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ASSIGNMENT
| DRIVE WINTER | 2014 |
| PROGRAM | Master of Business Administration- MBA |
| SUBJECT CODE & NAME | MU0011 – Management and Organisational Development |
| SEMESTER | 4 |
| BK ID | B1765 |
| CREDITS | 4 |
| 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.
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 make the difference between success or failure in our work and personal life.
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?
Answer : Competencies
Good and professional employees know their job roles inside and out. The most valuable employees understand more than just their jobs; they understand the industries in which their companies operate, the way in which their companies functions in big-picture terms and the way in which their individual job roles contribute to the success of their firms. Good employees come to an interview already possessing much of the skills they will require on the job, but the ability to learn quickly can often trump previous experience
3 Discuss the Ethical Dilemmas in practicing OD
Answer : Organizational ethics is the ethics of an organization, and it is how an organization ethically responds to an internal or external stimulus. Organizational ethics is interdependent with the organizational culture. Although, it is akin to both organizational behaviour (OB) and business ethics on the micro and macro levels, organizational ethics is neither OB, nor is it solely business ethics (which includes corporate governance and corporate ethics). Organizational ethics express the values of an organization to its employees and/or other entities irrespective of governmental and/or regulatory laws.
Q.4 What is a Learning Organization? Discuss the attributes of a learning organization. Explain the in learning various learning disciplines organization
Answer : The Learning Organisation is a concept that is becoming an increasingly widespread philosophy in modern companies, from the largest multinationals to the smallest ventures. What is achieved by this philosophy depends considerably on one’s interpretation of it and commitment to it. The quote below gives a simple definition that we felt was the true ideology behind the Learning Organisation.
“A Learning Organisation is one in which people at all levels, individuals and collectively, are continually increasing their capacity to produce results they really care about.”
- Describe the various tools used in OD intervention
Answer : There are eight characteristics of organization development interventions from more traditional interventions:
- An emphasis, although not exclusively so, on group and organizational processes in contrast to substantive content.
- An emphasis on the work team as the key unit for learning more effective modes of organizational behavior.
- An emphasis on the collaborative management of work-team culture.
6 Write short notes :
- a) Role Analysis Technique(RAT)
Answer : Role analysis technique (RAT) is used to help employees get a better grasp on their role in an organization. In the first step of a RAT intervention, people define their perception of their role and contribution to the overall company effort in front of a group of coworkers. Group members then provide feedback to more clearly define the role. In the second phase, the individual and the group examine ways in
- b) Reward Systems
Answer : Every company needs a strategic reward system for employees that addresses these four areas: compensation, benefits, recognition and appreciation. The problem with reward systems in many businesses today is twofold: They’re missing one or more of these elements (usually recognition and/or appreciation), and the elements that are addressed aren’t properly aligned with the company’s other corporate strategies.
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Send your semester & Specialization name to our mail id :
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