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ADL – 31 Subject Name & Code : Management of Change & Org. Dev. Study Centre Enroll No. Date : : :
ASSIGNMENT INSTRUCTION a) b) c) d) Total weightage given to these assignments is 30%. All assignments are to be completed in your own hand writing. All questions are required to be attempted. Three assignments i.e A, B & C are to be answered. Assignments A will carry Five subjective questions (10 marks). Assignment B will carry three subjective questions with a Case Study (10 marks) and Assignment C will carry Forty objective type questions (10 marks) e) All the three assignments are to be completed by due dates (specified from time to time) and mailed / given by hand for evaluation at the ASoDL office Noida / your Study Centre. f) The evaluated assignments can be collected from your study center / ASoDL Office after Six week. Thereafter these will be destroyed at the end of each semester. Signature : Name Date ( ) : : Tick mark in front of the assignments submitted Assignment “B” Assignment “C”
3 Q.AMITY UNIVERSITY.B Total Marks: 10 Answer the following Questions: Q. ASSIGNMENT .2 Q.2 Why do individuals and organizations resist change? What are the sources of resistance? Explain coping mechanism to resist change? “Human beings need something dependable and familiar on which to lean while wrestling with new concepts and practices. . of worthiness.1 Q. or he may become a misfit who is lost in his own culture.1 Q. Explain the concept of transformational change. (Management of Change & Organisation Development (ADL-31) ASSIGNMENT .4 Q. of self-respect and dignity where the threat to individual’s life is too great. Uttar Pradesh. Why is it necessary for a manager to be the change agent? As a change agent what are the responsibilities of a manger. aggression. What is an OD intervention? Explain different types of interventions oriented to ‘task’ and ‘people’. he tends to develop traits of insecurity.A Total Marks: 10 Answer the following Questions: Q. defensiveness. retaliation and over justification for the present situation and his personal behavior. its prerequisites and steps involved. How do you base the Classification of OD interventions? Briefly explain each one of them.5 Examine the nature and scope of Organizational Development. with suitable examples. of position. They need to maintain certain feeling of integrity.” Elaborate and explain the underlying concepts in this statement.
Q. a cordial and harmonious atmosphere developed in this department under John. he was soon able to create a strong trust bond with his subordinates. has been in this department for the last so many years and was in habit of treating his subordinates in the traditional style. of course. With his concerted efforts and sincerity of purpose. All this naturally resulted in a ‘blessing in disguise’ both for the management and the workers in as much as the department paved the way in improving the climate and culture of the organization. Search for a suitable replacement of Peter was accordingly initiated and John was identified for this purpose. John moved into the department and was soon able to overcome initial difficulties. The subordinates were by then participating arriving at the vital decisions in regard to their production and productivity. Questions: . Peter on the other hand. The workers under Peter had to take shelter of Unions for airing their grievances and the management was naturally disturbed over the state of affairs and could no longer afford to be a silent spectator. The situation started aggravating day-by-day. During the recent review of the functioning of one of the departments headed by Peter it was discovered that his department had been continuously showing declining trend in terms of meeting the targets fixed for them and the problems of high rate of turnover / absenteeism came to light. John was selected for replacing Peter as he possessed the skills of managing different types of people under different situations. which are involved in bringing about changes and the psychological process and behavioral outcome of it. this sudden change was a painful surprise for John and as it always happens. any change in status-quo affects people and John was no exception. Initially. His acceptability and credibility had all along been of the highest order. Illustrate your answers with examples. By laying down its clear-cut policies and procedures and corporate plans this organization has earned the distinctions of being one of the best managed companies always striving for excellence by keeping itself abreast of the developments in the endlessly changing scenario. John and Peter are working in an engineering organization – a reputed one. There was a break-down of communication and innumerable complaints about the rude behavior of Peter started pouring in. Majority of subordinates working under Peter were dissatisfied with their job and were feeling frustrated and depressed over the way they were being handled by him.3 Explain the stages. He gave them a free hand in setting time-bound goals for themselves. CASE STUDY Please read the case given below and answer the questions given at the end. However. where excellence goes hand-in-hand with every new imperative flexibility.
Scientific management conceived itself with: a.. Formal organization c. Informal organization b. What in your opinion could be the causes for replacement of Peter and the secret of success of John in the so-called difficult department? “Developing an effective team. A particular theory b. Behavior science perspective c. Micro aspects of organization b.1. Functional organization d. Which type of perspective is used for demonstrable results in terms of output. Non-participation by employees d. A particular technique c. Political analysis d. Closed system d. Sociological perspective b. Mechanistic system c. 2. 4. 3. All the above 5. Social aspects of organization d. Please comment. Systems view of organization 2. Quality of working life is not based on: a. Macro aspects of organization c. Organic system b.C Total Marks: 10 Tick mark the most appropriate (only one) answer: 1. Organizations which are structured and with prescribed relationship are called: a. a. Only 1 and 2 have A system having a network structure of control. Identify the issues involves in the above case. authority and communication is labeled as: a. cost reduction project etc. Controlled system 3. ASSIGNMENT . Professional management perspective . having a healthy inter-personal relationship is the need of the hour”.
Individual b. Culture c. Process in organization c. Neither 1 or 2 7. Organizational learning mechanism b. All of the above 12. Structural aspect b. Either 1 or 2 d. Role clarity b. K Lewin d. Acceptability d. Dyad c. which is used for: . Feasibility c. Group d. Grid OD is an OD technique. Communication network 13. A H Maslow b. Process Consultation is an OD technique. Communication 9. Residential analysis essentially deals with understanding of: a. Both 1 and 2 d. H Fayol c. Financial Management d. Some of the organizational processes are: a.6. The concept of Action Research was given by: a. One of the sub-systems in an organization is: a. Marketing departments 8. Organisation 11. Inter and intra group relationship d. R Bechard 10. Organizational analysis may focus on: a. Applicability b. Level of motivation c. How a given organization really functions b. which is used for: a. Which of the following factors influence the choice of an OD intervention: a. Management styles c.
Marvin Weisbord d. Individuals Triads Group Organization 14. Organization 15. Group d. Kurt Lewin b. The six box model of OD is given by: a. Five phases . Stephen Robbins 19. The process model of change talks about: a. No role d. Eric Berne d. Group d. Three phases c. In diagnostic workshops. A major role b. In creating this atmosphere the facilitators plays: a. Individual b. A minor role c. which is used for: a. Organization 17. open and informal. which is used for: a.a. An observer’s role 16. Sandra Janoff3 18. Individual b. the atmosphere should be free. Four phases d. Kurt Lewin b. Survey Feedback is an OD technique. c. Dyad c. Two phases b. Alwin Toffler c. Dyad c. b. Elton Mayo c. Process of planned Organisational change was given by: a. d. MBO is an OD technique.
Internal Environment b. Re-Freezing c. Technology c. Tasks d. Structure b. All of the above 22. OD is planned approach to respond effectively to: a. Stabilizing and integrating the change by reinforcing the new behaviors and integrating them into formal interpersonal relationships and in one’s personality is called: a. Unfreezing d. Changing . Counseling d. Role Analysis Technique 23. Force-field Analysis c. Top management’s direction 25. Which technique is not meant for Dyads and Group interventions? a. Survey Feedback 24. Brainstorming 21.20. Which technique is not an individual OD intervention? a. The diagnostic tool in which two types of forces-the driving and restraining forces-are studied is called: a. Counseling d. Process Consultation b. Process Consultation b. Structural Analysis b. The internal changes in OD programs may be carried out in: a. Freezing b. Force-field Analysis c. In-depth Analysis d. Both (a) and (b) d. External Environment c. TA c.
For integrating individual and organizational goals. The system-process school b. The survey-feed back school d. Program procedure d. Role analysis b. Survey feed back c. Residential Analysis c. T-Group The school of thought according to which OD is an effective implementation of the organisation’s policies. the school of thought according to which OD is the effective implementation of the organisation’s policies. MBO d. Role analysis b. the ideal interventions process is: a. T-Group 27. MBO d. The system-process school b. Emulative Approach b. The program-procedure school c. procedures and programs. is called: a. The program-procedure school c. Planned-approach school The school of thought in which the emphasis is more on work groups within and across departments rather then individuals as such is called: a. procedures and programmes. System-process school The approach which is used for improving interpersonal relationship and for better team work is known as: a. Group Decisions Approach c. the ideal intervention process is: a. 30. For integrating individual and organizational goals. Cross Sectional Analysis b. is called: a. 31. Planned-approach school 28. The survey-feed back school d. . T-Group Approach 29. Survey feed back c.26.
Role Analysis technique d. Re-designing job b. Target c. The degree Approach 32. . Process consultation b. 36. In order to comprehend the range and applicability of OD interventions. Providing support c. the change agent is expected to play the following roles: a. Job Redesign As a leader. All of the above Fear of obsolescence can be overcome by: a. Both (a) and (b) The following tools may be used for analyzing “organizational scripts”. Focus b. Change interpreter c. Confrontation Meeting b. Training d.d. Role Negotiation Which OD intervention aims to achieve an ideal style of management? a. 37. Trouble shooter d. Survey Feedback d. Change advocate b. 38. a. Grid OD d. 35. Transactional Analysis b. Survey Feedback c. Role Analysis c. Departments d. Grid OD The OD intervention designed to work with individuals and groups to help them learn about human and social process and to learn to solve problems that stem from such processes in an organization. is called as: a. 34. Third party peace making c. Phasing of change Coping with indifference of management can be overcome by: 33. these interventions have been classified around the following dimensions: a.
Objectives c. Confrontation meeting c. Motivation 40. Phasing of change Role clarity Providing support of resources None of the above Role negotiation technique involves: a. Policy making group b. c. Resources allocation d. 39.a. . Counseling d. Contract setting b. Transactional analysis Components of evaluation can be: a. b. d.
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