Question 1

Which reason as to why the applicability of OD and practicing OD in a global environment relates to much research having an ethnocentric view, which is of little value to global organizations that require collaboration across cultures and boundaries?
A) Culture-bound theory and practice
B) Evaluation is difficult
C) Variation in meaning
D) Hidden assumptions about monolithic practices and values

Accepted Answer

The reason given describes the limitations of culture-bound theory and practice, which stems from an ethnocentric view that fails to consider the cultural differences and diversity of global organizations. This makes it difficult to apply OD in a global environment without adapting it to the local context. As a result, the application of OD must consider the variations in meaning and hidden assumptions about monolithic practices and values to ensure its effectiveness in diverse cultural settings.

Question 2

______ is defined as the extent to which the less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally.
A) Power distance
B) Uncertainty avoidance
C) Individualism-Collectivism
D) Masculinity-Femininity

Accepted Answer

Power distance refers to the extent to which there is an expectation and acceptance of unequal distribution of power within a society. This dimension was introduced by Hofstede as one of the five cultural dimensions that explain differences in workplace values and behaviors across different cultures. Countries with high power distance tend to prioritize authority and hierarchy, while countries with low power distance tend to value individual autonomy and empowerment.

Question 3

______ societies are those in which people from birth onward are integrated into strong, cohesive in-groups, which throughout people's lifetime continue to protect them in exchange for unquestioning loyalty.
A) Powerful
B) Uncertain
C) Individualist
D) Collectivist

Accepted Answer

The description in the sentence matches the characteristics of a collectivist society, where group harmony and loyalty are prioritized over individualistic pursuits or self-interest.

Question 4

Which reason as to why the applicability of OD and practicing OD in a global environment discusses broad conclusions about culture at the general level not necessarily aligning with the individual level?
A) Culture-bound theory and practice
B) Cultural generalizations and the prediction of behavior
C) Variation in meaning
D) Culture variation and change

Accepted Answer

This reason discusses how cultural generalizations can be made at a broad level, but may not apply to every individual within that culture. It highlights the importance of being aware of cultural differences and avoiding assumptions or stereotypes about behavior.

Question 5

Cultures low in ______ are more compatible with organization development, with more decentralized, flatter, and collaborative organizations.
A) power distance
B) uncertainty avoidance
C) indulgence
D) restraint

Accepted Answer

Cultures low in power distance (the degree of inequality among people that is perceived as normal) are more compatible with organization development because they tend to have more decentralized, flatter, and collaborative organizations. In such cultures, employees are encouraged to participate in decision-making and there is less emphasis on hierarchy and status. Cultures high in power distance, on the other hand, tend to be more centralized and hierarchical, with a clear chain of command and strict adherence to rules and procedures.

Question 6

______ defines emotional gender roles.
A) Short-term-Long-term
B) Uncertainty avoidance
C) Individualism-Collectivism
D) Masculinity-Femininity

Accepted Answer

Masculinity-Femininity is the dimension that defines emotional gender roles. It refers to the extent to which a culture values traditionally masculine or feminine traits such as assertiveness, ambition, and caring for others. Cultures with high masculinity tend to value competition, achievement, and assertiveness, while cultures with high femininity tend to value cooperation, nurturance, and quality of life.

Question 7

Organization development is less compatible with cultures high in ______ because of more structured, more bureaucratic organizations, and more task oriented, less flexible managers.
A) power distance
B) uncertainty avoidance
C) indulgence
D) restraint

Accepted Answer

Cultures high in uncertainty avoidance tend to prefer structure and rules, and may be less open to change and flexibility. This may make them less compatible with the fluid and adaptable approach of organization development.

Question 8

______ societies are defined as those in which the ties between individuals are loose; everyone is expected to look after himself or herself and his or her immediate family.
A) Powerful
B) Uncertain
C) Individualist
D) Collectivist

Accepted Answer

Individualist societies prioritize individualism and self-reliance rather than group or community values. These societies emphasize personal achievement, individual rights, and independence. In individualist societies, people tend to look after themselves and their immediate family rather than relying on extended family or social institutions to provide support. Examples of individualist societies include the United States, Canada, and most Western European countries.

Question 9

Cultures low in ______ are more compatible as indicated by more collaboration, rejection of Theory X, and greater gender equity.
A) power distance
B) uncertainty avoidance
C) masculinity
D) femininity

Accepted Answer

The answer of Cultures low in ______ are more compatible...

Question 10

______ describes the degree to which a culture emphasizes the future or the past and present.
A) Short-term-Long-term
B) Uncertainty avoidance
C) Individualism-Collectivism
D) Indulgence-Restraint

Accepted Answer

Short-term-Long-term orientation refers to a cultural dimension that describes the degree to which a culture emphasizes the future (long-term) or the past and present (short-term). This dimension was identified by Hofstede in his cultural framework, where he found that some cultures tend to focus more on short-term gains and immediate gratification, while others are more concerned with long-term planning and delayed gratification. Examples of short-term oriented cultures include the United States, while examples of long-term oriented cultures include China and Japan.

Question 11

Which reason as to why the applicability of OD and practicing OD in a global environment is essentially associated with confusion or lack of consistency in terminology and application?
A) Culture-bound theory and practice
B) Cultural generalizations and the prediction of behavior
C) Variation in meaning
D) Hidden assumptions about monolithic practices and values

Accepted Answer

The variation in meaning associated with different cultural contexts often creates confusion or lack of consistency in terminology and application of OD in a global environment. This is because terminologies and applications may have different interpretations and implications across cultures, leading to misunderstandings and ineffective interventions. Culture-bound theory and practice, cultural generalizations, and hidden assumptions about monolithic practices and values may also contribute to the challenge of practicing OD in a global environment, but variation in meaning is the most directly related reason to the issue of consistency in terminology and application.

Question 12

Which assumption or generalization about how OD interventions are practiced in global environments sees both OD and national culture as having shared values?
A) unity of practice
B) inherent value
C) unity of values
D) universal values

Accepted Answer

The answer of Which assumption or generalization about how OD...

Question 13

Organization development is less compatible with cultures high in ______ because of more centralized, more hierarchical, and control-oriented organizations.
A) power distance
B) uncertainty avoidance
C) indulgence
D) restraint

Accepted Answer

Organization development emphasizes collaboration, empowerment, and participative decision-making. Cultures with high power distance tend to have more centralized and hierarchical structures, with power concentrated at the top. They may be less receptive to the changes advocated by organization development, which aim to distribute power and decision-making authority more widely throughout the organization. Cultures high in uncertainty avoidance, indulgence, or restraint do not necessarily pose the same compatibility issues for organization development.

Question 14

Which reason as to why the applicability of OD and practicing OD in a global environment is actually the same as assessing it in a single culture?
A) Culture-bound theory and practice
B) Evaluation is difficult
C) Variation in meaning
D) Hidden assumptions about monolithic practices and values

Accepted Answer

The answer of Which reason as to why the applicability...

Question 15

______ is defined as the extent to which the members of a culture feel threatened by ambiguous or unknown situations.
A) Power distance
B) Uncertainty avoidance
C) Individualism-Collectivism
D) Masculinity-Femininity

Accepted Answer

Uncertainty avoidance refers to the level of discomfort or anxiety experienced by members of a society when facing unknown or ambiguous situations. It is often characterized by strict social norms, rules, and beliefs that help to minimize uncertainty and create a sense of order and predictability.

Question 16

Which assumption or generalization about how OD interventions are practiced in global environments sees OD values as universal and unchanging?
A) unity of practice
B) inherent value
C) unity of values
D) universal values

Accepted Answer

The answer of Which assumption or generalization about how OD...

Question 17

______ refers to a tendency to allow relatively free gratification of basic and natural human desires related to enjoying life and having fun versus a conviction that such gratification needs to be curbed and regulated by strict social norms.
A) Short-term-Long-term
B) Uncertainty avoidance
C) Individualism-Collectivism
D) Indulgence-Restraint

Accepted Answer

The concept described in the question is the dimension of indulgence versus restraint, as described by cultural theorist Geert Hofstede. This dimension refers to the extent to which a culture allows for the indulgence of natural and basic human desires, such as pleasure-seeking and enjoyment, versus the extent to which such desires are regulated and curbed by strict social norms.

Question 18

Which assumption or generalization about how OD interventions are practiced in global environments assumes that all OD interventions are practiced in the same way?
A) unity of practice
B) inherent value
C) unity of values
D) universal values

Accepted Answer

The assumption of unity of practice assumes that all OD interventions are practiced in the same way, which is not true as different cultural and contextual factors affect how OD interventions are designed and implemented in global environments.

Question 19

Which assumption or generalization about how OD interventions are practiced in global environments assumes that underlying values of different OD interventions all reflect equivalent core values?
A) unity of practice
B) inherent value
C) unity of values
D) universal values

Accepted Answer

The assumption of "unity of values" suggests that different OD interventions reflect equivalent core values, implying that the same value system guides the practice worldwide.

Question 20

Cultures changing over time and the presence of subcultures are relevant to which reason of applicability of OD and practicing OD in a global environment?
A) Culture-bound theory and practice
B) Cultural generalizations and the prediction of behavior
C) Variation in meaning
D) Culture variation and change

Accepted Answer

Cultures changing over time and the presence of subcultures are relevant to the reason of culture variation and change, which is one of the reasons why practicing OD in a global environment is applicable. As cultures evolve and change, it is necessary for OD practitioners to adapt their strategies and interventions to ensure their effectiveness in different cultural settings. Additionally, the presence of subcultures within a larger cultural context can also create unique challenges and opportunities for OD interventions.

Quiz 15: Global Issues in Organization Development

Which reason as to why the applicability of OD and practicing OD in a global environment relates to much research having an ethnocentric view, which is of little value to global organizations that require collaboration across cultures and boundaries?

______ is defined as the extent to which the less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally.

______ societies are those in which people from birth onward are integrated into strong, cohesive in-groups, which throughout people's lifetime continue to protect them in exchange for unquestioning loyalty.

Which reason as to why the applicability of OD and practicing OD in a global environment discusses broad conclusions about culture at the general level not necessarily aligning with the individual level?

Cultures low in ______ are more compatible with organization development, with more decentralized, flatter, and collaborative organizations.

______ defines emotional gender roles.

Organization development is less compatible with cultures high in ______ because of more structured, more bureaucratic organizations, and more task oriented, less flexible managers.

______ societies are defined as those in which the ties between individuals are loose; everyone is expected to look after himself or herself and his or her immediate family.

Cultures low in ______ are more compatible as indicated by more collaboration, rejection of Theory X, and greater gender equity.

______ describes the degree to which a culture emphasizes the future or the past and present.

Which reason as to why the applicability of OD and practicing OD in a global environment is essentially associated with confusion or lack of consistency in terminology and application?

Which assumption or generalization about how OD interventions are practiced in global environments sees both OD and national culture as having shared values?

Organization development is less compatible with cultures high in ______ because of more centralized, more hierarchical, and control-oriented organizations.

Which reason as to why the applicability of OD and practicing OD in a global environment is actually the same as assessing it in a single culture?

______ is defined as the extent to which the members of a culture feel threatened by ambiguous or unknown situations.

Which assumption or generalization about how OD interventions are practiced in global environments sees OD values as universal and unchanging?

______ refers to a tendency to allow relatively free gratification of basic and natural human desires related to enjoying life and having fun versus a conviction that such gratification needs to be curbed and regulated by strict social norms.

Which assumption or generalization about how OD interventions are practiced in global environments assumes that all OD interventions are practiced in the same way?

Which assumption or generalization about how OD interventions are practiced in global environments assumes that underlying values of different OD interventions all reflect equivalent core values?

Cultures changing over time and the presence of subcultures are relevant to which reason of applicability of OD and practicing OD in a global environment?