Organizational Development Exam
Questions
Course Introduction
Organizational Development explores the theories, strategies, and practices involved in enhancing the effectiveness and health of organizations. This course examines how organizational structures, cultures, and processes evolve in response to internal and external forces of change. Students learn about key interventions including team building, leadership development, change management, and process improvement used to facilitate growth, adaptability, and performance. Through case studies and practical applications, the course prepares students to assess organizations, design change initiatives, and implement sustainable strategies aimed at achieving organizational goals while supporting employee well-being and organizational resilience.
Recommended Textbook
Human Resource Development 5th Edition by
Jon M. Werner
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16 Chapters
900 Verified Questions
900 Flashcards
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Page 2
Chapter 1: Introduction to Human Resource Development
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Sample Questions
Q1) Diversity in the workforce includes what groups of employees?
A)Older workers
B)Women
C)Workers of different ethnic and racial backgrounds
D)All of the above are considered diverse groups
Answer: D
Q2) Which of the following is not a primary HRD function as identified in McLagan's original HR wheel?
A)Training and development
B)Organizational development
C)Career Development
D)On the job training
Answer: D
Q3) The Organization design consultant produces which of the following outputs?
A)Alternative work designs
B)Lesson plans
C)Education and training programs
D)Quality management programs
Answer: A
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Page 3
Chapter 2: Influences on Employee Behavior
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Sample Questions
Q1) According to social learning theory, self-efficacy is defined as a person's beliefs about their ability to perform a job.
A)True
B)False
Answer: True
Q2) The behavioral intentions model:
A)Explains why attitudes always predict actual behaviors
B)Impact behavior only to the extent that they influence one's intentions
C)Is the best way to evaluate a training program
D)Has no link to employee's intentions to use what they learn during a training program. Answer: B
Q3) Attitudes can easily be used to explain all behaviors.
A)True
B)False
Answer: False
Q4) KSA stands for knowledge, skills and attitudes.
A)True
B)False Answer: False
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Chapter 3: Learning and HRD
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Sample Questions
Q1) Which is true about 'near transfer' and 'far transfer' of training?
A)Near transfer is training that can be applied right away to the job
B)Far transfer is training that can be applied right away to the job
C)Near transfer is also called 'skill generalization'
D)Far transfer is also called 'skill reproduction'
Answer: A
Q2) Kolb's Learning style inventory assess an individual's orientation towards each of four modes of the learning process.
A)True
B)False
Answer: True
Q3) According to Kluger and DeNisi which of the following is not a level of control that individuals go through when learning and performing tasks?
A)Self-regulatory action
B)Self analysis
C)Task learning
D)Task motivation
Answer: B
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Chapter 4: Assessing HRD Needs
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Sample Questions
Q1) Employees are more positive about performance appraisals used for developmental purposes rather than administrative purposes.
A)True
B)False
Q2) A gap can be identified by:
A)Subtracting what is known from what should be known
B)Adding what is known to what should be known
C)Subtracting what is should be known from what is known
D)Subtracting what is known from what we already do know
Q3) A task analysis is best defined as:
A)A systematic collection of data about every jobs in the company
B)A systematic collection of data about specific jobs or groups of job
C)Asking the people who do the job to describe what they do all day long to justify their pay checks
D)A systematic collection of information on how people think their jobs should be performed
Q4) The ISD approach stands for Institutional Systems Design.
A)True
B)False
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Chapter 5: Implementing HRD Programs
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Sample Questions
Q1) Which of the following is not a design principle for effective e-learning materials?
A)Select a realistic problem
B)Focus on only 1 of the senses to avoid confusing learners
C)Provide the simplest possible instructions
D)Try to incorporate both flexible and structured lessons.
Q2) A problem with role plays is:
A)They take too much time
B)Role players take them too seriously
C)They may be viewed as fun and not transfer to work
D)They are too difficult to develop
Q3) Classroom training is training conducted within the normal work setting.
A)True
B)False
Q4) Behavior modeling does not include:
A)Observing a model of performance
B)Discussing the model
C)Practicing the behavior
D)Listening to a lecture on how to do something
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Chapter 6: Designing Effective HRD Programs
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Sample Questions
Q1) People who really know a subject always make great trainers.
A)True
B)False
Q2) According to Bill West 'Online is all about design'
A)True
B)False
Q3) A needs assessment if usually very useful in defining an HRD programs objectives.
A)True
B)False
Q4) All of the following are factors to consider before purchasing an HRD program EXCEPT:
A)registration issues
B)expertise
C)subject matter
D)cost
Q5) A lesson plan is a good idea to use when developing a training program.
A)True
B)False
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Chapter 7: Evaluating HRD Programs
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Sample Questions
Q1) A control group is just a second group of trainees
A)True
B)False
Q2) Testing refers to:
A)Gaining job experience
B)The effect of a pretest on a posttest score
C)Differential loss of respondents from various groups
D)Using different procedures to select individuals for experimental and control groups
Q3) Relational research typically involves the use of what type of statistical measurement?
A)Regression
B)Correlation
C)A t-test
D)A z-test
Q4) Confidentiality in training evaluation is not important - the trainees work for the organization already.
A)True
B)False
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Page 9
Chapter 8: Employee Socialization and Orientation
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Sample Questions
Q1) Orientation programs often suffer from a lack of follow-up with the newcomer.
A)True
B)False
Q2) The encounter stage of socialization begins when you make a formal commitment to join an organization.
A)True
B)False
Q3) Anticipatory socialization occurs before the individual joins the organization.
A)True
B)False
Q4) Little research has been published about the effectiveness of orientation programs.
A)True
B)False
Q5) As employees cross boundaries during their careers the socialization process becomes less intense and presents fewer challenges.
A)True
B)False
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Page 10
Chapter 9: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) A case study research design:
A)Is easy to use to evaluate training
B)Is questionable since there is no pre training information
C)Measures only results
D)Is very commonly used to evaluate training
Q2) A quasi-experimental research design could be:
A)A non equivalent control group
B)A time series
C)A pre post test
D)Both A and B are quasi-experimental designs
Q3) Relational research typically involves the use of what type of statistical measurement?
A)Regression
B)Correlation
C)A t-test
D)A z-test
Q4) External validity means you are comparing your results to those of similar size organizations.
A)True
B)False
11
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Chapter 10: Skills and Technical Training
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Sample Questions
Q1) Which of the following is TRUE of the School to Work Opportunities Act?
A)federal grants are made to schools
B)employers must notify the government of plant closings
C)no training is encouraged by this act
D)none of the above are benefits of this Act
Q2) By 2014 the racial minorities will account for how much of the U.S. workforce?
A)Over one-third
B)About 10%
C)Well over 50%
D)Almost 75%
Q3) One role of the HRD group is to monitor that training is going as planned.
A)True
B)False
Q4) Technical training would include training in operating a computer driven machine?
A)True
B)False
Q5) Teams should be created just to have them.
A)True
B)False
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Chapter 11: Coaching and Performance Management
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Sample Questions
Q1) The text defines coaching as:
A)A process to encourage employees to accept responsibility for their own performance
B)Having a supervisor as a cheerleader
C)Giving performance evaluations more than once each year
D)None of these are the definition
Q2) Paraphrasing is:
A)Making a new paragraph when needed
B)Rewriting the last paragraph in different terms
C)A concise restatement of what the other person just said
D)A written skill used in evaluating performance
Q3) According to Fournies, the final step or question to ask in a coaching analysis is does the subordinate know what they should be doing.
A)True
B)False
Q4) Employees are more accepting of performance appraisals from supervisors who are:
A)Knowledgeable about the job
B)Opinionated
C)Good decision makers
D)Supportive and helpful
Page 13
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Chapter 12: Employee Counseling and Wellness Services
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Sample Questions
Q1) Stress is easy to define and identify?
A)True
B)False
Q2) Negative attitudes toward overweight people are widespread in the US.
A)True
B)False
Q3) EAP's are based on the assumption that work is the cause of an employee's problems.
A)True
B)False
Q4) Which of the following is not a behavior pattern that may indicate a substance abuse problem?
A)Asking to work a lot of over time
B)A high accident rate for an employee
C)Frequent absenteeism
D)Missing deadlines and generally doing poor work
Q5) In general internal EAP's offer more services than do external EAP's.
A)True
B)False
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Chapter 13: Career Management and Development
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Sample Questions
Q1) In succession planning managers:
A)Determine models for success
B)Define success for their subordinates
C)Identify employees who should be developed to replace them
D)Succeed in strategic planning
Q2) A career plateau means that:
A)You should retire
B)You will never get another pay raise
C)You reach the executive floor
D)Probability of further promotion is very low
Q3) An assessment center can be used to:
A)Determine employee pay raises
B)Assess employee potential for advancement
C)Determine who to cut during lay-offs
D)Who to invite to the company Picnic.
Q4) Outplacement focuses on keeping people happy within the organization.
A)True
B)False
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Chapter 14: Management Development
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Sample Questions
Q1) Which of the following is not a component of management development?
A)Mentoring and coaching
B)Management education
C)Management training
D)On-the-job experiences
Q2) A lot of what we have learned about Management came from the 1970's and the world has changed since then.
A)True
B)False
Q3) The four-dimensional model depicts the managerial role as having all of the following dimensions except:
A)6 function
B)4 roles
C)5 targets
D)12 managerial styles
Q4) Executive MBA programs normally meet:
A)Daily
B)Once a week on weekends
C)Only on line
D)Once a month
Page 16
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Chapter 15: Organization Development and Change
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Sample Questions
Q1) An HPWS is a high performing work system.
A)True
B)False
Q2) The change agent needs a broad knowledge of OD theories.
A)True
B)False
Q3) A quality circles group consists of:
A)A steering committee
B)A facilitator
C)The circle leaders
D)All of these are members of a quality circles group
Q4) An Intervention strategy is
A)the primary means for organizational change and improvement
B)an unplanned corporate event
C)a new government regulation
D)a major problem encountered for the first time by an organization
Q5) Job enlargement move people into different jobs.
A)True
B)False
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Chapter 16: HRD and Diversity: Diversity Training and Beyond
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Sample Questions
Q1) Access discrimination occurs when:
A)Minorities are rejected when they apply for job
B)Training is not offered to females
C)Pay raises are not given to minorities
D)Females are harassed at work
Q2) Organization culture includes a set of shared values and beliefs.
A)True
B)False
Q3) Quid quo pro sexual harassment means that:
A)Sexual conduct is used as the basis of an employment decision
B)A hostile work environment was created
C)Employees are unhappy with jokes and remarks
D)Employees just feel uncomfortable with someone's remarks
Q4) A hostile work environment is:
A)The way life is
B)Legal if job related
C)A form of illegal sexual harassment
D)Illegal only based on sexual preference
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