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OD Exam Practice

OD Exam Practice
94問 • 2年前
  • Althea Lobos
    • 通報

    問題一覧

  • 1

    Application of scientific knowledge for practical purposes

    Technology

  • 2

    Technology is seen as deskilling, taking work from people and reducing the remainder to tendinous and repetitive work

    Technical System as Control

  • 3

    Which is NOT a Economic Impacts

    IT Enhances relative costs of capital and the costs of information, Information System Technology is a factor of production, like capital and labour, IT affects the cost and quality of information and changes economics of information

  • 4

    Technology as enriching l, routine and boring jobs are allocated to computers which provide tools to allow people to be creative and handle information in diverse & powerful ways.

    Technical System as Tool

  • 5

    Organizations flatten because in postindustrial societies, authority increasingly relies on knowledge and competence rather than formal positions

    Postindustrial Organizations

  • 6

    Information Systems give both large and small organizations additional flexibility to overcome the limitations posed by their size

    Increasing flexibility of organizations

  • 7

    A complex transformation effort intended to evolve an organization from A to C, so it can better adapt to a changing environment and stay competitive despite the conditions

    Organizational Development

  • 8

    Used as a means of improving the organization effectiveness in solving problems and achieving it's objectives

    Organizational Development

  • 9

    Indicates that problem exists such as conflicts between diverse groups the need for increased quality and productivity low profits and excessive absenteeism

    Diagnosis

  • 10

    Person responsible for the OD program. Can use a variety of methods to diagnose problems.

    Change Agent

  • 11

    Reviewing records, observing, interviewing individuals and work groups, holding meetings, and/or using questionnaires

    Methods

  • 12

    process of developing the ability to perform both present & future jobs

    development

  • 13

    process of developing the necessary skills to perform the present job

    training

  • 14

    They are used interchangeably as well

    Training and Development

  • 15

    Systemwide Application and transfer of behavioral science knowledge to the planned development, improvement

    Organization Development

  • 16

    Systematic use of scientific and technical knowledge to meet specific objectives or requirements

    Development

  • 17

    What are the Objectives of OD

    to increase the level of inter-personal trust among employees, to increase employees level of satisfaction and commitment, to confront problems instead of neglecting them, to effectively manage conflicts

  • 18

    It changed the market & environment

    Globalization

  • 19

    strategic HRM, organization design

    Managerial Innovation

  • 20

    an organization collects, stores manipulates

    Information Technology

  • 21

    Founding father of OD

    Kurt Lewin

  • 22

    Mood or unique "personality" of an organization which can be observed in the attitude & beliefs

    Organization Climate

  • 23

    Deeply seated norms, values & behaviors

    Organizational Culture

  • 24

    the development of theories or model of planned change facilitated the development OD

    Theories of Planned Change

  • 25

    forces that push in a direction that causes change to occur

    Driving Forces

  • 26

    forces that counter driving forces, they oppose change cause a shift in the equilibrium which opposed change

    Restraining Forces

  • 27

    can be raised or lowered by changes that occur between the driving and restraining forces

    Equilibrium

  • 28

    process to integrate the new behavior into the persons thinking and attitude

    Refreezing

  • 29

    starts by challenging many of the beliefs, attitudes, and behavior of people within the organization

    unfreezing

  • 30

    effective change begin with the organization. time and frequent communication - two key factors

    Introducing Change/Moving to the new level

  • 31

    focuses on "what the organization is doing right" and not problems

    the positive model

  • 32

    inherent in any helping relationship. how practitioners perform the relationship with organization members.

    Professional ethics

  • 33

    planned approach to improve employee and organizational effectiveness

    organization development

  • 34

    the relevant data is collected through personal interviews, observations and questionnaires

    Data collection

  • 35

    understanding and identification of the existing and potential problems in the organization

    Problem Definition

  • 36

    diagnosis of the current situation, usually it is not limited to a single problem

    Diagnosis

  • 37

    involves planning and implementation part of the change process

    planning and implementation

  • 38

    diverse procedures as experiental exercises, questionnaires, attitude service

    structured activities

  • 39

    process of relaying evaluations to the client group

    evaluation and feedback

  • 40

    principal learning processes in the "action" stage of organization development

    interventions

  • 41

    a person is gratified or fulfilled by his or her work

    Job satisfaction

  • 42

    job satisfaction is one part of life satisfaction. the natures of a workers environment of that job indirectly influences his or her feelings on the job.

    environmental impact

  • 43

    satisfied employee tends to be absent less often

    reduced absences

  • 44

    proportion of employees living an organization during a given time period

    turnover

  • 45

    total set of features and characteristics of a product or service

    quality

  • 46

    encouraging team members to think like a team

    supportive environment

  • 47

    must be reasonably qualified to perform their jobs

    skills and clarity

  • 48

    keep the team members oriented toward their overall task

    superordinate goals

  • 49

    maybe financial or maybe in the form of recognition

    team rewards

  • 50

    too many changes and personnel transfers

    changing composition

  • 51

    employees lessen their output

    social loafing

  • 52

    concludes that groups will produce better answers to questions and problems than a single individual can

    james surowiecki

  • 53

    occurs when a manager resolves a conflict that has become harmful or serious

    conflict resolution

  • 54

    the creation and constructive use of conflict by a manager

    conflict stimulation

  • 55

    enhances and organizations capability draw heavily on the social sciences for conceptual grounding

    organization learning

  • 56

    focuses organized and used to improve performance

    knowledge management

  • 57

    emphasizes teamwork, few layers, strong lateral, relations and networking

    structure

  • 58

    gathering and processing information facilitate rapid acquisition, processing and sharing of rich, complex information

    information systems

  • 59

    including appraisal, rewards and training

    human resource practices

  • 60

    promotes openness, creativity and experimentation

    organization culture

  • 61

    actively model the openness, risk taking and reflection necessary for learning

    leadership

  • 62

    starts with discovery when errors or gaps

    discovery

  • 63

    aimed at devising solutions to close the gap

    invention

  • 64

    implementing solutions and generalization

    production

  • 65

    improving the status quo

    single loop learning

  • 66

    changing the status quo

    double-loop learning

  • 67

    involves learning how to learn

    deuterolearning

  • 68

    related to organizational invasion of a person's private life

    rights of privacy

  • 69

    useful info should be recorded and retained

    relevance

  • 70

    obsolete information should be removed

    recency

  • 71

    personal data system unknown

    notice

  • 72

    keeper of the information responsible

    fiduciary duty

  • 73

    information should only released - need to know

    confidentiality

  • 74

    able to examine records

    due process

  • 75

    employees inner self should not be invaded or exposed

    protection of psyche

  • 76

    micro computers in clip on id cards

    electronic sensor devices

  • 77

    automatic counting of keystrokes made by data entry clerks

    electronic monitoring

  • 78

    group of interacting interrelated or interdependent elements forming a complex whole

    system

  • 79

    the system of concern to those who have interest in it

    system of interest

  • 80

    provides a very powerful approach to problem analysis

    systems thinking

  • 81

    is a narrow branch of engineering associated with computers, software, and information technology

    systems engineering

  • 82

    interdisciplinary approach and enable the realization of successful systems

    systems engineering (original)

  • 83

    solution of a system product service project or other human made entity from conception through retirement

    life cycle

  • 84

    generally consists of a series of stages regulated by a set of management decisions

    life cycle for a system

  • 85

    abstract conceptualization oriented global and focus to achieve the mission and life cycle concepts of the system

    system architecture

  • 86

    often used for representing fundamental aspects of the system architecture

    logical and physical models

  • 87

    a statement that identifies a system product or process characteristics or conflict

    requirement

  • 88

    all of the requirements at the system level that describe the functions with the system as a whole

    system requirements

  • 89

    ensures you build the system right

    verification

  • 90

    ensures you built the right system

    validation

  • 91

    meets the rules and characteristics defined for writing a good requirement

    requirement verification

  • 92

    agreed to transformation that clearly communicates the stakeholder needs and expectations

    requirement validation

  • 93

    ensuring the design and built or coded system meets its requirements

    system verification

  • 94

    processes that occurs after system verification that confirms the design built and verified systems

    system validation

    • Enumeration

    Enumeration

    Althea Lobos · 38問 · 2年前

    Enumeration

    Enumeration

    38問 • 2年前
    Althea Lobos

    問題一覧

  • 1

    Application of scientific knowledge for practical purposes

    Technology

  • 2

    Technology is seen as deskilling, taking work from people and reducing the remainder to tendinous and repetitive work

    Technical System as Control

  • 3

    Which is NOT a Economic Impacts

    IT Enhances relative costs of capital and the costs of information, Information System Technology is a factor of production, like capital and labour, IT affects the cost and quality of information and changes economics of information

  • 4

    Technology as enriching l, routine and boring jobs are allocated to computers which provide tools to allow people to be creative and handle information in diverse & powerful ways.

    Technical System as Tool

  • 5

    Organizations flatten because in postindustrial societies, authority increasingly relies on knowledge and competence rather than formal positions

    Postindustrial Organizations

  • 6

    Information Systems give both large and small organizations additional flexibility to overcome the limitations posed by their size

    Increasing flexibility of organizations

  • 7

    A complex transformation effort intended to evolve an organization from A to C, so it can better adapt to a changing environment and stay competitive despite the conditions

    Organizational Development

  • 8

    Used as a means of improving the organization effectiveness in solving problems and achieving it's objectives

    Organizational Development

  • 9

    Indicates that problem exists such as conflicts between diverse groups the need for increased quality and productivity low profits and excessive absenteeism

    Diagnosis

  • 10

    Person responsible for the OD program. Can use a variety of methods to diagnose problems.

    Change Agent

  • 11

    Reviewing records, observing, interviewing individuals and work groups, holding meetings, and/or using questionnaires

    Methods

  • 12

    process of developing the ability to perform both present & future jobs

    development

  • 13

    process of developing the necessary skills to perform the present job

    training

  • 14

    They are used interchangeably as well

    Training and Development

  • 15

    Systemwide Application and transfer of behavioral science knowledge to the planned development, improvement

    Organization Development

  • 16

    Systematic use of scientific and technical knowledge to meet specific objectives or requirements

    Development

  • 17

    What are the Objectives of OD

    to increase the level of inter-personal trust among employees, to increase employees level of satisfaction and commitment, to confront problems instead of neglecting them, to effectively manage conflicts

  • 18

    It changed the market & environment

    Globalization

  • 19

    strategic HRM, organization design

    Managerial Innovation

  • 20

    an organization collects, stores manipulates

    Information Technology

  • 21

    Founding father of OD

    Kurt Lewin

  • 22

    Mood or unique "personality" of an organization which can be observed in the attitude & beliefs

    Organization Climate

  • 23

    Deeply seated norms, values & behaviors

    Organizational Culture

  • 24

    the development of theories or model of planned change facilitated the development OD

    Theories of Planned Change

  • 25

    forces that push in a direction that causes change to occur

    Driving Forces

  • 26

    forces that counter driving forces, they oppose change cause a shift in the equilibrium which opposed change

    Restraining Forces

  • 27

    can be raised or lowered by changes that occur between the driving and restraining forces

    Equilibrium

  • 28

    process to integrate the new behavior into the persons thinking and attitude

    Refreezing

  • 29

    starts by challenging many of the beliefs, attitudes, and behavior of people within the organization

    unfreezing

  • 30

    effective change begin with the organization. time and frequent communication - two key factors

    Introducing Change/Moving to the new level

  • 31

    focuses on "what the organization is doing right" and not problems

    the positive model

  • 32

    inherent in any helping relationship. how practitioners perform the relationship with organization members.

    Professional ethics

  • 33

    planned approach to improve employee and organizational effectiveness

    organization development

  • 34

    the relevant data is collected through personal interviews, observations and questionnaires

    Data collection

  • 35

    understanding and identification of the existing and potential problems in the organization

    Problem Definition

  • 36

    diagnosis of the current situation, usually it is not limited to a single problem

    Diagnosis

  • 37

    involves planning and implementation part of the change process

    planning and implementation

  • 38

    diverse procedures as experiental exercises, questionnaires, attitude service

    structured activities

  • 39

    process of relaying evaluations to the client group

    evaluation and feedback

  • 40

    principal learning processes in the "action" stage of organization development

    interventions

  • 41

    a person is gratified or fulfilled by his or her work

    Job satisfaction

  • 42

    job satisfaction is one part of life satisfaction. the natures of a workers environment of that job indirectly influences his or her feelings on the job.

    environmental impact

  • 43

    satisfied employee tends to be absent less often

    reduced absences

  • 44

    proportion of employees living an organization during a given time period

    turnover

  • 45

    total set of features and characteristics of a product or service

    quality

  • 46

    encouraging team members to think like a team

    supportive environment

  • 47

    must be reasonably qualified to perform their jobs

    skills and clarity

  • 48

    keep the team members oriented toward their overall task

    superordinate goals

  • 49

    maybe financial or maybe in the form of recognition

    team rewards

  • 50

    too many changes and personnel transfers

    changing composition

  • 51

    employees lessen their output

    social loafing

  • 52

    concludes that groups will produce better answers to questions and problems than a single individual can

    james surowiecki

  • 53

    occurs when a manager resolves a conflict that has become harmful or serious

    conflict resolution

  • 54

    the creation and constructive use of conflict by a manager

    conflict stimulation

  • 55

    enhances and organizations capability draw heavily on the social sciences for conceptual grounding

    organization learning

  • 56

    focuses organized and used to improve performance

    knowledge management

  • 57

    emphasizes teamwork, few layers, strong lateral, relations and networking

    structure

  • 58

    gathering and processing information facilitate rapid acquisition, processing and sharing of rich, complex information

    information systems

  • 59

    including appraisal, rewards and training

    human resource practices

  • 60

    promotes openness, creativity and experimentation

    organization culture

  • 61

    actively model the openness, risk taking and reflection necessary for learning

    leadership

  • 62

    starts with discovery when errors or gaps

    discovery

  • 63

    aimed at devising solutions to close the gap

    invention

  • 64

    implementing solutions and generalization

    production

  • 65

    improving the status quo

    single loop learning

  • 66

    changing the status quo

    double-loop learning

  • 67

    involves learning how to learn

    deuterolearning

  • 68

    related to organizational invasion of a person's private life

    rights of privacy

  • 69

    useful info should be recorded and retained

    relevance

  • 70

    obsolete information should be removed

    recency

  • 71

    personal data system unknown

    notice

  • 72

    keeper of the information responsible

    fiduciary duty

  • 73

    information should only released - need to know

    confidentiality

  • 74

    able to examine records

    due process

  • 75

    employees inner self should not be invaded or exposed

    protection of psyche

  • 76

    micro computers in clip on id cards

    electronic sensor devices

  • 77

    automatic counting of keystrokes made by data entry clerks

    electronic monitoring

  • 78

    group of interacting interrelated or interdependent elements forming a complex whole

    system

  • 79

    the system of concern to those who have interest in it

    system of interest

  • 80

    provides a very powerful approach to problem analysis

    systems thinking

  • 81

    is a narrow branch of engineering associated with computers, software, and information technology

    systems engineering

  • 82

    interdisciplinary approach and enable the realization of successful systems

    systems engineering (original)

  • 83

    solution of a system product service project or other human made entity from conception through retirement

    life cycle

  • 84

    generally consists of a series of stages regulated by a set of management decisions

    life cycle for a system

  • 85

    abstract conceptualization oriented global and focus to achieve the mission and life cycle concepts of the system

    system architecture

  • 86

    often used for representing fundamental aspects of the system architecture

    logical and physical models

  • 87

    a statement that identifies a system product or process characteristics or conflict

    requirement

  • 88

    all of the requirements at the system level that describe the functions with the system as a whole

    system requirements

  • 89

    ensures you build the system right

    verification

  • 90

    ensures you built the right system

    validation

  • 91

    meets the rules and characteristics defined for writing a good requirement

    requirement verification

  • 92

    agreed to transformation that clearly communicates the stakeholder needs and expectations

    requirement validation

  • 93

    ensuring the design and built or coded system meets its requirements

    system verification

  • 94

    processes that occurs after system verification that confirms the design built and verified systems

    system validation