PHILIPPINE NORMAL UNIVERSITY
The National Center for Teacher Education
Mindanao
Multicultural Education Hub
FACULTY OF TEACHER DEVELOPMENT
MIDTERM EXAMINATION IN EDLM 704
(Organizational Development)
3rd Term, Academic Year 2023-2024
Prepared by:
DR. MARIA TERESITA A. BUTCON
Course Professor
Name: Ruin Rojas Ytang
General Instruction
This test is composed of a 10-item multiple-choice type; a 50-point essay; and a Creating Test
worth 40 points. You shall manage to answer all (100) items in 3 hours.
I. Multiple-Choice
Directions. Read each item carefully. On your answer sheet, write the letter of the correct
answer.
1. What is the primary goal of Organization Development (OD)?
A. Enhancing employee satisfaction and morale
B. Maximizing short-term profits
C. Minimizing organizational change
D. Reducing employee turnover
2. Which of the following is NOT a stage in the classic OD process model?
A. Diagnosis
B. Intervention
C. Evaluation
D. Termination
3. True or False: OD interventions are focused on individual-level change.
A. True
B. False
4. Which of the following is a key characteristic of effective OD interventions?
A. They are implemented quickly without much planning.
B. They are designed and executed without employee involvement.
C. They are tailored to the specific needs of the organization.
D. They are standardized and applied universally.
5. What is the role of a change agent in the OD process?
A. To resist change and maintain the status quo
B. To facilitate and support change efforts
C. To criticize and undermine organizational leaders
D. To implement changes without consulting employees
6. Which of the following is NOT a common OD intervention technique?
A. Team building
B. Performance appraisal
C. Process consultation
D. Sensitivity training
7. What does the acronym "OD" stand for?
A. Organizational Design
B. Operational Discipline
C. Organization Development
D. Overcoming Dissonance
8. Which of the following is a potential outcome of successful OD interventions?
A. Decreased collaboration and teamwork
B. Increased resistance to change
C. Improved communication and trust
D. Decreased employee engagement
9. What is Lewin's three-step model for organizational change?
A. Diagnosis, intervention, evaluation
B. Unfreezing, changing, refreezing
C. Planning, executing, monitoring
D. Recognizing, resisting, reorganizing
10. Which of the following is NOT a potential barrier to successful organization
development?
A. Lack of leadership support
B. Resistance to change
C. Clear communication
D. Organizational culture
II. Essay
Directions: Answer each set of questions comprehensively citing specific examples to back
up your ideas.
1. How should school leaders navigate resistance to change and promote “buy-in” among
the teachers? (15 points)
Answer: Navigating resistance to change and promoting "buy-in" among teachers can be
a challenging task for school leaders. This can be navigated by following these essential
strategies. First, open and transparent communication is key. Additionally, involving
teachers in the decision-making process can foster a sense of ownership and increase
their willingness to support the changes. Providing professional development
opportunities is another effective strategy. Offering training and resources that support
teachers in implementing the changes can alleviate concerns and build confidence. It's
also important for school leaders to address any concerns or resistance directly.
Celebrating successes and recognizing teachers' efforts is crucial in promoting "buy-in."
When teachers see positive outcomes resulting from their efforts, they are more likely to
feel motivated and committed to the change process.
2. Why is it important for school leaders to employ data-driven approaches in the process of
their school’s development? (15 points)
Answer: It important for school leaders to employ data-driven approaches in the process
of their school’s development because by utilizing data effectively, leaders can identify
areas for improvement, measure progress, enhance accountability, personalize learning,
support professional development, facilitate transparent communication, optimize
resource allocation, identify trends, and foster evidence-based decision-making, leading
to overall school success.
3. Identify at least FOUR (4) “ethical dilemmas” that may arise in the OD process. Propose
strategies for addressing them. (20 points)
Answer: These are some ethical dilemmas that may arise in the OD process.
a. Confidentiality of Information:
Ethical Dilemma: OD consultants often gather sensitive information about
individuals, teams, and organizational processes. Balancing the need for
confidentiality with the requirement to share relevant information for effective
interventions can be challenging.
Strategy: Follow established guidelines and ethical principles regarding
confidentiality, as outlined in professional codes of conduct. Obtain informed
consent from participants regarding the use of their information. Clearly
communicate the boundaries of confidentiality to all stakeholders at the
beginning of the OD process.
b. Power Dynamics and Influence:
Ethical Dilemma: Power differentials within organizations can impact the
effectiveness and fairness of OD interventions. Consultants may face pressure to
align with influential stakeholders' agendas, compromising the integrity of the
process.
Strategy: Foster a culture of empowerment and inclusivity within the organization.
Encourage participative decision-making and ensure that all voices are heard,
regardless of hierarchical position. Maintain objectivity and neutrality in
facilitating discussions and making recommendations. Provide opportunities for
feedback and accountability to mitigate the influence of power dynamics.
c. Conflicts of Interest:
Ethical Dilemma: OD consultants may encounter conflicts of interest when their
personal or professional relationships with stakeholders affect their impartiality or
when financial interests influence their recommendations.
Strategy: Disclose any potential conflicts of interest to relevant parties and recuse
yourself from situations where your objectivity may be compromised. Adhere to
professional standards and codes of ethics that prioritize the best interests of the
organization and its members. Maintain transparency in decision-making processes
to build trust and credibility.
d. Cultural Sensitivity and Diversity:
Ethical Dilemma: OD interventions often involve working with diverse groups
with varying cultural backgrounds, values, and norms. Failure to recognize and
respect cultural differences can lead to misunderstandings and conflicts.
Strategy: Prioritize cultural competence and diversity awareness in all phases of the
OD process. Invest time in understanding the cultural context of the organization
and its members. Engage in ongoing education and training to enhance cultural
sensitivity and mitigate biases. Foster an inclusive environment where diverse
perspectives are valued and respected.
III. Creating (40 points)
A. Directions: In a matrix of the following ideas: issue, intervention activities (at least 3),
persons involved, budget, and expected outcome, design an intervention plan for a
pressing issue in your organization. (If you are from one school, each one should have a
different issue).
AN INTERVENTION PLAN
Problem Intervention Time Frame Budget Monitoring Expected
Activities Outcome
Teacher 1. Conduct a 1 month 1000.00 Regular Increased
Burnout comprehensiv follow-up awareness of
e burnout surveys to burnout
assessment monitor factors and
survey to changes in areas for
employees to burnout improvement.
identify key levels.
stressors and
areas for
intervention.
2. Provide 3 months 10,000 Post-training Improved
training evaluations coping skills
workshops to and feedback and resilience
employees on sessions. among
stress teachers
management
techniques,
self-care
strategies, and
work-life
balance.
3. Establish 3 months 6,000 Regular Enhanced
peer support check-ins sense of
groups and and community
mentoring feedback and mutual
programs to from support
foster a culture participants. among
of support and teachers.
collaboration.
G O D B L E S S ! !
