Questions 8-6: What is organizational development, and how does it differ from traditional

approaches to organizational change?

Organizational development can be defined as a special approach to organizational change in

which employees themselves formulate and implement the change that’s required. It helps in

identification of rationales that can help the organization in growing in the long run and can

actually facilitate the change that needs to be undertaken in the organization. On the other hand,

organizational change refers to the change in personal growth of the employees. The traditional

approach to organizational change includes unfreezing, moving and refreezing. Companies often

find it necessary to change how they do things, however as hard as it is, change is necessary to

bring objective measures in the organization.

Question 8-7: List and briefly explain each of the steps in the training process.

As training is a result-oriented activity therefore it should be focused on development of rational

steps that can contribute towards the long-term strategic growth of the employees. The gold

standard in this regard is the analysis-design-develop-implement-evaluate (ADDIE) training

process model that training experts have used for years. This model contains the following steps:

 Analyze

 Design

 Develop

 Implement

 Evaluate
 i. Analyze: The need of the training should be analyzed first and the identification of

the key issues must be carried out first

ii. Design: The overall process of the training should be developed as per the need of the

employees

iii. Develop: The course and content of the training should be developed on the basis of

the need of the organization

iv. Implement: Implementation should be done on the target group so that the real time

efficiency measures can be assessed

v. Evaluate: The process should be evaluated on the basis of assessments carried out in

the implementation phase

Questions 9-3 Discuss the pros and cons of four performance appraisal tools.

Tool Advantages Disadvantages

Graphic rating scale method  Easy to understand  Subjectivity

 Quantifiable  Bias
 Inexpensive  Incomprehensive

Alternation ranking method  Identification of top  High Stress

performer  Might not improve
 Improvement in performance
productivity  Cannot completely
 Self-reflective for nourish talent
managers
Paired ranking method  Priority bases  May indicate lack of
 Less discrimination priorities
 Applicable in  Lacks data
organizations with
limited funds
Critical incident method  Direct observations  Delay in feedback
 Real time  In-equality
Question 9-7: Compare and contrast performance management and performance appraisal.

Performance management is a complex process that involves that whether the employee has been

able to achieve the success that needed to be achieved in forms of goals and aims as set by the

organization. It looks into factors that are dynamic in nature and is an evolutionary process

whereas performance appraisal is just an analytical tool to assess what the employee has been

able to do with in a certain time frame. It can be a year or a quarter or as set by the organization.

Below are the major differences between performance management and performance appraisal

Performance Management Performance Appraisal

Defines company’s goals Defines objective goals

Sets realistic expectations Quantifies expectations

Establishes clear communication Assess clear communication

Defines performance plan Measures performance plan

Shapes individual performance plans Shapes organizational goals

Question 10-1: Why is it advisable for an employee retention effort to be comprehensive?

What activities would you say are involved in such a program?

The employee retention effort should be comprehensive because such efforts are the key to

understanding the retention prospects of the employees. Multiple employers administer attitude

surveys that can help in pinning down the factors that can extensively engage the employers.

Moreover, retention efforts can help the employers to look beyond the traditional factors such as

pay and to make meaningful interventions such as leadership change. Activities such as hiring

the smart employee and finding what fits the best will be included in such a program.
Question 10-5: What would you as a supervisor do to avoid someone accusing you of

wrongful dismissal?

Wrongful dismissal occurs when employees are terminated with a reason or procedure that

doesn’t comply with the law. In many cases, employees accuse the supervisor of wrongful

dismissal. For instance, an employee can claim that he was forced to quit with intolerable

working conditions or harassment etc. in order to avoid accusation the supervisor should take

following steps:

• Employment policy should have grievance procedure and its shows that as a supervisor

you are treating them fairly.

• Use severance pay to remove accusation.

• Review employment policies to minimize the challenges.

• Applicant’s contract should have statement signed, that supervisor can terminate the

employee anytime.

• Statements like; just cause for termination should not be included in the contract.