MU0011 – Management and Organisational Development

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ASSIGNMENT

 

 

 

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.

 

1 Define Organizational Development (OD).What are the characteristics of OD?

Answer : Organisational Development (OD) can be described as the systematic process to change the culture, system and behaviour of organization. It is process that helps in solving organizational problems and achieving organizational objectives. Organisational Development works as important mechanism that helps in impressing the organization and its employee through planned and established system.

 

Characteristics of OD :

 

The ability to interact effectively with others can

 

 

 

2 As an HR, you find that the OD professional in your organization is not competent enough. What are the competencies you will consider in a good OD professional?

 

Explain any ten competencies required for OD professional

Answer : Much of the literature about the competencies of an effective OD practitioner reveals a mixture of personality traits, experiences, knowledge, and skills presumed to lead to effective practice. For example, research on the characteristics of successful change practitioners yields the following list of attributes and abilities: diagnostic ability, basic knowledge of behavioral science techniques, empathy, knowledge of the theories and methods within the consultant’s own disci pline, goal-setting ability, problem-solving ability, and ability to perform self-assessment, ability to see things objectively, imagination, flexibility, honesty, consistency, and trust.

 

Although these qualities and skills are laudable, there has been relatively little consensus about their importance to effective OD practice. Two

 

 

 

3 What are the characteristics of OD intervention? Explain the Six Box Model in OD.

 

Answer : There are eight characteristics of organization development interventions from more traditional interventions:

 

1. An emphasis, although not exclusively so, on group and organizational processes in contrast to substantive content.

 

2. An emphasis on the work team as the key unit for learning more effective modes of organizational behavior.

 

 

4 What is Performance Appraisal? What are the purposes and characteristics of Performance Appraisal? Describe the steps in Performance Appraisal System.

Answer : Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be confined to past as well as potential performance also. The second definition is more focused on behaviors as a part of assessment because behaviors do affect job results.

PURPOSE OF PERFORMANCE APPRAISAL –

The purpose of performance appraisal is many folds

 

 

 

5 Describe the impact of Technology in Organizational Development (OD).What are the benefits of using Technology in the field of OD?

Answer : The Internet, email, and Web conferencing tools have created the capacity for collaborating across time and space both within and between organizations. Just as technology has transformed the organizational environment, it’s also transforming the field of Organization Development (OD).

 

Impact of Technology intervention in Organization Development:

 

The Internet, email, and Web conferencing tools have created the capacity for collaborating across time and space both within and between

 

 

 

6 Write short notes :

 

a) Senge’s Approach

 

Answer : The Learning organization concept was coined through the work and research of Peter Senge and his colleagues (Senge, 1990). It encourages organizations to shift to a more interconnected way of thinking. Organizations should become more like communities that employees can feel a commitment to. They will work harder for an organization they are committed to.

 

A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself. Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment. A learning organization has five main features; systems thinking, personal mastery, mental models, shared vision and team learning.

 

 

Need for learning organisation :

 

• Because we want superior performance and competitive advantage
• For customer relations

 

 

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