Questionnaire (Topics for Finals)
Topics:
Interpersonal and Group Process Approaches
1. He defines process consultation as a creation of a relationship that helps client to understand and
act on the process based on the events that happens in their environment which can help in
improving the situation.
a. Schein
b. Skinner
c. McCall
d. Taylor
Answer: A
Rationalization: Schein is the one that gives definition to process consultation as a process wherein
client is helped to understand their environment to help improve the current situation, they are
in. Schein also proposes ten principles that guides the action of a process consultant.
2. A process of transmitting and receiving thoughts, such as facts or feelings.
a. Decision making
b. Group process
c. Communication
d. Problem solving
Answer: C
Rationalization: Communication is part of group process as it is an area of interest of the process
consultant that leads to understanding the nature and style of communication, or the process of
transmitting information.
3. This type of intervention focuses in the conflicts that arise between two or more individual within
the same company.
a. Conflict solving
b. Group interventions
c. Communicative intervention
d. Third-Party intervention
Answer: D
Rationalization: Third-party intervention refers to the type of intervention wherein it focuses to
the problem that arises between two or more people that works in the same organization.
4. Group intervention refers to the planned activities that help working groups to improve their way
of accomplishing tasks and enhances the members’ interpersonal, problem-solving skills, and
team performance.
Answer: False
Rationalization: Group intervention should be team building. Team building are planned activities
for the members of an organization which can help to improve task accomplishment, and
enhancing interpersonal skills.
5. The main difference between process consultation and third-party intervention is that, TPI focuses
on intrapersonal dysfunctions.
Answer: False
Rationalization: TPI do not focus on intrapersonal problems but rather with interpersonal
dysfunctions between two or more people that works in the same organization.
6. The main goal of team building is to improve group effectiveness.
Answer: True
Rationalization: Team building focuses on the idea of improving and enhancing interpersonal
relationships that could lead to improving their ways of accomplishing a task.
Organization Process Approaches
1. This refers to the intervention that is designed to mobilize the resources of an organization in
addressing and identifying a problem
a. Organization meeting
b. Confrontation meeting
c. Team building
d. Group meeting
e. Application stage
Answer: B
Rationalization: Confrontation meeting aims to identify the problems, set attainable goals, and
work on the problems identified. It is particularly useful when the organization is stressed or there
is a gap between the top and lower level of the organization.
2. It is a small group of individuals that reflects on the problem being addressed.
a. Microcosm
b. Clique
c. Cluster
d. Cell
Answer: A
Rationalization: Microcosm consists of small number of people that represents a spectrum of
individual (could be ethnic background or culture, or any group of people that represents
diversity). They targeted the specific issues that they encounter.
3. This intervention is outlined to help two groups or departments in an organization resolve an
issues or conflicts.
a. Intergroup conflict intervention
b. Group conflict
c. Cluster conflict
d. Group intervention
Answer: A
Rationalization: ICI refers to the intervention that helps two groups within an organization to
resolve an existing conflict.
4. A basic strategy for improving intergroup conflict is to change perceptions.
Answer: True
Rationalization: To improve the conflict between two groups, they must change their perceptions
or misperceptions.
5. Large-group interventions is also known as open space meetings.
Answer: True
Rationalization: LGI has been referred to many other related terms such as open space meetings,
open systems planning, world cafes.
6. The three process interventions mentioned in this chapter represents important methods of
introducing and addressing the change within an organization.
Answer: True
Rationalization: The three process interventions promote a time honored and successful methods
of introducing changes within an organization.
Restructuring Organizations
1. This represents a fundamentally different way of organizing.
a. Divisional structure
b. Matrix structure
c. Functional structure
d. Intervention structure
Answer: A
Rationalization: Divisional structure represents a completely divergent way of organizing which is
also known as product or self- contained unit structure.
2. This gives a detail representation of how the overall work of the organization is divided into
different subunits and how are they coordinated for a completion of tasks.
a. Functional design
b. Structural design
c. Interventional design
d. Organizational Design
Answer: B
3. All of the following are the contingencies of functional form except;
a. Stable and certain environment
b. Reduces duplication of scarce resources
c. Small to medium size
d. Routine to technology
Answer: B
Rationalization: Reduces duplication of scarce resources is one of the advantages of functional
form not a contingency.
4. Every matrix organization has two unique and critical roles.
Answer: False
Rationalization: It should be three unique and critical roles which are the top manager, matrix
bosses, and two-boss managers.
5. One of the advantages of process-based form us that it improves speed and efficiency.
Answer: True
Rationalization: Process-based forms dramatically improves speed and efficiency of the
organization.
6. Matrix structure manages relationships among different organization that has diversity,
complexity, and dynamics.
Answer: False
Rationalization: Matrix structure is defines as maximizing the strengths and minimizing the
weaknesses of structures that are functional and divisional while network structure manages the
relationships between different organization.
Employee Involvement
1. The following are the 4 key elements of EI that promotes involvement of employee, except;
a. Power
b. Information
c. Technology
d. Rewards
Answer: C
Rationalization: The four key elements of EI that helps to promote the worker involvement are
power, information, knowledge and skills, and rewards. These elements have contributed to the
progress and success by seeing how the participation of employee in making decision could be
possible in an organization.
2. This refers to the element of EI that provides people with sufficient authority to make work related
decisions covers different issues such as methods, tasks, performance, customer service, and even
with employee selection.
a. Power
b. Information
c. Knowledge and skills
d. Rewards
Answer: A
Rationalization: Power is the element in employee involvement that provides people an authority
to construct a decision-making that are work related.
3. Timely access to relevant ______ is important in making decisions that are effective.
a. Knowledge
b. Skills
c. Information
d. Rewards
Answer: C
Rationalization: Access to relevant information is important in generating decisions that are
effective and flows freely to the people with authority to manage decision.
4. Employee involvement seeks to increase the individuals’ insights to the decision that may affect
organization performance.
Answer: True
Rationalization: Employee involvement is the label used to represent the set of implementation
and practices that started with the movement called quality-of-work life during the 1950s which
seeks to increase the insights and inputs of the members.
5. Matrix structures involve members in sorting out complex problems and builds an adaptability.
Answer: False
Rationalization: It should be parallel structure which involves members in solving and addressing
issues within an organization.
6. Total quality management is an approach that is more comprehensive in practicing employee
involvement.
Answer: True
Rationalization: TQM is also known as continuous process improvement or quality which refers to
a more comprehensive approach in applying employee involvement.
Work Design
1. This refers to the methods that seeks to utilize both interpersonal relationships and technical
aspects of the work systems.
a. Work design
b. Engineering approach
c. Sociotechnical approach
d. Motivational approach
Answer: C
Rationalization: Sociotechnical approach has led to a popularized form of work design coined as
self-managed teams which are devised as multi-skilled members.
2. This refers to the independence, freedom, as well as the discretion that the employee has to
perform.
a. Autonomy
b. Feedback
c. Differences
d. Motivation
Answer: A
Rationalization: Autonomy is one of the core dimensions of a job that refers to the independence
and freedom of an employee.
3. This is the most prevalent application of sociotechnical systems.
a. Self-managed work teams
b. Group-managed work teams
c. Autonomous-managed work teams
d. None of the above
Answer: A
Rationalization: Self-managed work teams is also referred as self-directed, self-regulating, and is
one of the most prevalent implementations of sociotechnical systems.
4. Work design is concerned with creating jobs and working groups that can produce high levels of
employee fulfillment as well as productivity.
Answer: True
Rationalization: Work design refers to creating job and work groups that can produce employee
involvement and productivity. It has three approaches – engineering approach, motivational
approach, and sociotechnical systems.
5. Sociotechnical approach is one of the oldest and prevalent approach in work design.
Answer: False
Rationalization: The most prevalent and oldest approach in work design is the engineering
approach. It suggests that work designs that are efficient are determined by giving a clear and
specific task.
6. Motivational approach sees that the effectiveness of activities in organization focuses on the
needs and satisfaction of its members.
Answer: True
Rationalization: Motivational approach gives individual an opportunity for autonomy,
responsibility, as well as closure and employee feedback.
Performance Management
1. This refers to the establishing and clear specifying of the employee goals.
a. Goal setting
b. Performance setting
c. Management setting
d. None of the above
Answer: A
Rationalization: Goal setting refers to the establishing and clarifying the goals needed to attain by
an employee and it can affect the performance on an individual in different ways.
2. This refers to the first step of goal setting process within an organization.
a. Diagnosis
b. Preparation for goal setting
c. Setting of goals
d. Review
Answer: A
Rationalization: First step of goal setting process is diagnosis of the job itself, work group, needs
of an employee. This provides relevant information about the nature of the goals.
3. This refers to the final step of the goal setting process.
a. Preparation of the goal setting
b. Setting of goals
c. Review
d. None of the above
Answer: C
Rationalization: The final step of goal setting process involves review in which the goals set are
assessed whether there are changes or modifications needed.
4. Setting of goals is the step in goal setting process which refers to the establishing of goals and
methods need to be used.
Answer: True
Rationalization: Setting of goals is the third stage in goal setting process that involves establishing goals
and measurement to be attained.
5. A feedback system which involves evaluation of an employee of work-group is called performance
appraisal.
Answer: True
Rationalization: Performance appraisal refers to the feedback system that evaluate the
performance of an individual or a work-group whether by a supervisor, manager, or even peers.
6. Organizational reward system is known as a weak incentive for improving employee performance
as it does not produce an employee productiveness.
Answer: False
Rationalization: Organizational rewards are known for its powerful motivation to enhance a high
level of employee satisfaction.
Developing Talent
1. This refers to working with members of the organization, particularly the managers and executives
that help them specify their goals.
a. Mentoring
b. Coaching
c. Career management
d. Career Planning
Answer: B
Rationalization: Coaching mainly refers to working with the organization members to clarify the
goals and improve their performance.
2. This refers to establishing a relationship of manager and someone who has more experience
within the organization.
a. Mentoring
b. Coaching
c. Career planning
d. Career management
3. This is an important tool in the development and retainment of an effective workforce.
a. Career planning and development
b. Career management
c. Coaching and mentoring
d. None of the above
Answer: A
Rationalization: The career planning and development is seen as an important tool for
development and retaining a workforce that is highly effective.
4. Realistic job preview is an intervention that gives applicants an insights and expectations about
the job they are planning to apply to.
Answer: True
Rationalization: Realistic job preview provides applicant a credible expectation about the work
requirement.
5. Consultative roles provide opportunities and application of wisdom as well as knowledge that
benefits other to develop in their career choice.
Answer: True
Rationalization: Consultative roles help individuals in their career choice as well as solving
problems within the organizations. This is mostly offered to the employees during the
maintenance and withdrawal stages.
6. Training and development is considered as one of the new strategies for change within the
organization.
Answer: False
Rationalization: One of the oldest strategies for change within the organization is the training and
development. This intervention is relevant to all the career stages as it helps the employees to
have skills and knowledge.
Managing Workforce Diversity
1. This intervention is designed to adapt in the increasing diversity within workforce and
environment.
a. Workforce diversity
b. Stress and wellness
c. Wellness and recreation
d. None of the above
Answer: A
Rationalization: Organizational development interventions requires to adapt in a diverse set of
preferences, needs, and lifestyles of their employee. With that, workforce diversity intervention is
designed to adapt in the increasing diversity.
2. ______ intervention addressed the importance of worker health and productivity.
a. Workforce diversity
b. Stress and wellness
c. Wellness and recreation
d. None of the above
Answer: B
Rationalization: Stress and wellness intervention addressed the link between the health of a
worker and their productivity within an organization.
3. This is a type of stress and wellness intervention that helps employees directly.
a. Employee Assistance Program
b. Employee Interventional Program
c. Employee Programs for Wellness
d. Health Facilitation Program
Answer: A
Rationalization: Employee assistance program is both an intervention and method that helps
individuals that affects their performance within the organization to identify, refer, and as well as
treat workers with personal problems
4. Sexual orientation does not affect how the organization thinks about the human resources.
Answer: False
Rationalization: Sexual orientation is seen to affect the way organizations about human resources,
primarily with regards with discrimination.
5. Culture and values have a wide implication in an organization.
Answer: True
Rationalization: A various values, ethics, as well as standard correct behavior is represented in
different culture that is why cultural diversity is considered as implication in organization that is
broad in nature.
6. Identifying stressors in an organization as well as personal that operates in particular
circumstances is called as charting stressors.
Answer: True
Rationalization: Charting stressor includes identifying personal and organizational stressors that
transpires in particular instances.
Synthesis:
The topics for the finals mainly addressed interpersonal relationships as well as the group
dynamics that occurs within an organization. Different situation may occur as not everyone has the same
personal preferences and styles, needs also varies from different people. Every individual within an
organization should learn how to perceive and understand the circumstances that happen in in their
environment, particularly with organizational environment, this will help them improve that situation they
are in. Additionally, the organization should be also responsible for their employee’s growth and
development. Planning interventions that require employee involvement will help them not only for
personal development but also with their way of accomplishing tasks. This could help them increase
productivity within working with other people. Another way of helping employee to improve their
relationships with co-worker as well as to those in higher level of organization is to have a broad range of
planned activities. This does not only improve interpersonal relationships but it also increases work
performance which could benefit the organization itself.
Practicing how to adapt to changes and diversity is also discussed. As we all know, workforce
diversity is seen to increase as time goes by. An organization should be able to distinguish various
differences of their members. Demands for the preferences should be met as it promotes workforce
diversity. Moreover, organization should also prioritize the welfare, wellness and health of their
employees. Recognizing and addressing the relationship of worker health and productivity is an important
aspect of different interventions. This helps them to increase and promote work productivity,
development, and also growth.
Organization is mainly responsible for things that may happen within their workforce. Increasing
motivation comes from the different intervention which benefits both the organization and the individuals
working to it. That is why it is necessary that the employee involvement is prioritized, as it promotes
healthy environment to the work environment. It also creates a place wherein issues are clearly identified
and addressed which leads to an environment that is well motivated and productive.