CHAP04TB.DOC - Chapter 4 True\/False Questions 1 The OD practitioner must deal reactively with changing competitive forces(F p 96 2 External

CHAP04TB.DOC - Chapter 4 True/False Questions 1 The OD...

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Chapter 4 True/False Questions 1. The OD practitioner must deal reactively with changing competitive forces. (F, p. 96) 2. External practitioners have greater freedom of operation than internal practitioners. (T, p. 97-8) 3. An internal practitioner has more leverage than an external practitioner. (F, p. 97-8) 4. The external-internal practitioner team is one of the least effective approaches to facilitate a change program. (F, p. 99-100) 5. One of the functions of an OD practitioner is to assist in an analysis of problem areas and in planning change strategies. (T, p. 100) 6. The analyzer style of practitioner includes low emphasis on effectiveness and high emphasis on morale. (F, p. 101) 7. A practitioner utilizing the pathfinder style uses several processes, which include group problem solving and decision making and communications. (T, p. 101-2) 8. OD practitioners operate from one basic style, that of the pathfinder style, and approach regardless of the client system. (F, p. 102) 9. It is a mistake for an OD practitioner to assume that all organizations must, and should, have an OD program simply because most organizations can benefit greatly from one. (T, 103) 10. The client target system is the element of organizational unit(s) to be changed. Chapter 4 Test Bank 298
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(T, p. 104) 11. The OD process practitioner operates on the belief that the individual is the basic building block of an organization. (F, p. 105) 12. A basic assumption underlying the OD practitioner’s role holds that the practitioner needs to identify problems, perform the diagnosis, and solve the problems of the client system. (F, p. 105) 13. The first stage in building a practitioner-client relationship includes forming initial perceptions and assessments. (T, p. 107) 14. Once an impression is made, that impression is difficult to change. (T, p. 107-8) 15. Closure refers to the tendency of an individual to be close-minded to new information. (F, p. 108) 16. The practitioner’s style is influenced by the target organization’s readiness for change, level of resistance, and culture. (T, p. 109) 17. When an OD practitioner acts authentically, he/she is practicing “do as I say, not as I do.” (F, p. 110) 18. When the basic value system of the OD practitioner is not compatible with the organization’s culture, it is incumbent upon the practitioner not to enter into a relationship with the client. (F, p. 110-1) 19. In the gamesmanship mode, members measure high on shared ideas and low on responsibility. (F, p. 111) 20. The formalization of a contract and the operating ground rules includes the fees, point of contact, the schedule, and confidentiality of data or information. (T, p. 112-3) Chapter 4 Test Bank 299
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21. An OD practitioner would consider a client’s attempt at manipulation as a critical warning signal. (T, p. 113-4) Multiple-Choice Questions
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