To be a successful in international settings, the OD practitioner must A. provide feedback once process is complete. B. adapt the action research process to fit the cultural context. C. educate client on their own cultural biases. D. follow the same general model of planned change as in domestic settings.
要在国际环境中取得成功，OD 从业者必须 A. 在流程完成后提供反馈。B. 调整行动研究过程以适应文化背景。C. 教育客户了解他们自己的文化偏见。D. 遵循与国内环境相同的计划变更的一般模型。
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To be successful in international settings, the OD (Organizational Development) practitioner must:
要在国际环境中取得成功，OD（组织发展）从业者必须：
B. adapt the action research process to fit the cultural context
B. 调整行动研究过程以适应文化背景.
Adapting the action research process to the cultural context is crucial because different cultures have unique norms, values, and practices that can significantly impact the effectiveness of OD interventions. An OD practitioner must be culturally sensitive and flexible, tailoring their approaches to align with the specific cultural environment they are working within to ensure relevance and effectiveness. This adaptation helps in gaining trust, facilitating better communication, and ultimately achieving successful outcomes.
使行动研究过程适应文化背景至关重要，因为不同的文化具有独特的规范、价值观和做法，这些规范、价值观和做法会显着影响 OD 干预的有效性。OD 从业者必须具有文化敏感性和灵活性，根据他们所处的特定文化环境调整他们的方法，以确保相关性和有效性。这种适应有助于获得信任，促进更好的沟通，并最终取得成功。
One of the major limitations of the internal consultant is A. their potential loss of objectivity. B. their lack of understanding of the organization. C. their access to information. D. their lack of training.
内部顾问的主要限制之一是 A. 他们可能会失去客观性。B. 他们对组织缺乏了解。C. 他们获取信息。D. 他们缺乏培训。
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One of the major limitations of the internal consultant is:
内部顾问的主要限制之一是：
A. their potential loss of objectivity
A. 他们可能失去客观性.
Internal consultants may struggle with maintaining objectivity due to their close relationships with colleagues and their involvement in the organization's culture and politics. This proximity can lead to biases that might influence their assessments and recommendations, potentially compromising the effectiveness of their interventions.
由于内部顾问与同事的密切关系以及他们对组织文化和政治的参与，他们可能难以保持客观性。这种接近可能会导致偏见，从而影响他们的评估和建议，从而可能影响他们干预措施的有效性。
Establishing a "diagnostic relationship" refers to A. getting to know the client one-on-one. B. clarifying expectations between relevant organizational members and the consultant. C. gathering data with organizational members. D. meeting organizational members regularly.
建立“诊断关系”是指 A. 一对一地了解客户。B. 澄清相关组织成员和顾问之间的期望。C. 与组织成员一起收集数据。D. 定期与组织成员会面。
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Establishing a "diagnostic relationship" refers to:
建立“诊断关系”是指：
B. clarifying expectations between relevant organizational members and the consultant
B. 澄清相关组织成员和顾问之间的期望.
This step involves setting clear, mutual expectations and understanding between the consultant and the organization's key stakeholders. It ensures that both parties agree on the goals, processes, and scope of the diagnostic activities, facilitating a collaborative and effective consulting engagement.
此步骤涉及在顾问和组织的主要利益相关者之间设定明确、相互的期望和理解。它确保双方就诊断活动的目标、流程和范围达成一致，从而促进协作和有效的咨询参与。
Which of the following is NOT a typical "core" skill of an OD practitioner? A. intrapersonal skills B. general consultation skills C. financial management skills D. interpersonal skills
以下哪项不是 OD 从业者的典型“核心”技能？A. 人际交往技巧 B. 一般咨询技巧 C. 财务管理技巧 D. 人际交往技巧
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The option that is NOT a typical "core" skill of an OD practitioner is:
不是 OD 从业者的典型“核心”技能的选项是：
C. financial management skills
C. 财务管理技巧
Core skills of an OD practitioner typically include intrapersonal skills, general consultation skills, and interpersonal skills, as these are crucial for understanding and facilitating organizational change processes. Financial management skills, while valuable in many contexts, are not considered a core skill specific to the practice of organizational development.
OD 从业者的核心技能通常包括个人内交技能、一般咨询技能和人际交往技能，因为这些对于理解和促进组织变革过程至关重要。财务管理技能虽然在许多情况下很有价值，但并不被视为特定于组织发展实践的核心技能。
The assumption underlying the use of survey feedback in OD is that A. surveys are the best way to collect data. B. responses and surveys are easily interpreted. C. surveys allow one to collect a great deal of data. D. surveys can provide feedback to the organization and be used to initiate change.
在 OD 中使用调查反馈的基础假设是 A. 调查是收集数据的最佳方式。B. 回复和调查易于解释。C. 调查允许收集大量数据。D. 调查可以向组织提供反馈并用于发起变革。
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The assumption underlying the use of survey feedback in OD is that:
在 OD 中使用调查反馈的基础假设是：
D. surveys can provide feedback to the organization and be used to initiate change
D. 调查可以向组织提供反馈并用于发起变革.
This assumption is based on the idea that surveys can effectively gather data on organizational issues, and the feedback from these surveys can help identify areas for improvement and serve as a basis for planning and implementing changes within the organization.
这一假设基于这样一种想法，即调查可以有效地收集有关组织问题的数据，并且这些调查的反馈可以帮助确定需要改进的领域，并作为在组织内规划和实施变革的基础。
Which of the following is a foundation competency required of organization development practitioners? A. organizational development history B. organization design C. individual psychology D. systems dynamics
以下哪项是组织发展从业者所需的基础能力？A. 组织发展历史 B. 组织设计 C. 个体心理学 D. 系统动力学
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A foundation competency required of organization development practitioners is:
组织发展从业者所需的基础能力是：
D. systems dynamics
D. 系统动力学
Systems dynamics involves understanding the complex interactions within an organization and how changes in one part of the system can impact other parts. This competency is fundamental for OD practitioners as it helps them to analyze, design, and implement effective interventions that consider the organization as a whole.
系统动力学涉及了解组织内部的复杂交互以及系统某一部分的变化如何影响其他部分。这种能力对于 OD 从业者来说至关重要，因为它可以帮助他们分析、设计和实施将组织视为一个整体的有效干预措施。
Which is generally correct concerning OD practitioners? A. They are people utilizing OD principles in their profession. B. They may share a common set of humanistic values. C. They have similar training, skills, and knowledge. D. All of these are correct.
关于 OD 从业者，哪个通常是正确的？一个。他们是在他们的职业中使用 OD 原则的人。B.他们可能拥有一套共同的人文价值观。C. 他们接受过类似的培训、技能和知识。D. 所有这些都是正确的。
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D. All of these are correct.
D. 所有这些都是正确的。
OD practitioners are indeed people who utilize OD principles in their profession, often share a common set of humanistic values, and generally have similar training, skills, and knowledge related to organizational development.
OD 实践者确实是在其职业中使用 OD 原则的人，通常具有一套共同的人文价值观，并且通常具有与组织发展相关的相似培训、技能和知识。
In the three-step model of change, change is brought about by A. reinforcing organizational culture. B. providing laboratory training. C. ensuring equilibrium. D. increasing forces for change.
在变革的三步模型中，变革是通过 A. 加强组织文化带来的。B. 提供实验室培训。C. 确保平衡。D. 增加变革的力量。
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In the three-step model of change, change is brought about by:
在变革的三步模型中，变革是由以下因素带来的：
D. increasing forces for change
D. 增加变革的力量.
Kurt Lewin's three-step model of change includes the stages of unfreezing, changing, and refreezing. During the unfreezing stage, the goal is to create awareness of the need for change by increasing the forces that support change while decreasing the forces that resist it. This helps to move the organization out of its current equilibrium and prepare it for the change process.
Kurt Lewin 的三步变化模型包括解冻、改变和重新冻结的阶段。在解冻阶段，目标是通过增加支持变革的力量，同时减少抵制变革的力量，提高对变革需求的认识。这有助于使组织摆脱当前的平衡并为变革过程做好准备。
The three sequential steps in the three-step change model are A. unfreezing, refraining, and refreezing. B. freezing, moving, and changing. C. changing, moving, and freezing. D. unfreezing, moving, and refreezing.
三步变化模型中的三个连续步骤是 A. 解冻、克制和重新冻结。B. 冻结、移动和变化。C. 变化、移动和冻结。D. 解冻、移动和再冻结。
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The three sequential steps in the three-step change model are:
三步变更模型中的三个连续步骤是：
D. unfreezing, moving, and refreezing
D. 解冻、移动和重新冻结.
Kurt Lewin's model involves:
Kurt Lewin 的模型包括：
Unfreezing: Creating awareness for the need for change and preparing the organization by breaking down the existing status quo.
解冻 ：通过打破现有现状，提高对变革需求的认识并为组织做好准备。
Moving: Implementing the change process by introducing new behaviors, processes, or ways of thinking.
移动 ：通过引入新的行为、流程或思维方式来实施变革过程。
Refreezing: Solidifying the new state after the change to ensure that it is sustained over time.
重新冻结 ：在更改后巩固新状态，以确保它随着时间的推移而持续。
Which activity is NOT part of the general model of planned change? A. diagnosing B. entering and contracting C. interviews and action planning D. planning and implementing
哪些活动不是计划变更的一般模型的一部分？A. 诊断 B. 签订合同 C. 面谈和行动计划 D. 规划和实施
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The activity that is NOT part of the general model of planned change is:
不属于计划变更的一般模型的活动是：
C. interviews and action planning
C. 访谈和行动计划
While interviews can be a technique used during the diagnosing phase, and action planning is part of the planning and implementing phase, "interviews and action planning" as a combined standalone activity is not typically listed as one of the core phases in the general model of planned change. The general model typically includes the phases of entering and contracting, diagnosing, planning and implementing, and evaluating and institutionalizing.
虽然访谈可以成为诊断阶段使用的一种技术，而行动计划是规划和实施阶段的一部分，但“访谈和行动计划”作为一项组合的独立活动，通常不会被列为计划变更的一般模型中的核心阶段之一。一般模型通常包括进入和签约、诊断、规划和实施以及评估和制度化阶段。
The process of entering a client system consists of A. clarifying the issue, determining the relevant client, and selecting a practitioner. B. walking around and getting a sense of the culture. C. clarifying the issue, mapping political processes, negotiating with the client. D. agreeing the client has a problem and determining the appropriate action plan.
进入客户系统的过程包括 A. 澄清问题、确定相关客户和选择从业者。B. 四处走走，感受一下文化。C. 澄清问题，绘制政治进程，与客户谈判。D. 同意客户有问题并确定适当的行动计划。
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The process of entering a client system consists of:
进入客户端系统的过程包括：
C. clarifying the issue, mapping political processes, negotiating with the client.
C. 澄清问题，绘制政治进程，与客户谈判。
Entering a client system involves understanding the organizational context, clarifying the issue or problem to be addressed, mapping out the political landscape and key stakeholders, and negotiating with the client to establish the terms of engagement and the scope of the intervention. This process sets the stage for the effective delivery of organizational development services.
进入客户系统包括了解组织环境、澄清要解决的问题或问题、绘制政治格局和关键利益相关者，并与客户谈判以确定参与条款和干预范围。这个过程为有效提供组织发展服务奠定了基础。
Diagnosis helps OD practitioners A. understand how the organization is functioning. B. gather information necessary to design change interventions. C. evaluate effective interventions. D. create operations manuals for group processes.
诊断有助于 OD 从业者 A. 了解组织的运作方式。B. 收集设计变更干预所需的信息。C. 评估有效的干预措施。D. 为集团流程创建作手册。
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Diagnosis helps OD practitioners:
诊断有助于 OD 从业者：
B. gather information necessary to design change interventions.
湾。 收集设计变更干预措施所需的信息。
Diagnosis involves systematically gathering data and information about the organization's current state, including its strengths, weaknesses, opportunities, and threats. This information is essential for designing effective change interventions tailored to the specific needs and context of the organization. While diagnosis also contributes to understanding how the organization is functioning (option A), its primary purpose in the context of OD is to inform the design of change interventions.
诊断涉及系统地收集有关组织当前状态的数据和信息，包括其优势、劣势、机会和威胁。这些信息对于根据组织的特定需求和背景设计有效的变革干预措施至关重要。虽然诊断也有助于了解组织的运作方式（选项 A），但在 OD 的背景下，其主要目的是为变革干预的设计提供信息。
Organization development has emerged from _____. A. applied behavioral science B. laboratory training C. survey feedback D. all of the above
组织发展源于_____。A. 应用行为科学 B. 实验室培训 C. 调查反馈 D. 以上所有
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Organization development has emerged primarily from:
组织发展主要来自：
A. applied behavioral science
A. 应用行为科学.
Applied behavioral science, which encompasses various fields such as psychology, sociology, and anthropology, has provided the theoretical foundation and methodologies for organization development. While laboratory training and survey feedback are techniques or methods sometimes used within OD, they are not the primary sources from which OD has emerged. Therefore, the correct answer is A.
应用行为科学涵盖心理学、社会学和人类学等各个领域，为组织发展提供了理论基础和方法。虽然实验室培训和调查反馈是 OD 中有时使用的技术或方法，但它们并不是 OD 出现的主要来源。因此，正确答案是 A。
Questionnaires are often used because A. they can collect data from many people. B. data can be analyzed quickly. C. they are inexpensive on a per-person basis. D. All of these are correct.
经常使用问卷是因为 A. 他们可以从许多人那里收集数据。B. 可以快速分析数据。C. 它们按每人计算很便宜。D. 所有这些都是正确的。
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Questionnaires are often used because:
经常使用调查问卷是因为：
D. All of these are correct
D. 所有这些都是正确的.
Questionnaires offer several advantages, including the ability to collect data from many people efficiently, the quick analysis of data once collected, and their cost-effectiveness on a per-person basis compared to other data collection methods such as interviews or focus groups. Therefore, all the options provided are correct.
问卷具有多项优势，包括能够有效地从许多人那里收集数据、收集后快速分析数据，以及与其他数据收集方法（如访谈或焦点小组）相比，它们在每个人基础上的成本效益。因此，提供的所有选项都是正确的。
Observations can be particularly helpful in diagnosing A. interpersonal relations. B. organizational control structures. C. performance appraisal systems. D. organization structure.
观察对诊断 A. 人际关系特别有帮助。B. 组织控制结构。C. 绩效评估制度。D. 组织结构。
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Observations can be particularly helpful in diagnosing:
观察结果对诊断特别有帮助：
A. interpersonal relations
A. 人际关系.
Observations allow OD practitioners to directly witness and assess interpersonal interactions, communication patterns, and the quality of relationships within the organization. By observing behaviors and dynamics firsthand, practitioners can gain insights into the strengths and weaknesses of interpersonal relations, which is crucial for diagnosing issues related to teamwork, collaboration, leadership, and organizational culture. While observations can also provide insights into other aspects such as organizational control structures, performance appraisal systems, and organization structure, they are particularly effective for understanding interpersonal relations.
观察使 OD 从业者能够直接见证和评估人际互动、沟通模式和组织内的关系质量。通过亲身观察行为和动态，从业者可以深入了解人际关系的优势和劣势，这对于诊断与团队合作、协作、领导力和组织文化相关的问题至关重要。虽然观察也可以提供对其他方面的见解，例如组织控制结构、绩效评估系统和组织结构，但它们对于理解人际关系特别有效。
The action research model focuses on A. reporting new data from previous research. B. heavy diagnosis after acting, planning, and implementation. C. reducing the process of psychological disconfirmation. D. planned change as a cyclical process.
行动研究模型侧重于 A. 报告来自先前研究的新数据。B. 行动、计划和实施后的繁重诊断。C. 减少心理否定的过程。D. 计划变更是一个周期性过程。
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The action research model focuses on:
行动研究模型侧重于：
D. planned change as a cyclical process
D. 计划变更是一个周期性过程.
In the action research model, change is approached as a continuous and iterative process involving cycles of planning, action, observation, and reflection. This cyclical approach allows for ongoing learning, adaptation, and improvement based on the feedback and outcomes of previous actions. The emphasis is on engaging stakeholders in the process, gathering data to inform decision-making, implementing interventions, and continuously evaluating and refining the approach based on feedback.
在行动研究模型中，变革被视为一个持续的迭代过程，涉及规划、行动、观察和反思的循环。这种循环方法允许根据先前行动的反馈和结果进行持续学习、适应和改进。重点是让利益相关者参与到过程中，收集数据为决策提供信息，实施干预措施，并根据反馈不断评估和完善方法。
The burden of responsibility for selecting an OD consultant lies entirely with A. the client organization. B. the manager of the client organization. C. the consultant. D. both the client organization and the consultant.
选择 OD 顾问的责任完全在于 A. 客户组织。B. 客户组织的经理。C. 顾问。D. 客户组织和顾问。
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The burden of responsibility for selecting an OD consultant lies with:
选择 OD 顾问的责任在于：
D. both the client organization and the consultant
D. 客户组织和顾问.
Selecting an OD consultant is typically a collaborative process between the client organization and the consultant. The client organization needs to determine its specific needs, goals, and criteria for selecting a consultant, while the consultant needs to assess their own expertise, fit with the organization's needs, and availability to take on the project. Effective selection involves mutual understanding, agreement, and collaboration between both parties to ensure a successful consulting engagement.
选择 OD 顾问通常是客户组织和顾问之间的协作过程。客户组织需要确定其选择顾问的具体需求、目标和标准，而顾问需要评估自己的专业知识、是否符合组织的需求以及承担项目的可用性。有效的选择涉及双方之间的相互理解、协议和合作，以确保成功的咨询业务。
An organization-level diagnosis is appropriate when A. groups are struggling with goal clarity. B. the desired effectiveness of the firm has not yet been obtained. C. tasks are being redesigned to enhance task significance. D. problems regarding employee effectiveness on an individual level exist.
当 A. 团队正在努力实现目标清晰度时，组织级别的诊断是合适的。B. 尚未获得公司的预期效果。C. 正在重新设计任务以增强任务的重要性。D. 在个人层面上存在有关员工效能的问题。
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An organization-level diagnosis is appropriate when:
在以下情况下，组织级别的诊断是合适的：
B. the desired effectiveness of the firm has not yet been obtained
B. 尚未获得公司的预期效果.
Organization-level diagnosis focuses on examining the overall functioning and performance of the entire organization. It is particularly relevant when there are concerns or opportunities related to the achievement of organizational goals, effectiveness, efficiency, culture, structure, systems, or strategy. Therefore, when the desired effectiveness of the firm has not yet been obtained, an organization-level diagnosis is appropriate to identify areas for improvement and inform strategic interventions at the organizational level.
组织级诊断侧重于检查整个组织的整体运作和绩效。当存在与实现组织目标、有效性、效率、文化、结构、系统或战略相关的问题或机会时，它尤其相关。因此，当公司尚未获得预期的效果时，组织层面的诊断是合适的，以确定需要改进的领域并为组织层面的战略干预提供信息。
Which of the following is NOT one of Porter's five forces that define the task environment? A. threats of substitutes B. organization member perceptions C. supplier and buyer power D. rivalry among competitors
以下哪项不是定义任务环境的 Porter 五大力量之一？A. 替代品的威胁 B. 组织成员的看法 C. 供应商和买方的力量 D. 竞争对手之间的竞争
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The option that is NOT one of Porter's five forces that define the task environment is:
不是定义任务环境的 Porter 的五种力量之一的选项是：
B. organization member perceptions
湾。 组织成员看法
Porter's five forces framework includes:
波特的五力框架包括：
A. Threats of substitutes C. Supplier and buyer power D. Rivalry among competitors
A. 替代品的威胁 C. 供应商和买方的权力 D. 竞争对手之间的竞争
These forces help analyze the competitive intensity and attractiveness of an industry, but "organization member perceptions" is not part of this framework.
这些力量有助于分析一个行业的竞争强度和吸引力，但“组织成员的看法”不是这个框架的一部分。
Which of the following is a design component relevant for group level systems? A. goal clarity B. group norms C. task structure D. All of these are correct.
以下哪项是与组级系统相关的设计组件？A. 目标明确性 B. 小组规范 C. 任务结构 D.所有这些都是正确的。
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All of the following are design components relevant for group-level systems:
以下所有组件都是与组级系统相关的设计组件：
D. All of these are correct.
D. 所有这些都是正确的。
A. Goal clarity B. Group norms C. Task structure
A. 目标明确性 B. 小组规范 C. 任务结构
These components are crucial for shaping the functioning and effectiveness of groups within an organization. Goal clarity ensures that members understand the objectives they are working towards. Group norms establish the accepted behaviors and expectations within the group. Task structure defines the nature and organization of tasks and responsibilities within the group. Each of these components influences how groups operate and contribute to organizational outcomes.
这些组成部分对于塑造组织内团队的运作和有效性至关重要。目标明确性确保成员了解他们正在努力实现的目标。群体规范确立了群体内公认的行为和期望。任务结构定义组内任务和职责的性质和组织。这些组成部分中的每一个都会影响团队的运作方式并影响组织成果。
What are the key properties of a system? A. inputs, transformations, and outputs B. feedback C. equifinality D. All of these are correct.
系统的关键属性是什么？A. 输入、转换和输出 B. 反馈 C. 等定性 D.所有这些都是正确的。
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The key properties of a system include:
系统的关键属性包括：
D. All of these are correct.
D. 所有这些都是正确的。
A. Inputs, transformations, and outputs: Systems take inputs, process or transform them in some way, and produce outputs. B. Feedback: Systems often have mechanisms for receiving feedback on their outputs and adjusting their operations accordingly. C. Equifinality: Systems can achieve the same final state or outcome through different paths or processes.
A. 输入、转换和输出：系统接受输入，以某种方式处理或转换它们，并生成输出。B. 反馈：系统通常具有接收其输出反馈并相应地调整其作的机制。C. 等定性：系统可以通过不同的路径或过程实现相同的最终状态或结果。
If you are the OD practitioner entering into a contract relationship, who is your 'relevant' client? A. individuals who are included in a survey B. generally those who can directly impact change issues C. everyone in the organization D. everyone who contributes to the problem
如果您是建立合同关系的 OD 从业者，谁是您的“相关”客户？A. 调查中包含的个人 B. 通常是可以直接影响变更问题的人员 C. 组织中的每个人 D. 导致问题的每个人
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When entering into a contract relationship as an OD practitioner, your 'relevant' client is typically:
当作为 OD 从业者建立合同关系时，您的“相关”客户通常是：
B. generally those who can directly impact change issues
B. 通常是那些可以直接影响变更问题的人.
In the context of OD, the relevant client refers to the individuals or groups within the organization who have the authority, influence, or stake in the change process. These are the stakeholders who can directly impact the issues being addressed through the OD intervention. While feedback from various sources such as surveys or input from different organizational members may be considered, the primary focus is on those who have the capacity to drive or support change initiatives.
在 OD 的上下文中，相关客户是指组织内在变革过程中具有权威、影响力或利益的个人或团体。这些利益相关者可以直接影响通过 OD 干预解决的问题。虽然可能会考虑来自各种来源的反馈（例如调查或来自不同组织成员的意见），但主要关注点是那些有能力推动或支持变革计划的人。
According to the Managerial Grid, an individual's style can best be described as A. how he or she interacts with management B. the way he or she dresses C. his or her concern for production and people D. the way he or she deals with problems
根据管理网格，一个人的风格最好地描述为 A. 他或她如何与管理层互动 B. 他或她的着装方式 C. 他或她对生产和人员的关注 D. 他或她处理问题的方式
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According to the Managerial Grid, an individual's style can best be described as:
根据 Managerial Grid 的说法，个人的风格最好描述为：
C. his or her concern for production and people
C. 他或她对生产和人员的关注.
The Managerial Grid, developed by Robert R. Blake and Jane S. Mouton, identifies different leadership styles based on two dimensions: concern for production (task-oriented behavior) and concern for people (relationship-oriented behavior). The style of an individual is determined by where they fall along these two dimensions, ranging from high concern for production and low concern for people (authoritarian) to high concern for both production and people (team leadership). Therefore, an individual's style, in the context of the Managerial Grid, is characterized by their relative emphasis on task accomplishment versus interpersonal relationships.
由 Robert R. Blake 和 Jane S. Mouton 开发的管理网格根据两个维度识别不同的领导风格：关注生产（以任务为导向的行为）和关注人（以关系为导向的行为）。一个人的风格取决于他们在这两个维度上的位置，从高度关注生产和低关注人（专制）到高度关注生产和人（团队领导）。因此，在管理网格的背景下，个人的风格的特点是他们相对强调任务完成而不是人际关系。
The goal of the contracting process is A. to create a positive situation for the OD practitioner. B. to make a good decision about how to proceed with the OD process. C. to help the organization change. D. to make the organization dependent on the OD practitioner.
签约过程的目标是 A. 为 OD 从业者创造一个积极的局面。B. 就如何进行 OD 流程做出正确的决定。C. 帮助组织改变。D. 使组织依赖于 OD 从业者。
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The goal of the contracting process in organizational development is:
组织发展中收缩过程的目标是：
B. to make a good decision about how to proceed with the OD process
B. 就如何进行 OD 流程做出正确的决定.
Contracting in OD involves clarifying expectations, roles, responsibilities, and the scope of the intervention between the OD practitioner and the client organization. The primary objective is to establish a shared understanding and agreement on how the OD process will unfold, ensuring alignment with the organization's goals and needs. While the ultimate aim of OD is indeed to help the organization change (option C), the immediate goal of contracting is to facilitate informed decision-making about the OD process itself. Options A and D are not aligned with the professional ethics and goals of OD, which prioritize the organization's well-being and autonomy.
OD 中的合同涉及澄清 OD 从业者与客户组织之间的期望、角色、责任和干预范围。主要目标是就 OD 流程将如何展开达成共识和协议，确保与组织的目标和需求保持一致。虽然 OD 的最终目标确实是帮助组织变革（选项 C），但合同的直接目标是促进对 OD 流程本身的明智决策。选项 A 和 D 与 OD 的职业道德和目标不一致，后者优先考虑组织的福祉和自主性。
Organization development distinguishes itself from change management by which of the following characteristics? A. focusing narrowly on cost, quality, and schedule B. taking a broadly focused approach that can apply to any kind of change C. focusing on the development of knowledge and skills to problem solve and manage future change D. addressing the effective sequence of leadership issues that produce organization improvements
组织发展与变更管理的区别在于以下哪个特征？A. 狭隘地关注成本、质量和进度 B. 采取适用于任何类型的变革的广泛关注方法 C. 专注于发展知识和技能，以解决问题和管理未来的变革 D. 解决导致组织改进的领导问题的有效顺序
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Organization development distinguishes itself from change management by the characteristic:
组织发展与变革管理的区别在于：
C. focusing on the development of knowledge and skills to problem solve and manage future change
C. 专注于发展知识和技能，以解决问题和管理未来的变化.
While change management often focuses on specific changes within an organization, such as cost, quality, and schedule (option A), organization development takes a broader and more holistic approach that can apply to any kind of change (option B). However, the key distinguishing characteristic is that organization development emphasizes the development of organizational capabilities, knowledge, and skills to not only manage current changes but also to continuously problem solve and effectively manage future change initiatives (option C). Option D may also be a part of organization development, but it does not capture its essence as comprehensively as option C does.
虽然变更管理通常关注组织内的特定变更，例如成本、质量和进度（选项 A），但组织发展采用更广泛、更全面的方法，可以适用于任何类型的变更（选项 B）。然而，关键的区别特征是，组织发展强调组织能力、知识和技能的发展，不仅要管理当前的变化，还要不断解决问题并有效管理未来的变革计划（选项 C）。选项 D 也可能是组织发展的一部分，但它并不像选项 C 那样全面地抓住了它的本质。
Which of the following statements does NOT describe diagnosis? A. concerned with identifying specific organizational problems B. the process whereby groups are confronted with their problems and deal with them C. the process of discovering specific problems or assessing overall functioning of the organization D. a road map of how organizations function
以下哪项陈述不描述诊断？A. 关注识别特定的组织问题 B. 团队面对问题并处理这些问题的过程 C. 发现具体问题或评估组织整体运作的过程 D. 组织如何运作的路线图
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The statement that does NOT describe diagnosis is:
不描述诊断的陈述是：
B. the process whereby groups are confronted with their problems and deal with them
B. 团体面对问题并处理这些问题的过程.
Diagnosis in the context of organizational development refers to the process of identifying specific problems or assessing the overall functioning of the organization. It involves collecting and analyzing data to understand the current state of the organization, including its strengths, weaknesses, opportunities, and threats. While diagnosis may lead to the identification of problems that groups need to confront and deal with, it is not specifically about groups being confronted with their problems; rather, it's about the systematic examination of organizational dynamics. Therefore, option B does not accurately describe diagnosis.
组织发展背景下的诊断是指识别特定问题或评估组织整体运作的过程。它涉及收集和分析数据以了解组织的当前状态，包括其优势、劣势、机会和威胁。虽然诊断可能会导致识别群体需要面对和处理的问题，但它并不具体涉及群体面对他们的问题;相反，它是关于对组织动态的系统检查。因此，选项 B 并不能准确描述诊断。
Which of the following is NOT a goal of data collection? A. to create and direct energy for change B. to create and direct energy for change C. to justify the presenting problem's importance D. to obtain valid information about organizational functioning
以下哪项不是数据收集的目标？A. 为变革创造和引导能量 B. 为变革创造和引导能量 C. 证明所提出问题的重要性 D. 获取有关组织运作的有效信息
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The goal of data collection that is NOT listed among the options is:
未在选项中列出的数据收集目标是：
C. to justify the presenting problem's importance
C. 证明当前问题的重要性.
While data collection serves various purposes, including creating and directing energy for change (options A and B) and obtaining valid information about organizational functioning (option D), the specific goal of justifying the presenting problem's importance is not typically associated with data collection in organizational development. Instead, data collection aims to provide an objective understanding of the current state of the organization, identify areas for improvement, and inform decision-making related to change initiatives.
虽然数据收集有多种目的，包括创造和引导变革的能量（选项 A 和 B）以及获取有关组织运作的有效信息（选项 D），但证明所提出问题的重要性的具体目标通常与组织发展中的数据收集无关。相反，数据收集旨在客观地了解组织的当前状态，确定需要改进的领域，并为与变革计划相关的决策提供信息。
Which general diagnostic model most underlies OD? A. variable systems model B. open-systems model C. closed systems model D. general systems model
哪种一般诊断模型最能支撑 OD？A. 可变系统模型 B. 开放系统模型 C. 封闭系统模型 D. 一般系统模型
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The general diagnostic model that most underlies Organization Development (OD) is:
组织发展 （OD） 最基础的一般诊断模型是：
B. open-systems model
B. 开放系统模型.
The open-systems model is fundamental to OD because it views organizations as dynamic and complex systems that interact with their environment. This model emphasizes the interconnectedness of various organizational elements and the need to consider external factors and feedback loops when diagnosing organizational issues. OD interventions are often designed based on the principles of the open-systems model to facilitate organizational change and adaptation in response to internal and external dynamics.
开放系统模型是 OD 的基础，因为它将组织视为与其环境交互的动态和复杂系统。该模型强调各种组织要素的相互关联性，以及在诊断组织问题时需要考虑外部因素和反馈循环的必要性。组织发展干预通常是根据开放系统模型的原则设计的，以促进组织变革和适应，以应对内部和外部动态。
When an action researcher is dealing with an organization that is under-organized, the steps in the change process are A. identification, action, convention, and evaluation. B. identification, feedback, action, and evaluation. C. identification, convention, organization, and evaluation. D. definition, convention, action, and evaluation.
当行动研究人员与组织不善的组织打交道时，变革过程的步骤是 A. 识别、行动、惯例和评估。B. 识别、反馈、行动和评估。C. 识别、约定、组织和评估。D. 定义、约定、行动和评估。
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When an action researcher is dealing with an organization that is under-organized, the steps in the change process typically involve:
当行动研究人员与组织不健全的组织打交道时，变革过程中的步骤通常包括：
D. definition, convention, action, and evaluation
D. 定义、约定、行动和评估.
In this context, "under-organized" suggests that the organization may lack clear structures, processes, or systems. Therefore, the first step would involve defining the problem or identifying areas where the organization lacks organization or structure. Then, conventions or agreements may need to be established regarding how the organization should be structured or organized. Next, actions are taken to implement the agreed-upon changes or interventions. Finally, the process is evaluated to assess the effectiveness of the changes and identify any further adjustments needed.
在这种情况下，“组织不足”表明组织可能缺乏明确的结构、流程或系统。因此，第一步将涉及定义问题或确定组织缺乏组织或结构的领域。然后，可能需要就组织应该如何构建或组织建立约定或协议。接下来，采取行动实施商定的更改或干预措施。最后，对流程进行评估，以评估更改的有效性并确定所需的任何进一步调整。
Contemporary applications of action research emphasize A. an increased degree of member involvement. B. consultation with a behavioral scientist. C. problem(s) identification. D. data gathering and analysis.
行动研究的当代应用强调 A. 增加成员参与的程度。B. 咨询行为科学家。C. 问题识别。D. 数据收集和分析。
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Contemporary applications of action research emphasize:
行动研究的当代应用强调：
A. an increased degree of member involvement
A. 成员参与程度增加.
In modern practice, action research places significant emphasis on actively involving members of the organization or community in the research and change process. This participatory approach fosters ownership, commitment, and empowerment among stakeholders, leading to more effective problem-solving and sustainable change outcomes. While consultation with a behavioral scientist (option B), problem identification (option C), and data gathering and analysis (option D) are all important components of action research, increased member involvement is particularly highlighted in contemporary applications.
在现代实践中，行动研究非常重视让组织或社区的成员积极参与研究和变革过程。这种参与式方法促进了利益相关者的所有权、承诺和赋权，从而更有效地解决问题和实现可持续的变革成果。虽然咨询行为科学家（选项 B）、问题识别（选项 C）以及数据收集和分析（选项 D）都是行动研究的重要组成部分，但在当代应用中，增加成员的参与度尤为突出。
Diagnostic models incorporate A. scientific models of how organizations function B. conceptual frameworks of how organizations function C. intuitive "hunches" of how organizations function D. All of these are correct.
诊断模型包括 A. 组织如何运作的科学模型 B. 组织如何运作的概念框架 C. 组织如何运作的直观“预感” D.所有这些都是正确的。
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Diagnostic models incorporate:
诊断内置模型：
D. All of these are correct.
D. 所有这些都是正确的。
Diagnostic models draw from various sources, including scientific models, conceptual frameworks, and intuitive understanding, to analyze and understand how organizations function. Scientific models provide evidence-based theories and principles derived from empirical research on organizational behavior and dynamics. Conceptual frameworks offer structured perspectives and models that help organize and interpret complex organizational phenomena. Intuitive "hunches" or insights based on experience and tacit knowledge also play a role in diagnosing organizational issues. Therefore, all of the options listed are correct.
诊断模型来自各种来源，包括科学模型、概念框架和直观理解，以分析和理解组织的运作方式。科学模型提供基于证据的理论和原则，这些理论和原则源自对组织行为和动力学的实证研究。概念框架提供结构化的视角和模型，有助于组织和解释复杂的组织现象。基于经验和隐性知识的直觉“直觉”或见解在诊断组织问题方面也发挥着作用。因此，列出的所有选项都是正确的。
Which of the following is not one of the "stems" of OD? A. participative management and quality of work life B. laboratory training C. action research/survey feedback D. environmental analysis
以下哪项不是 OD 的“词干”之一？A. 参与式管理和工作生活质量 B. 实验室培训 C. 行动研究/调查反馈 D. 环境分析
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The stem of OD that is not listed among the options is:
选项中未列出的 OD 字干是：
D. environmental analysis
D. 环境分析.
The stems of OD typically refer to the foundational approaches or methodologies that form the basis of the field. These stems include participative management and quality of work life (option A), laboratory training (option B), and action research/survey feedback (option C). While environmental analysis may be a component or consideration within OD interventions, it is not typically considered one of the foundational stems of OD.
OD 的词干通常是指构成该领域基础的基础方法或方法。这些支柱包括参与式管理和工作生活质量（选项 A）、实验室培训（选项 B）和行动研究/调查反馈（选项 C）。虽然环境分析可能是 OD 干预中的一个组成部分或考虑因素，但它通常不被认为是 OD 的基本支柱之一。
________ refers to the ability to recognize and express emotions appropriately, to use emotions in decisions, and to regulate emotions. A. Intervention B. Ethics C. Emotional intelligence D. Evaluation
________是指适当识别和表达情绪、在决策中使用情绪以及调节情绪的能力。A. 干预 B. 伦理 C. 情商 D. 评估
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The term that refers to the ability to recognize and express emotions appropriately, to use emotions in decisions, and to regulate emotions is:
指适当识别和表达情绪、在决策中使用情绪以及调节情绪的能力的术语是：
C. Emotional intelligence
C. 情商.
Emotional intelligence involves being aware of one's own emotions and the emotions of others, managing emotions effectively, and using emotional information to guide thinking and behavior. It encompasses skills such as self-awareness, self-regulation, empathy, and social skills.
情商包括了解自己的情绪和他人的情绪，有效地管理情绪，以及使用情绪信息来指导思维和行为。它包括自我意识、自我调节、同理心和社交技能等技能。
Which of the following areas do OD practitioners need to be familiar with to carry out strategic change? A. competitive strategy B. finance and marketing C. team building D. All of these are correct.
OD 从业者需要熟悉以下哪些领域才能进行战略变革？A. 竞争战略 B. 财务和营销 C. 团队建设 D.所有这些都是正确的。
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OD practitioners need to be familiar with:
OD 从业者需要熟悉：
D. All of these are correct.
D. 所有这些都是正确的。
To carry out strategic change effectively, OD practitioners need to understand various aspects of the organization's environment and operations. This includes being familiar with competitive strategy (option A) to align interventions with the organization's competitive position and market dynamics. Additionally, knowledge of finance and marketing (option B) is essential for understanding the financial implications of change initiatives and ensuring effective communication and engagement with stakeholders. Furthermore, skills in team building (option C) are necessary for fostering collaboration, building cohesive teams, and facilitating the implementation of strategic change initiatives. Therefore, all of the options listed are correct.
为了有效地进行战略变革，OD 从业者需要了解组织环境和运营的各个方面。这包括熟悉竞争策略（选项 A），以使干预措施与组织的竞争地位和市场动态保持一致。此外，财务和营销知识（选项 B）对于了解变革计划的财务影响以及确保与利益相关者进行有效沟通和参与至关重要。此外，团队建设技能（选项 C）对于促进协作、建立有凝聚力的团队和促进战略变革计划的实施是必要的。因此，列出的所有选项都是正确的。
Which method of gathering data is the most "objective"? A. interviews B. questionnaires C. unobtrusive measures D. observation
哪种收集数据的方法最“客观”？A. 访谈 B. 问卷调查 C. 不引人注目的措施 D. 观察
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The method of gathering data that is typically considered the most "objective" is:
通常被认为是最“客观”的数据收集方法是：
C. unobtrusive measures
C. 不引人注目的措施.
Unobtrusive measures involve collecting data without directly interfering with or influencing the subjects being studied. This method is often considered more objective because it minimizes potential biases introduced by the researcher's presence or interaction with participants, as is the case with interviews, questionnaires, and observations. Unobtrusive measures include techniques such as archival research, content analysis, or analyzing existing records or documents.
不引人注目的措施包括在不直接干扰或影响被研究对象的情况下收集数据。这种方法通常被认为更客观，因为它最大限度地减少了研究人员的存在或与参与者的互动所带来的潜在偏见，就像访谈、问卷和观察一样。不引人注目的措施包括档案研究、内容分析或分析现有记录或文档等技术。
Which of the following is NOT important for OD practitioners to address before collecting data from members of an organization? A. describe to members how they might benefit from the data feedback B. plans on how to adopt the strategic plan C. how much time and effort people must spend providing data D. confidentiality of responses
在从组织成员那里收集数据之前，以下哪项对于 OD 从业者来说不重要？A. 向成员描述他们如何从数据反馈中受益 B. 如何采用战略计划的计划 C. 人们必须花费多少时间和精力提供数据 D. 回复的保密性
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The aspect that is NOT important for OD practitioners to address before collecting data from members of an organization is:
对于组织实践者来说，在从组织成员那里收集数据之前，不需要解决的方面是：
B. plans on how to adopt the strategic plan
B. 关于如何采用战略计划的计划.
While it's essential for OD practitioners to address the other options before collecting data:
虽然 OD 从业者在收集数据之前必须解决其他选项：
A. Describing to members how they might benefit from the data feedback helps in ensuring their willingness to participate and engage in the data collection process.
答：向成员描述他们如何从数据反馈中受益，有助于确保他们愿意参与数据收集过程。
C. Communicating the time and effort required for providing data helps manage expectations and minimize potential resistance or reluctance from participants.
C. 传达提供数据所需的时间和精力有助于管理期望并最大限度地减少参与者的潜在阻力或不情愿。
D. Ensuring the confidentiality of responses is crucial for building trust and promoting honest and open feedback from participants.
D. 确保回答的机密性对于建立信任和促进参与者提供诚实和公开的反馈至关重要。
Option B, however, pertains more to the implementation phase rather than the data collection phase. It's important to have plans for how to adopt the strategic plan, but this is not directly relevant to the data collection process itself.
然而，选项 B 更多地与实施阶段有关，而不是数据收集阶段。制定如何采用战略计划的计划很重要，但这与数据收集过程本身没有直接关系。
Which of the following are outputs of an organization's group level organization systems? A. organization effectiveness B. customer satisfaction C. stakeholder satisfaction D. profits
以下哪些是组织的组级组织系统的输出？A. 组织效率 B. 客户满意度 C. 利益相关者满意度 D. 利润
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The outputs of an organization's group-level organization systems include:
组织的组级组织系统的输出包括：
A. organization effectiveness
在。 组织效率
B. customer satisfaction
湾。 客户满意度
C. stakeholder satisfaction
C. 利益相关者满意度
D. profits
D. 利润
All of the options listed can be considered outputs of an organization's group-level organization systems. These systems contribute to the overall effectiveness and performance of the organization, which can be measured through various indicators such as organization effectiveness (option A), customer satisfaction (option B), stakeholder satisfaction (option C), and profits (option D). Each of these outputs reflects the impact of group-level processes and dynamics on the organization's success and achievement of its objectives.
列出的所有选项都可以被视为组织组级组织系统的输出。这些系统有助于组织的整体效率和绩效，这可以通过各种指标来衡量，例如组织有效性（选项 A）、客户满意度（选项 B）、利益相关者满意度（选项 C）和利润（选项 D）。这些产出中的每一个都反映了集团层面的流程和动态对组织成功和实现其目标的影响。
Which of the following are outputs of an organization's group level organization systems?
以下哪些是组织的组级组织系统的输出？
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Outputs of an organization's group-level organization systems may include:
组织的集团级组织系统的输出可能包括：
A. Team performance B. Group cohesion C. Collaboration effectiveness D. Decision-making quality
A. 团队绩效 B. 团队凝聚力 C. 协作有效性 D. 决策质量
These outputs reflect the functioning and effectiveness of the group-level organization systems within an organization.
这些输出反映了组织内集团层面组织系统的运作和有效性。
Which of the following are outputs of an organization's group level organization systems? A. organization effectiveness B. customer satisfaction C. stakeholder satisfaction D. profits
以下哪些是组织的组级组织系统的输出？A. 组织效率 B. 客户满意度 C. 利益相关者满意度 D. 利润
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Outputs of an organization's group-level organization systems may include:
组织的集团级组织系统的输出可能包括：
A. organization effectiveness
在。 组织效率
B. customer satisfaction
湾。 客户满意度
C. stakeholder satisfaction
C. 利益相关者满意度
D. profits
D. 利润
Each of these outputs reflects the impact of group-level processes and dynamics on the overall performance and success of the organization. Organization effectiveness (option A), customer satisfaction (option B), stakeholder satisfaction (option C), and profits (option D) are key indicators of how well the group-level organization systems are functioning and contributing to the organization's goals and objectives.
这些产出中的每一个都反映了集团层面的流程和动态对组织整体绩效和成功的影响。组织效率（选项 A）、客户满意度（选项 B）、利益相关者满意度（选项 C）和利润（选项 D）是衡量集团层面组织系统运作情况和对组织目标和目标的贡献程度的关键指标。
Strategic change interventions involve improving A. the alignment among an organization's environment, strategy, and organization design. B. the organization's relationship to its environment. C. the fit between the organization's technical, political, and cultural systems. D. All of these are correct.
战略变革干预涉及改善 A. 组织环境、战略和组织设计之间的一致性。B. 组织与其环境的关系。C. 组织的技术、政治和文化系统之间的契合度。D. 所有这些都是正确的。
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Strategic change interventions involve improving:
战略变革干预包括改进：
D. All of these are correct.
D. 所有这些都是正确的。
Strategic change interventions aim to enhance various aspects of an organization to better align with its strategic goals and adapt to its environment. This includes improving:
战略变革干预旨在增强组织的各个方面，以更好地与其战略目标保持一致并适应其环境。这包括改进：
A. the alignment among an organization's environment, strategy, and organization design to ensure that they are consistent and supportive of each other.
一个。 组织的环境、战略和组织设计之间的一致性 ， 以确保它们保持一致并相互支持。
B. the organization's relationship to its environment by adjusting strategies, structures, and processes to better respond to external factors and changing market conditions.
湾。 通过调整战略、结构和流程以更好地应对外部因素和不断变化的市场条件， 组织与其环境的关系 。
C. the fit between the organization's technical, political, and cultural systems to ensure coherence and effectiveness across different organizational dimensions.
C. 组织的技术、政治和文化系统之间的契合度，以确保不同组织维度的连贯性和有效性。
All of these aspects are essential for driving strategic change and enhancing organizational performance and competitiveness.
所有这些方面对于推动战略变革和提高组织绩效和竞争力都至关重要。
Which is true of external OD consultants? A. They are younger than internal OD consultants. B. They have less experience than internal OD consultants. C. They spend less time in OD than do internal OD practitioners. D. None of these are correct.
外部 OD 顾问是这样吗？一个。他们比内部 OD 顾问年轻。B.他们的经验比内部 OD 顾问少。C. 他们在 OD 上花费的时间比内部 OD 从业者少。D. 这些都不正确。
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The statement that is true of external OD consultants is:
外部 OD 顾问的陈述是：
D. None of these are correct.
D. 这些都不正确。
External OD consultants may vary widely in age, experience level, and tenure in the field of OD. There is no inherent age requirement or restriction for external consultants compared to internal consultants. Similarly, their level of experience can vary greatly depending on their individual backgrounds and the projects they have worked on. Additionally, some external consultants may have extensive experience in OD, while others may have less, just as there are internal OD practitioners with varying levels of experience.
外部 OD 顾问在 OD 领域的年龄、经验水平和任期可能差异很大。与内部顾问相比，外部顾问没有固有的年龄要求或限制。同样，他们的经验水平也会有很大差异，具体取决于他们的个人背景和他们所从事的项目。此外，一些外部顾问可能在 OD 方面拥有丰富的经验，而另一些则可能较少，就像有具有不同经验水平的内部 OD 从业者一样。
Therefore, it would not be accurate to make generalizations about the age, experience level, or tenure of external OD consultants compared to internal OD practitioners.
因此，与内部 OD 从业者相比，对外部 OD 顾问的年龄、经验水平或任期进行概括是不准确的。
The second phase of the QWL movement has fostered a new phase of activities that are known today as A. reward system changes. B. team building. C. employee involvement. D. large group interventions.
QWL 运动的第二阶段促进了今天被称为 A. 奖励系统变化的新活动阶段。B. 团队建设。C. 员工参与。D. 大团体干预。
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The second phase of the QWL movement has fostered a new phase of activities that are known today as A. reward system changes. B. team building. C. employee involvement. D. large group interventions.
QWL 运动的第二阶段促进了今天被称为 A. 奖励系统变化的新活动阶段。B. 团队建设。C. 员工参与。D. 大团体干预。
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The second phase of the Quality of Work Life (QWL) movement has fostered a new phase of activities that are known today as:
工作生活质量 （QWL） 运动的第二阶段促进了新阶段的活动，今天被称为：
D. large group interventions
D. 大型团体干预.
Large group interventions involve bringing together a significant portion of an organization (or even the entire organization) to address complex issues, facilitate organizational change, or generate new ideas and strategies. These interventions often use methods such as Future Search, Open Space Technology, or Appreciative Inquiry to engage large groups of employees in meaningful dialogue, collaboration, and action planning. This approach aligns with the emphasis on employee involvement (option C) but focuses specifically on large-scale interventions that emerged from the second phase of the QWL movement.
大型团体干预涉及将组织的重要部分（甚至整个组织）聚集在一起，以解决复杂问题、促进组织变革或产生新的想法和策略。这些干预措施通常使用未来搜索、开放空间技术或肯定式询问等方法，让大批员工参与有意义的对话、协作和行动计划。这种方法与强调员工参与（选项 C）一致，但特别关注 QWL 运动第二阶段出现的大规模干预措施。
Ethical dilemmas of the OD practitioner concern A. misrepresentation. B. misuse of data. C. value and goal conflict. D. All of these are correct.
OD 从业者的道德困境涉及 A. 虚假陈述。B. 滥用数据。C. 价值和目标冲突。D. 所有这些都是正确的。
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Ethical dilemmas of the OD practitioner concern:
OD 从业者关注的道德困境：
D. All of these are correct.
D. 所有这些都是正确的。
Ethical dilemmas in OD can involve various issues, including:
OD 中的道德困境可能涉及各种问题，包括：
A. misrepresentation: Providing inaccurate or misleading information about the OD process, interventions, or outcomes.
一个。 虚假陈述 ： 提供有关 OD 流程、干预措施或结果的不准确或误导性信息。
B. misuse of data: Using data inappropriately or unethically, such as manipulating data to support predetermined conclusions or disclosing confidential information without consent.
湾。 滥用数据 ：以不适当或不道德的方式使用数据，例如纵数据以支持预定结论或未经同意披露机密信息。
C. value and goal conflict: Facing situations where the practitioner's personal values or goals conflict with the organization's objectives or ethical standards.
C. 价值和目标冲突 ：面临从业者的个人价值观或目标与组织的目标或道德标准发生冲突的情况。
Each of these dilemmas raises important ethical considerations for OD practitioners and requires careful attention to ensure ethical conduct and maintain trust and integrity in the consulting relationship.
这些困境中的每一个都为组织发展从业者提出了重要的道德考虑，需要仔细关注以确保道德行为并维护咨询关系中的信任和诚信。
Which theory of planned change serves as the foundation for appreciative inquiry (AI)? A. the three-step change model B. the action research model C. the positive model D. All of these are correct.
哪种计划变更理论是肯定式探询 （AI） 的基础？A. 三步变化模型 B. 行动研究模型 C. 积极模型 D.所有这些都是正确的。
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The theory of planned change that serves as the foundation for Appreciative Inquiry (AI) is:
作为肯定式询问 （AI） 基础的计划变更理论是：
C. the positive model
C. 正向模型.
Appreciative Inquiry is grounded in the positive model of organizational change, which focuses on identifying and building on an organization's strengths, successes, and positive attributes rather than solely focusing on problems and deficits. While elements of the action research model (option B) may also be incorporated into AI, the foundational theory that underpins AI is the positive model. Therefore, option C is the most accurate choice.
肯定式探询以组织变革的积极模型为基础，该模型侧重于识别和建立组织的优势、成功和积极属性，而不是仅仅关注问题和缺陷。虽然行动研究模型（选项 B）的要素也可以纳入 AI，但支撑 AI 的基础理论是积极模型。因此，选项 C 是最准确的选择。
When entering into an OD relationship, the presenting problem is A. never the "real" problem. B. often a symptom of an underlying problem. C. always the most important problem facing the organization. D. usually very specific.
当进入 OD 关系时，呈现的问题是 A. 从来都不是“真正的”问题。B. 通常是潜在问题的症状。C. 始终是组织面临的最重要问题。D. 通常非常特异。
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When entering into an OD relationship, the presenting problem is typically:
当进入 OD 关系时，出现的问题通常是：
B. often a symptom of an underlying problem
B. 通常是潜在问题的症状.
The presenting problem is usually what brings the organization to seek assistance from an OD practitioner. However, it is often just a surface-level manifestation of deeper underlying issues or dynamics within the organization. Therefore, addressing the presenting problem alone may not lead to lasting change unless the root causes are also identified and addressed. This understanding underscores the importance of thorough diagnosis and intervention planning in organizational development.
目前的问题通常是促使组织向 OD 从业者寻求帮助的原因。然而，它通常只是组织内更深层次的潜在问题或动态的表面表现。因此，除非还确定并解决根本原因，否则单独解决当前问题可能不会带来持久的变化。这种理解强调了全面诊断和干预计划在组织发展中的重要性。
Which question does the OD practitioner ask when developing a diagnostic relationship? A. Who are you? B. How much am I paid? C. Who has political clout? D. Why am I here?
OD 从业者在建立诊断关系时会问哪个问题？一个。你是谁？B.我能得到多少报酬？C. 谁有政治影响力？D. 我为什么在这里？
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When developing a diagnostic relationship, the OD practitioner typically asks:
在建立诊断关系时，OD 从业者通常会问：
D. Why am I here?
D. 我为什么在这里？
This question helps clarify the purpose and objectives of the OD intervention and sets the stage for building rapport and understanding with the client organization. It allows the practitioner to understand the client's perspective and expectations, which is essential for effectively guiding the diagnostic process and designing appropriate interventions. Options A, B, and C may also be relevant in certain contexts, but "Why am I here?" is the most directly related to establishing the purpose and context of the OD engagement.
这个问题有助于阐明 OD 干预的目的和目标，并为与客户组织建立融洽的关系和理解奠定基础。它使从业者能够理解客户的观点和期望，这对于有效指导诊断过程和设计适当的干预措施至关重要。选项 A、B 和 C 在某些情况下也可能相关，但“我为什么在这里”是与确定 OD 参与的目的和背景最直接相关的。
The organization's general environment consists of A. external forces that can directly affect the organization. B. organizational structure. C. business portfolios in the company. D. employee satisfaction.
组织的总体环境包括 A. 可以直接影响组织的外部力量。B. 组织结构。C. 公司的业务组合。D. 员工满意度。
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The organization's general environment consists of:
组织的常规环境包括：
A. external forces that can directly affect the organization
A. 能直接影响组织的外力.
The general environment includes factors and forces external to the organization that can impact its operations, performance, and strategic decisions. These external forces may include economic conditions, technological advancements, legal and regulatory changes, socio-cultural trends, and geopolitical factors, among others. Options B, C, and D are more related to internal aspects of the organization rather than the broader external environment.
一般环境包括组织外部可能影响其运营、绩效和战略决策的因素和力量。这些外部力量可能包括经济状况、技术进步、法律和监管变化、社会文化趋势和地缘政治因素等。选项 B、C 和 D 更多地与组织的内部方面相关，而不是更广泛的外部环境。
Which of the following is not a step in the contracting process? A. determining the change project B. determining what each party wants from the OD process C. estimating the time and resources that will be devoted to the OD process D. determining the ground rules for working together
以下哪一项不是签约过程中的一个步骤？A. 确定变更项目 B. 确定各方希望从 OD 流程中获得什么 C. 估计将投入到 OD 流程的时间和资源 D. 确定合作的基本规则
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The step in the contracting process that is NOT typically included is:
签约流程中通常不包括的步骤是：
A. determining the change project
A. 确定变更项目.
While determining the change project is an essential aspect of the overall OD process, it is not typically considered part of the contracting process itself. The contracting process primarily focuses on establishing the terms, expectations, and parameters of the OD intervention between the OD practitioner and the client organization. This includes clarifying goals, expectations, roles, responsibilities, resources, and ground rules for working together (options B, C, and D). Once the contracting phase is completed, the specifics of the change project can be further developed and refined as part of subsequent phases of the OD process.
虽然确定变更项目是整个 OD 流程的一个重要方面，但它通常不被视为合同签订流程本身的一部分。签约过程主要侧重于在 OD 从业者和客户组织之间建立 OD 干预的条款、期望和参数。这包括阐明目标、期望、角色、职责、资源和合作的基本规则（选项 B、C 和 D）。一旦合同签订阶段完成，作为 OD 流程后续阶段的一部分，可以进一步开发和完善变更项目的细节。
The evidence suggests that OD careers are A. 5 day weeks, 8 hour days. B. stressful. C. "cake" jobs. D. informal.
证据表明，OD 职业是 A. 每周 5 天，每天 8 小时。B. 压力大。C. “蛋糕”工作。D. 非正式的。
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The evidence suggests that OD careers are:
证据表明，OD 职业是：
B. stressful
B. 压力大.
While aspects of OD careers can vary widely depending on individual preferences, work environments, and specific roles, evidence suggests that OD careers can often be stressful due to the nature of the work. OD practitioners may encounter challenges related to managing organizational change, navigating complex interpersonal dynamics, addressing resistance to change, and balancing multiple competing priorities. Additionally, OD interventions may involve working with clients facing significant organizational challenges, which can contribute to stress levels. Therefore, option B is the most accurate description based on the evidence.
虽然 OD 职业的各个方面可能会因个人喜好、工作环境和特定角色而有很大差异，但有证据表明，由于工作性质，OD 职业通常会带来压力。OD 从业者可能会遇到与管理组织变革、驾驭复杂的人际关系动态、解决对变革的阻力以及平衡多个相互竞争的优先事项相关的挑战。此外，OD 干预可能涉及与面临重大组织挑战的客户合作，这可能会导致压力水平。因此，选项 B 是基于证据的最准确描述。
The first "T-groups" were formed A. to work on group projects. B. to provide feedback about group interactions. C. to make the group more cohesive. D. to facilitate decision making.
第一个“T 小组”成立 A. 以从事小组项目。B. 提供有关组交互的反馈。C. 使团队更具凝聚力。D. 促进决策。
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The first "T-groups" were formed:
第一批“T 组”形成：
B. to provide feedback about group interactions
B. 提供有关群组互动的反馈.
T-groups, or training groups, were initially developed as part of sensitivity training programs in the 1940s and 1950s. They were designed to provide participants with opportunities to explore and receive feedback on their interpersonal behaviors, communication styles, and group dynamics. The primary focus was on enhancing self-awareness, improving communication skills, and developing insights into how one's behavior impacts group interactions. Therefore, option B accurately describes the primary purpose of the first T-groups.
T 组或训练组最初是作为 1940 年代和 1950 年代敏感性训练计划的一部分开发的。它们旨在为参与者提供探索和接收有关其人际行为、沟通方式和团队动态的反馈的机会。主要重点是增强自我意识、提高沟通技巧以及深入了解一个人的行为如何影响群体互动。因此，选项 B 准确地描述了第一个 T 组的主要目的。
Data analysis is usually guided by A. the conceptual model underlying diagnosis. B. the organization. C. the type of data collected. D. the client system.
数据分析通常由 A. 诊断基础的概念模型指导。B. 组织。C. 收集的数据类型。D. 客户端系统。
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Data analysis is usually guided by:
数据分析通常以以下因素为指导：
A. the conceptual model underlying diagnosis
A. 诊断基础的概念模型.
The conceptual model underlying diagnosis provides the framework and theoretical basis for analyzing the data collected during the diagnostic process. It helps determine the relevant variables, relationships, and patterns to explore in the data analysis phase. By aligning data analysis with the conceptual model, OD practitioners can derive meaningful insights, identify key issues, and formulate appropriate interventions to address organizational challenges. While the organization (option B), the type of data collected (option C), and the client system (option D) may influence the specifics of data analysis, the conceptual model provides the overarching guidance for interpreting and making sense of the data in the context of organizational development.
诊断基础概念模型为分析诊断过程中收集的数据提供了框架和理论基础。它有助于确定在数据分析阶段要探索的相关变量、关系和模式。通过将数据分析与概念模型保持一致，OD 从业者可以获得有意义的见解，确定关键问题，并制定适当的干预措施来应对组织挑战。虽然组织（选项 B）、收集的数据类型（选项 C）和客户系统（选项 D）可能会影响数据分析的细节，但概念模型为在组织发展的背景下解释和理解数据提供了总体指导。