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Institute of Science, Poonas INSTITUTE OF BUSINESS MANAGEMENT & RESEARCH

Wakad, Pune-411 057


ASSIGNMENT ON ORGANISATION DEVELOPMENT M.B.A. SEM-III (July-2011) U.C. No. 307-E ------------------------------------------------------------------------------------------There are 5 sections in this assignment. Students are required to solve any one question from each section. This assignment is also required for written internal examination. Hence, please do not write anything on the question bank as students are supposed to bring it at the time of examination. Please submit the assignment in spiral binding. Generally, each question below carries weightage of 14 marks. ------------------------------------------------------------------------------------------SECTION I 1. 2. 3. 4. Define OD. State the characteristics of OD. What are the objectives of OD? State the Merits & Demerits of OD What are different models of Change Management? Discuss any one model in detail. What is Diagnosis in OD? Explain the importance of correct Diagnosis in the success of OD 5. What is Total Quality Management? Explain the principles of TQM. SECTION II 1. Explain the various states of Team development and discuss the importance of effective Team. 2. What are Values, Beliefs and Assumption in OD? Explain in detail. 3. What is organizational power and polities? Discuss its impact of OD. 4. "An OD Consultant has to have a very good knowledge of OB" State whether you agree/disagree with the above statement giving reasons for your answer. 5. OD seeks to change 4 processes. Name and briefly describe each process. Illustrate with an example. SECTION III 1. You have been asked to explain your role as an HR Manager using the Role Analysis Technique. Explain in detail the steps you would follow. 2. Explain the use of the 6 Box Model as a tool for diagnosing a Company's problems. 3. What do you mean by OD intervention?

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4. How will you evaluate the Quality of Work Life Programme? 5. What is process consultation? What are the assumptions of process consultation? 1. 2. 3. 4. 5. SECTION IV Discuss the steps involved in process consultation. Explain in brief the concept of Total Quality Management. What are structural interventions? How are the linked to Organizational Development? The future of OD depends upon a number of interrelated conditions, explain. What are the various types of OD interventions? SECTION V Short Notes a. Kurt Lewin's Model of Change b. Work Redesign c. Action Research d. Six Box Model e. Quality of Work Life f. Role of OD Consultant g. Reengineering h. Interventions i. Gestalt approach j. Systems theory k. Organizational Ice Berg Model l. Parallel learning structure m. 7s Framework n. Work redesign o. Future of OD p. TQM q. Force field analysis r. Ethical issues in OD consulting s. Concept of OD t. Team work

Q.No.1

Define OD. State the characteristics of OD.

Ans:OD is a set of behavioral science-based on theories, values strategies and techniques aimed at the planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance through the alteration of organizational members on the job behaviors OD can be defined as a planned and sustained effort to apply behavioral science for system improvement using reflexive, self-analytic methods. OD is a systematic application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structure and processes for improving an organizations effectiveness. OD is a planned process of change in an organizations culture through the utilization of behavioral science technologies, research and theory.

Collectively these difinitions convey a sense of what organization development is and does. They describe in broad outline the nature and methods of OD There is no set definition of OD and no agreement on the boundaries of the field that is what practices should be included and excluded. But these are not serious constraints given that the field is still evolving and practitioners share a central core of understanding. OD is a long term effort led and supported by top management to improve an organizations visioning empowerment, learning and problem solving processes, through an ongoing collaborative management of organization culture with special emphasis on the culture of intact work teams and other team configurations using the consultant facilitator role and the theory

6. What are the objectives of OD? State the Merits & Demerits of OD
Ans:Organization development is the process through which an organization develops the internal capacity to most efficiently and effectively provide its mission work and to sustain itself over the long term. This definition highlights the explicit connection between organizational development work and the achievement of organizational mission. This connection is the rationale for doing OD work. Organization development, according to Richard Beckhard, is defined as: a planned effort, organization-wide, managed from the top, to increase organization effectiveness and health, through planned interventions in the organization's 'processes', using behavioural science knowledge.[1] According to Warren Bennis, organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Warner Burke emphasizes that OD is not just "anything done to better an organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis. The term "Organization Development" is often used interchangeably with Organizational effectiveness, especially when used as the name of a department or a part of the Human Resources function within an organization. Organization Development (OD) is a complex strategy intended to change the beliefs, attitudes, values, culture and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Organizational Development methods are employed to improve Organizational Effectiveness (OE). Performance improvement is a key reason for implementing organizational development tools and methods. Or in simple terms a systematic approach which enables a company to implement improvements in a consistent way. The key to an effective implementation to to know where you are before you start that is what the RapidBI Business Improvement Review (BIR) is there to do. What is Organization Development? The are many definitions for organizational development or organizational effectiveness. To set the scene here are a few well know definitions: Organization development is a system-wide application of behavioural science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organizations effectiveness. (Cummings and Worley, Organization Development and Change, Sixth Edition, South-Western Publishing, 1997, p.2.)

Organization development, according to Richard Beckhard, is defined as: 1. A planned effort 2. organization-wide 3. managed from the top 4. to increase organization effectiveness and health 5. through planned interventions in the organizations processes, using behavioural science knowledge. According to Warren Bennis, organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Warner Burke emphasizes that OD is not just anything done to better an organization; it is a particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis. In other words is it is the planned change to a company to enable growth (or change) in an effective way