involvement

research emphasize

Which activity is not part of the general interviews and action planning
model of planned change?

When an action researcher is dealing identification, convention, organization, and evaluation

with an organization that is under
organized, the steps in the change
process are

To be a successful in international adapt the action research process to fit the cultural context
settings, the OD practitioner must

OD efforts are limited because of limited true

information available to guide change

According to Lewin, the best way to false

manage change is to increase the forces
for change

Change strategies are often modified on true

the basis of continued diagnosis

Two adaptations of action research are true

increased participant involvement and a
greater appreciative approach to

In action research, data is only gathered false

after action has been taken to monitor
the results

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OD test 1
In under-organized organizations, the true Belajar

consultant attempts to "tighten up" the

governance system.

The same steps in the action research false

model should be applied regardless of
whether the organization is under-
organized or over-organized.

The identification phase of action false

research is designed to identify people
who should assist in setting the direction
of the organization

The general model of planned change false

describes the way OD efforts always
proceed

Diagnostic models for analyzing true

problems explore activities at the
organization level, group level, and
individual level

The relationship between planned false

change and organizational performance
and effectiveness is well understood

Which is generally correct concerning all of the above

OD practitioners?

Which of the following is not a "core" skill financial management skills

of an OD practitioner?

One of the major limitations of the their potential loss of objectivity

internal consultant is

Which of the following is a foundation individual psychology

competency required of organization
development practitioners?

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OD
Whichtest
is true1of external OD none of the above Belajar

consultants?

The evidence suggests that OD careers "cake" jobs

are

Ethical dilemmas of the OD practitioner all of the above

concern

refers to the ability to recognize and emotional intelligence

express emotions appropriately, to use
emotions in decisions, and to regulate
emotions.

The term Organizational Development false

Practitioners refers specifically to
external consultants on large scale
projects.

Following entry and contracting, an OD true

practitioner starts diagnosing an
organization or department

To be able to design and execute an false

intervention is not a requirement for the
OD practitioner

With the development of new and varied true

intervention approaches, the role of the
OD professional needs to be seen as
being along the entire continuum from
client-centered to consultant-centered

Despite the flexibility of the OD true

profession, most OD professionals have
had specific training in OD

The process of entering a client system clarifying the issue, determining the relevant client, and selecting a
consists of practitioner

When entering into an OD relationship, often symptom of an underlying problem

the presenting problem is

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OD test of
The burden 1 responsibility for both the client organization and the consultant Belajar

selecting an OD consultant lies entirely

with

If you are the OD practitioner entering generally those who can directly impact change issues
into a contract relationship, who is your
'relevant' client?

to make a good decision about how to proceed with the OD

The goal of the contracting process
process

Which of the following is not a step in determining the change project

the contracting process?

Failure to identify the relevant client can true

lead to a lack of support for the OD
effort

Contracting is typically a very formal, false

written process when internal OD
practitioners are involved

What activity listed below is involved clarifying the organizational issue

when entering into an OD relationship?

When it comes to entering into an OD the presenting problem may just be a symptom rather than the
relationship, what is meant by the phrase, real problem
"the problem is never the problem"?

Why is it important to identify the OD efforts could fail if there are political struggles going on
relevant client in the organization when among the key decision makers
entering into an OD relationship?

When developing a contract for an OD clarification on the problem at hand

relationship, the OD practitioner will
establish agreements about all of the
following except .

When developing a contract, what are essential and desirable requirements

the two types of resources that must be
defined

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OD testactivities
The initial 1 of the OD process entering and contracting activites Belajar

involve

The practitioner's desire to be seen as true

competent may lead to the agreement
to consult on a project that is beyond
the practitioner's skills.

When developing an OD contract, a true

fundamental decision is whether or not
to proceed.

Which of the following statements does the process whereby groups are confronted with their problems
not describe diagnosis? and deal with them

Diagnostic models incorporate all of the above

Diagnosis helps OD practitioners understand how the organization is functioning

The organization's general environment external forces that can directly affect the organization
consists of

Which of the following is not one of organization member perceptions

Porter's five forces that define the task
environment?

Which general diagnostic model most open systems model

underlies OD?

What are the key properties of a system? all of the above

An organization-level diagnosis is the desired effectiveness of the firm has not yet been obtained
appropriate when

Which of the following is a design all of the above

component relevant for group level
systems?

Which of the following are outputs of an team effectives

organization's group level organization
systems?

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OD test 1an organization, the OD

To diagnose false Belajar

practitioner carefully examines the

management team to discover the cause
its problems.

Collaborating with management is true

essential for a successful diagnosis.

In making a good diagnostic model, false

"hands on" knowledge and practical
information are more important than
organization theory.

The task environment consists of true

individuals and organizations that
interact directly with the organization.

Scanning units help organizations gather true

information from the environment

An organization's strategic competitive true

advantage is aided when its strategies
are difficult to imitate

By nature of the "open systems" model, false

organizations are largely unaffected by
external forces

One indicator of effectiveness is that all true

levels of the organization "fit" and
support each other.

Uncertain and changing industry false

structures demand rigid structural,
measurement, and human resource
systems

Diagnostic models derive from true

conceptual frameworks about how
organizations function.

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OD test a1 "diagnostic relationship"

Establishing clarifying expectations between relevant organizational members
Belajar

refers to and the consultant

Which question does the OD practitioner why am I here?

ask when developing a diagnostic
relationship?

Which of the following is not important plans on how to adopt the strategic plan
for OD practioners to address before
collecting data from members of an
organization?

Which is not a goal of data collection? to justify the presenting problem's importance

Questionnaires are often used because all of the above

Observations can be particularly helpful interpersonal relations

in diagnosing

Data analysis is usually guided by the type of data collected

The question, "how satisfied are you with Mean = 4.2; standard deviation = .65
your work group?" was asked of five
groups using a five-point scale where

1= very dissatisfied and 5 = very satisfied.

Which group is most satisfied

Which method of gathering data is the unobtrusive measures

most "objective"?

The relationship between consultant and true

organization is often neglected in
planning and executing diagnosis

The OD practitioner should not share the false

entire purpose of data gathering with
members of the organization.

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OD test 1 allow the consultant

Questionnaires false Belajar

flexibility in data gathering since they

typically do not have fixed response
categories.

Interview data can be collected and false

analyzed quickly

Unobtrusive measures include archives true

and other company records.

Unobtrusive measures provide a highly true

subjective view of how the organization
functions

Force field analysis is a quantitative false

technique for analyzing data

Quantitative measures of one group's false

behavior can be useful even without a
comparison group

A correlation coefficient clearly false

establishes cause and effect between
two variables.

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Quiz 10

1. Group communications, roles and functions, and group norms are the focus of
A) survey feedback
B) diagnostic activities
C) process consultation
D) training
2. Group "process" interventions help groups
A) increase the individual's awareness of their behavior
B) generate interest in analyzing relationships within the group
C) increase the skills and knowledge of group members
D) all of the above
3. Which is not a process consultation intervention?
A) agenda setting
B) feedback of observations
C) group norms and growth
D) training
4. The results of team building can be classified into three main areas. Which of the
following is not one of these areas?
A) the results specific to only one individual
B) the results specific to the group's operation and behavior
C) the results affecting the group's relationships
D) the results specific to one or more individuals
5. Which of the following are team building interventions?
A) role clarification
B) mission and goal development
C) goal setting
D) all of the above
6. refers to the creation of a relationship that permits the client to process events that
occur in his/her environment in order to improve the situation.
A) process consultation
B) diagnosis
C) action research
D) human resource management
7. The most common focus of team-building activities is:
A) behavior related to leadership skills
B) behavior related to organization structure
C) behavior related to task performance and group process
D) behavior related to individual performance
8. Process consultants offer expert help in the form of solutions to problems. False
9. It is difficult to isolate the impact of process consultations from other interventions.
True
10. Team building involves helping work groups improve the way they accomplish tasks
as well as improving interpersonal and problem-solving skills. True
 11. The issue of who should lead a team building session is partially a function of the
capabilities of the manager. True
12. The evidence for the positive effects of team building is clear and consistent. False
13. The basic difference between process consultation and third-party interventions is
that the latter focuses on interpersonal dysfunctions in social relationships. True
14. The research on team building's effectiveness is inconsistent. True
15. Team building can help groups deal with productivity and motivation issues within
the group. True
16. The episodic model of conflict identifies strategies for conflict resolution that are
focused on avoiding situations that introduce conflict and emphasizing
accommodation. False
17. An issue with performance measurement is that most research is based on hard
facts rather than considering people's perceptions. False

Chapter 11

1. System wide process interventions include which of the following:

A) change programs directed at improving processes
B) task accomplishment between groups
C) subsystems
D) all of the above
2. Which of the following should be avoided in a confrontation meeting?
A) working on relevant problems
B) members from different departments in same group
C) top management separated from other groups
D) superiors and subordinates in the same group
3. Successful large-group interventions require:
A) a compelling conference theme
B) appropriate participants
C) relevant tasks
D) all of the above
4. From the choices below, which best describes the focus of a confrontation meeting?
A) a place to complain
B) a place to mobilize organizational problem-solving
C) a place to negotiate employee contracts
D) a place to reward individual contributors
5. Which of the following best describes how a microcosm group intervention
succeeds?
A) parallel processes
B) energized people
C) concern for production
D) group interdependency
6. Identifying the core mission of an organization and assessing the organization's
responses to environmental expectations are two important aspects of what type of
large group intervention:
A) open space methods
B) open system methods
C) diagnostic methods
D) conference methods
7. Open-space methods for large-group interventions are not characterized by
A) the "law of two feet"
B) the "Four Principles"
C) a formal agenda and structure
D) regular summaries of information for all members to review
8. Which of the following is not a dilemma associated with large group interventions
that help determine the best method to use in conducting the large group
intervention?
A) dilemma of voice
B) self organizing dilemma
C) dilemma of emotional contagion
D) egocentric dilemma
9. What kind of group uses members from several other groups to help solve
organization wide problems?
A) intergroup
B) microcosm
C) matrix
D) hybrid
10. Open-systems methods for the large-group meeting begin with a
A) an open discussion about the future
B) selecting one representative from each organization group
C) diagnosis of the existing environment and how the organization relates to it
D) members creating a list of constraints to change
11. The confrontation meeting intervention is a promising approach for mobilizing
organization problem solving, particularly during highly effective organization
performance. False
12. Microcosm groups are small, representative groups who can solve problems in the
group and recommend actions to address the problem in the larger system. True
13. Intergroup relations interventions are necessary whenever there is conflict between
two or more groups. False
14. When the interdependence between conflicting groups is low and predictable,
behavioral interventions work best. True
15. Open-space methods for large-group interventions are highly structured processes.
False
16. Behavioral interventions help groups change their attitudes about one another. False
17. The activity "appreciating the past" is a characteristic of the open-space method for
a large-group meeting. False
5/16/22, 8:44 AM Flashcard dynamics test 3 | Quizlet

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dynamics test 3

Istilah di set ini (109)

interventions aimed at all of the above

structural design include

process structures eliminate hierarchical/ departmental boundaries

___________ and _____________.

three traditional organization functional, divisional and matrix

structures are

two organization structures network based and process based

that are more integrative and
flexible are

reengineering begins with _____ clarification assessment

and ______ of an organizations
context and objectives

which requirement are shared scares resources

necessary for the success of a
matrix structure

which is not a characteristic of management defines performance metric standards

a process based structure

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dynamics test 3is not

which of the following opportunity network Belajar

one of the four basic network

based structures

the customer organization respond quickly to changing customer preferences

enables an organization to

customer centric organizations uncertain and complex markets

work best under which of the
following conditions

which of the following is a key addressing needs of survivors

step in the downsizing
intervention

which is not a characteristic of vertical disaggregation

reengineering

network structures typically all of the above

have the following
characteristics

t or f global competition, rapid false

technological and
environmental changes are
forcing organizations to
become more hierarchical and
immutable

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dynamics
t or f diagnostictest 3 are
guideline true Belajar

extremely important for

determining the appropriate
structure for a particular
organization

t or f the primary goal of any false

team in a process based
structure is quality of work life

t or f downsizing is generally a false

response to at least two major
conditions, organization
decline due to implementation
of a new structure or
opposition to growth and
expansion issues

t or f process based structures true

remove layers of management
and consequently information
flows more quickly and
accurately throughout the
organization

t or f the matrix structure is the false

best and most flexible
organization structure

t or f process based structures false

generally appear in small or
medium sized organizations
having several products or
projects

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dynamics teststructures
t or f process based 3 true Belajar

are essential for eliminating

many of the hierarchical and
departmental boundaries that
can impede task coordination

t or f when subunits operate as true

independent profit centers, an
internal market network exists

t or f it is possible to have the true

self contained unit and matrix
organization structure in the
same organization at the same
time

a working definition of ei all of the above

encompass which of the
following criteria

the power dimension of EI the authority employees have over decisions

refers to

some ways that EI may improve all of the above

productivity are

employee involvement affects employee satisfaction

productivity indirectly by
influencing

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dynamics test 3is not a

which of the following tall complex organizational structure Belajar

design element characteristic

of high involvement
organization

parallel structures are also all of the above

called

parallel structures are most union management cooperative projects

similar to what other ei
approach

a distinguishing feature of the the improvement of processes

total quality management
approach is

t or f the key factors driving true

interest in employee
involvement were competitive
demands for lower costs,
higher performance, and
greater flexibility

t or f employee involvement true

generally refers to the amount
of power, rewards, information,
and knowledge and skills
associated with employees
work

t or f innovative reward systems false

are not relevant to employee
involvement application

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dynamics test
t or f tying rewards to 3 true Belajar

accomplishments is the final

stage of TQM implementation

t or f the effectiveness of a false

union management
cooperative project is fairly
easy to assess

t or f quality circle applications false

usually involve group problem
solving training but no group
facilitators

t or f statistical process control true

techniques are usually an
integral part of training in tqm

traditional jobs that show little having a low degree of technical interdependence
need for worker cooperation
are characterized as

which of the following best self managed teams

describes work designs that
incorporate sociotechnical
systems

which quality are common for desire complex jobs/challenging task

people with high growth needs

when implementing job autonomy

enrichment, vertical loading
increases

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dynamics test 3 of
which is not a characteristic relatively high amount of employee interaction
Belajar

traditional jobs

when technical enriched jobs

interdependence is low and
uncertainty is high, and where
people have low social needs
yet higher growth needs, which
work design would you
recommend

which statement is not team members are paid on the basis of their degree
characterized of self managed
work groups

self managed work group all of the above

supervisors may feel

the engineering approach traditional/ efficient performance

produces _________ and ____________

which is not a core dimension work participation

of jobs

which of the following place all of the above

constraints on job enrichment
interventions

which statement is true of the it is generally associated with self managed work
sociotechnical approach to groups
work design

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dynamics test 3of

which is not a principle integration Belajar

sociotechnical systems design

t or f professional work that false

requires high levels of
employee self control usually
involves low degrees of
technical unvertainty

t or f employees with low false

social and personal growth are
not very good employees and
should be regarded as
expendable

t or f job enrichment always false

increases employee
satisfaction

t or f the degree of autonomy true

affects the employee
performance and satisfaction

t or f vertical loading of a job true

results in combined tasks and
increased autonomy

t or f successful work designs false

reward seniority and company
loyalty

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dynamics
t or f counselor test 3
or facilitator true Belajar

would be more appropriate

title than self managed work
group leader

t or f there is little evidence to false

support job enrichment
programs

which of the following is not organization structure

part of the performance
management model

the goal setting process all of the above

involves

management by objectives is joint meetings

characterized by systematic
and periodic ______________

performance appraisal is an feedback and reward

important link between ________
and _________

which of the following is not a must be available to top performing employees

designed for performance
appraisal

which of the following criteria performance contingency

suggests that rewards should
be allocated based on the
level of goal achievement

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dynamics test 3issues

reward system process all of the above Belajar

are concerned with

which is not a design element vacation pay

of developing a gain sharing
plan

t or f goal setting interventions true

involve managers and
employees in jointly setting
subordinate's goals monitoring
them and providing counseling
and support where necessary

t or f timeliness is a criteria for false

effective reward systems but
not for performance appraisal
designs

t or f reward inequities can be true

a major source of job
dissatisfaction

t or f various departments false

within an organization initiate
performance management

t or f when rewarding false

employees for the skills they
possess, skill based pay
systems are highly effective

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dynamics testhave
t or f reward systems 3 little false Belajar

if any impact on employee

absenteeism and tardiness

t or f studies indicate that the false

frequency of rewards is of no
consequence to satisfaction

t or f most decisions about false

promotions in organizations
are made in a top down open
manner

coaching focuses on which of using behavioral science to help individuals

the following

for coaching and mentoring to teach group members new skills that improve their
be considered an OD effectiveness
intervention it must

which of the following is true of all of the above

coaching and mentoring
interventions

implementing a career developing job descriptions

planning program does not
include

during which career stage do maintenance

people focus on mentoring
others

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dynamics test 3skills are

which of the following strategic thinking Belajar

built through management and

leadership development
programs

all of the following are career management by objective

development process except

job workshops, self career planning

development materials and
counseling are basic methods
used to aid individual

which of the following is not a growth stage

distinct career stage

which of the following is not develop an organizations strategic plan

part of a management and
leadership development
program

which of the following criteria all of the above

are important when assessing
the outcome of management
and leadership development
interventions

t or f many organizations have true

discovered that organizational
growth and effectiveness
require career development
programs

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dynamics
career planningtest 3
is generally false Belajar

considered the responsibility

of the employer

t or f integrating career true

planning with hr planning can
help merge employers needs
with those of the organization

t or f coaching is a skill that any true

manager can develop

t or f people at the false

advancement stage are
concerned with helping newer
employees get established and
grow in their career

t or f in contrast to other career false

stages organizations have
been effective in helping
employees cope with the
withdrawal stage

which of the following is not a negative attitudes toward authority

trend indicative of increasing
workforce diversity

role clarification methods giving the role holder an opportunity

follow a strategy that includes

which od intervention is aimed work life balance

at helping dual career
household

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dynamics test 3od

which of the following all of the above Belajar

interventions can be best

adapted to address employees
with disabilities

cultural diversity in the all of the above

workplace affects which
organizational areas

the age trend suggests that competition for younger workers will be intense

which is/are true of stress all of the above

stress management is preventing negative stress outcome

concerned

employee stress and wellness worker health and organization productivity

interventions acknowledge the
connection between

possible organizational physical environment

sources of stress for
employees include

t or f there is decreasing false

evidence that work related
stress can contribute to a
variety of ailments such as
tension headaches backaches
and high blood pressure

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dynamics test deals

t or f role clarification 3 false Belajar

with helping employees better

understand the demands of all
their lifes roles

t or f workforce diversity refers false

primarily to the increasing
number of ethnic backgrounds
entering the workforce

t or f organizations may true

encourage employees to
participate in stress charting to
identify stress symptoms

t or f stress has been linked to true

hypertension heart disease and
depression

t or f role clarification helps to true

alleviate stress in employees
who are overwhelmed

t or f stress is an illness false

covered by employee health
insurance

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dynamics Upgrade
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dynamics

Istilah di set ini (85)

organizations undertake all of the above

transformational change when

organization culture does not products and services supplied to customers

include which of the following

the competing values a resolution of value dilemmas

approach views culture as

according to the text which of keep top management from being part of the
the following is not an effective process
guideline for changing
corporate culture

the key roles of leadership in envisioning, energizing, and enabling

transformational change are

which of the following is not a mapping the demand system

step in integrated strategic
change

what assumptions unerlies the senior management is the best position to plan and
integrated strategic change implement strategic change
process

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dynamics
organization design all of the above Belajar

interventions aimed at
transformational change are
focused on

all of the following are phases performing a strategic analysis

in the integrated strategic
change process except

cultural change is usually a false

short term process
implemented by top
management

mechanistic designs support true

efficiency and control while
organic designs promote
innovation and change

integrated strategic change true

attempts to balance
organization change and hr
issues with strategic and
marketplace issues

an organization culture that true

values inquiry and discovery is
better suited to implement
organization learning
interventions

transformational changes are true

often driven by key senior
executives

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dynamics
transformations in true Belajar

organizations are often

generated by significant
environmental shocks

transformational change is false

always developmental in
nature

research supports the idea that true

organization designs with
alignment between strategy
and design are more effective

the visible symbols of the artifacts

deeper levels of culture in an
organization such as clothing
are called

organization learning is an discovery, invention, production, and generalization

interactive process of

self designing organizations all of the above

focus on

laying the foundation for self diagnosis, knowledge, and valuing

designing organizations
requires

organizations can apply the ol turbo learning

processes to all of the
following types of learning
except

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dynamics
which intervention combines dynamic strategy making Belajar

od's traditional human process

focus on relationships with an
emphasis on strategy and
organization design

organization learning hr and social processes

interventions are typically
associated with

the learning organization is not structures that emphasize individual unit

characterized by performance

an effective strategic change flexibility over rigidity

process should focus on

knowledge management identifying the types of knowledge that create the

interventions usually begin by most value for the organization

built to change interventions facing a rapidly changing environment

are best suited for
organizations that are

self designing organizations false

are well suited for stable,
predictable markets and
environments

codification and false

personalization are techniques
used on organization learning
interventions

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dynamics
organization learning is similar true Belajar

to individual learning

knowledge management is false

more concerned with
developing organizational
capabilities while organization
learning is more concerned
with technical issues such as
how to store organization
experience

the most prevalent form of true

learning in organizations is
single loop learning which is
focused on improving the
status quo

organization learning is an true

active process based on
interpretive models of change
where members interact and
form their actions

built to change interventions true

are characterized by selecting
and developing leaders and
members who are quick
learners, take initiative and
thrive on change

which is not associated with organizations in them always act in a coordinated

transorganizational system fashion

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dynamics
od practitioners can have the precombination and operational combinationBelajar
greatest impact in what phases phases
of merger and acquisition
activity

during the operational all of the above

combination stage of an M&A
which of the following activities
support a successful
transorganizational change

the law of the few relies on all leaders

of the following types of
people except

which is not a stage in the initial action

formation and development of
a network

in the identification stage of all of the above

creating a network, which of
the following activities do OD
practitioners participate

the last stage in managing relying on self organization

network change is

when a message is relevant to have the power of context

network members, it is said to

three key roles help to explain salesmen, mavens, and connectors

change within an existing
network occurs, they are

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dynamics
in the initial establishment of a true Belajar

network, potential members

are identified in the convention
stage

because transorganization false

systems are composed of
multiple organizations, the
change agent needs to treat
each organization differently

a good alliance partnership true

will leverage both similarities
and differences to create
competitive advantage

the relational quality of true

alliances benefits from OD
interventions aimed at
increasing trust

operational combination false

activities should proceed
slowly and carefully following
the announcement of the
merge acquisition

team building and other human true

process interventions can play
important roles in merger and
acquisition integrations

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dynamics
during the convention stage of true Belajar

network formation, OD
practitioners should remain
neutral treating all members
alike

which of the following is the legal combination phase

stage of the merger and
acquisition process that
ensures the alliance is
approved by the appropriate
regulatory agencies

which of the following is an all of the above

example of a sustainability
initiative

sustainable management how can we develop organizations to achieve

organizations interventions ask sustainable effectiveness
the question

in which of the following areas all of the above

do SMOs perform in order to
achieve sustainable
effectiveness

based on the United national generate sustainable outcomes across economic

world commission on social and ecological goals
environment and development
description of sustainability
SMOs should be able to

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dynamics
a recent global study found false Belajar

that most CEOs do not value

sustainability as a critical
component of the future
success of their firms

the united nationals world true

commission on environment
and developments description
of sustainability the needs of
the present without
compromising the ability of
future generations to meet
their own needs

organizations should generate true

sustainable outcomes across
economic social and
ecological objectives

strategic intent to support true

sustainable effectiveness
consists of allocating
appropriate resources

because GSCOs have such an false

honorable mission it is rare for
their stakeholders to be in
conflict

which of the following is false they advocate a mission of economic prosperity

about GSCOs

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dynamics
GSCOs build themselves into all of the above Belajar

viable organizations by

GSCOs are part of a social true

innovation movement to foster
the emergence of a global
civilization

GSCOs have as their primary true

task to serve as an agent of
change in creating
environmentally and socially
sustainable world futures

GSCOs create horizontal false

linkages that include channels
of communication and
influence upward to
governmental and policy level
decision making processes

which of the following skills are networking

useful when GSCOs establish
bridging with other
organization

which of the following they are cross sectorial

characteristics are typical of
GSCOs

upon which of the following its organizational identity

does an SMO derive its long
term success

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dynamics
according to the text, which of a surplus of healthcare workers Belajar

the following is not a trend in

health care

what does the text recommend the ability of the OD practitioner to speak
for linking OD interventions to professionally about health care organization
issues of strategic importance performance and issues selected for action
in health care

one of the principal increased potential for unity of purpose and action
advantages of a family business between owners and management
is

as outlined in the text, which of competitive

the following does not
describe a family first value
system

opportunities for OD all of the above

practitioners in the public
school system include

all of the following are reasons lack of collaborative vision

suggested for why education
reform has failed except

the main purpose of the public to govern toward the greater public good
sector organization is

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dynamics
OD practitioners working in the all of the above Belajar

public sector need to

recognize which of the
following features of the public
sector organization

od interventions in health care true

must be seen as relevant and
necessary to the life and death
matters in operating in a health
care organization

according to the text, OD true

practitioners can make a
significant contribution in
effective job and work designs
in health care settings

one of the keys to the success true

of the family business
consultant is to establish a
trusting relationship

OD efforts can help public true

schools build sustainable
leadership capacity

when OD practitioners work true

with the public sector
organization it may be difficult
to get various stakeholders to
agree on a common goals

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dynamics
effective OD interventions in false Belajar

the public sector recognize

that the political domain and
the administrative domain of
the public agency share the
same values

which of the following is not desire for innovation

one of the dimensions along
which public and private sector
organizations differ

risk and equity are valued by false

family businesses while non
family run buinesses value
security above all else

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