Dear students, get fully solved assignments by

professionals
Send your semester & Specialization name to our
mail id:
stuffstudy5@gmail.com
Or
Call us at: 095695-71214
(Kindly prefer mailing & Call in case of urgency)
ASSIGNMENT
DRIVE

SPRING 2015

PROGRAM/
SEMESTER

MBADS (SEM 4/SEM 6) / MBAN2

MBAFLEX (SEM 4)
PGDHRMN (SEM 2)
MU0018 - CHANGE MANAGEMENT

SUBJECT
NAME
BOOK ID

CODE

&

B1807

CREDITS

Max. MARKS

60

Note: Answer all questions. Kindly note that answers for 10 marks
questions should be approximately of 400 words. Each question is
followed by evaluation scheme.
Q. 1 Define the term organisational transformation. Discuss the
various strategies to manage transformation in organizations.
Ans : organisational transformation:
Organisational Transformation is a term referring collectively to such activities as
reengineering, redesigning and redefining business systems. The dominant
enabling technology in transforming organization is information and technology.
As business model change rapidly in the financial environment and mergers and
acquisition change the face of the organization. So, organization continually need
to
a. A flexible, effective and efficient organization.
b. A customer-centric approach to organizational

Q. 2 Describe Integrative Model for Planned Change.

Ans : Integrative Model for Planned Change:
Integrative Model of Planned Change was developed by Bullock and Batten
(1985). It Describes both organisational states and change processes. The basis
for this model is that an organisation exists in different states at different times.
Planned movement can occur from one state to another.
Understanding of the present state of the

Q. 3 The key purpose of communication of change is to ensure that the

individuals understand what is going to happen and what is expected
from them. Explain some other important needs for communicating
change. Also explain the major methods and techniques for
communicating change.
Ans : Needs of communication change :
1. Managing communication to change is a proactive approach, as it correctly
assumes that communication breakdowns cause people to do things that hurt
performance. He then goes on to describe a relatively traditional mix of
communication tactics which enable communicators to deal with the gap and
implement the change.

Q. 4 What do you mean by resistance to change? Discuss some of the

reasons for individual (employees) resistance.
Ans : Resistance to change:
Resistance to change is the act of opposing or struggling with modifications or
transformations that alter the status quo in the workplace. Managing resistance
to change is challenging. Resistance to change can be covert or overt, organized
or individual. Employees can realize that they don't like or want a change and
resist publicly and verbally. Or,

Q. 5 List the types of change management strategies. Explain any two

of them.
Answer : Strategies used in change management :
1. Empirical rational :

People are rational and will follow their self-interest once it is revealed to
them. Change is based on the communication of information and the proffering
of incentives.
2. Normative reductive :
Q. 6 Write short notes on the following:
a. Change agents
b. Kolbs Learning Cycle
c. Organisational Learning
Ans : a. Change agents :
A Change Agent is someone who knows and understands the dynamics that
facilitate or hinder change. Change Agents define, research, plan, build support,
and partner with others to create change. They have the courage and the
willingness to do what is best for the community.
Some characteristics of
b. Kolbs Learning Cycle :
Kolb developed a theory of experiential learning that can give us a useful model
by which to develop our practice. This is called The Kolb Cycle, The Learning
Cycle or The Experiential Learning Cycle. The cycle comprises four different
stages of learning from experience and can be entered at any point but all stages
must be followed in sequence for successful learning to take place. The Learning
Cycle suggests that it is not sufficient to have an experience in order to learn. It
is necessary to reflect on the experience to make
c. Organisational Learning :
Organizational learning is an area of knowledge within organizational theory that
studies models and theories about the way an organization learns and adapts.
In Organizational development (OD), learning is a characteristic of an adaptive
organization, i.e., an organization that is able to sense changes in signals from its
environment (both internal and external) and adapt accordingly. (see adaptive
system). OD specialists endeavour to assist their clients to learn from experience
and ...............

Dear students, get fully solved assignments by

professionals
Send your semester & Specialization name to our
mail id:
stuffstudy5@gmail.com
Or
Call us at: 095695-71214

(Kindly prefer mailing & Call in case of urgency)