Organization Development-test Your Knowledge

Cognitive dissonance refers to the psychological stress or discomfort that arises when there is a perceived inconsistency between one's beliefs or attitudes and their behavior or the information they receive. In this context, it is the stress that occurs when there is a difference between what is currently happening and a person's key belief about what should be happening. This stress motivates individuals to reduce the dissonance by either changing their beliefs or behavior to align with each other.

In McLelland's theory of motivation, all of the options listed - affiliation, achievement, and power - are considered factors for motivation. According to this theory, individuals are motivated by their need for affiliation, which refers to the desire to establish and maintain positive relationships with others. They are also motivated by their need for achievement, which is the drive to excel and accomplish challenging goals. Additionally, the need for power, or the desire to control and influence others, is another factor that can motivate individuals. Therefore, all three options are valid factors for motivation in McLelland's theory.

Any change can not be termed as Organization Development intervention. It has to fulfill all other requirements of being long-term,planned,increasing organization effectiveness and application of behavioral science, for being called OD intervention.

Andragogy is the correct answer because it refers to the theory of adult learning. It focuses on the specific needs and characteristics of adult learners, such as their self-directedness, prior experiences, and motivation. Andragogy recognizes that adults learn differently from children and emphasizes the importance of active participation, problem-solving, and practical application of knowledge. This term is commonly used in the field of education to distinguish adult learning from pedagogy, which is the theory of teaching children.

The Sociotechnical Systems approach is based on the impact of organizational and technical changes on social systems. This approach recognizes that both the organizational and technical aspects of a system are interconnected and influence each other. It emphasizes the importance of considering social factors, such as organizational culture and human behavior, when implementing technological changes in a system. By understanding and managing the impact of these changes on social systems, organizations can ensure successful implementation and adoption of new technologies.

Transactional Analysis is credited to Eric Berne

The model has three layers only - Artefacts, Espoused Values , Shared Assumptions

Chrys Argyris is credited with coining the terms "Espoused Values" and "Values in Action." He was a renowned organizational theorist and psychologist known for his work on organizational learning and human behavior in organizations. Argyris emphasized the importance of aligning an organization's espoused values (the values it claims to hold) with its values in action (the values it actually demonstrates through behavior and decision-making). His research highlighted the need for organizations to bridge the gap between what they say they value and how they actually behave in order to create a more effective and ethical work culture.

Wilfred Bion is the correct answer because he is known for pioneering the work on the "Tavistock Method." The Tavistock Method is a group dynamics approach that focuses on understanding and improving group behavior and performance. Bion, a British psychoanalyst and psychiatrist, conducted extensive research and developed theories on group dynamics and the unconscious processes within groups. His work at the Tavistock Institute in London greatly influenced the field of organizational development and group therapy.

The Belbin Team Roles theory suggests that there are nine different roles that individuals can adopt within a team. These roles include the Plant, Resource Investigator, Coordinator, Shaper, Monitor Evaluator, Team Worker, Implementer, Completer Finisher, and Specialist. Each role has its own unique characteristics and strengths, and when combined effectively, they can contribute to the overall success of the team. Therefore, the correct answer is 9.