MU0011 –Management and Organisational Development

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Winter/ November 2012

Master of Business Administration- MBA Semester 3

MU0011 –Management and Organisational Development - 4 Credits

(Book ID:B1229)

Assignment Set -1 (60 marks)

Note: Assignment Set -1 must be written within 6-8 pages. Answer all questions.

Q1.What are the characteristics and goals of organisational development? 10 marks(350-400 words)

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.

Q2.What are the values, beliefs and assumptions in OD ?10 marks(350-400 words)

Answer : A set of values, assumptions, and beliefs constitutes an integral part of OD, shaping the goals and methods of the field and distinguishing OD from other improvement strategies.

Most of these beliefs were formulated early in the development of the field, and they continue to evolve as the field itself evolves.

A belief is

Q3.List the characteristics of organisational culture.10 marks(350-400 words)

Answer : "Understand the culture to understand the organization," states Edgar Schein, the noted MIT professor of organizational development and culture. Culture permeates your company and defines what you and your organization stand for -- from sayings, mottoes and slogans to the way your company interacts with employees and customers. In many companies, the culture begins with a mission statement, while in others, it flows to employees through the founder and leader. Every company has a culture and, with it, a

Q4.What are the steps involved in the process of diagnosing the system?10 marks(350-400 words)

Answer : Organizational diagnostics

In the field of Organizational Development there are many activities and disciplines. One of those is the area of organizational diagnosis and the use of structured organizational diagnostic tools.

The effective diagnosis of organizational culture, and structural and operational strengths and weaknesses are fundamental to any successful organizational development intervention. As Beck hard[1] said in the preface to his seminal work.

Q5.What are the major causes for resistance to change?10 marks(350-400 words)

Answer : Anyone responsible for facilitating change in organisations or groups will, without doubt, encounter people who resist their efforts. 

In my experience, I often see managers and leaders lose their nerve in the face of active resistance and change efforts inevitably falter.  Here are six of the most common reasons resistance is so challenging:

Q6.Write short notes on:

a. Human process interventions

Answer :  The following interventions deal with interpersonal relationships and group dynamics.

·         T Groups: The basic T Group brings ten to fifteen strangers together with a professional trainer to examine the social dynamics that emerge from their interactions.

·         Process Consultation: This intervention focuses on interpersonal relations and

social dynamics occurring in

b. Team building interventions 5 + 5 marks(200 - 250 words each)

Answer : Teambuilding Interventions

On a complex, multi-year ERP implementation, one or more of the ERP project teams could experience problems with working relationships, lack of alignment, poor communication among members, or poor levels of trust among team members with competing agendas. In some instances, these team problems can continue to the point of threatening key project milestones and thus risk the success of the ERP project.

Purpose of Teambuilding

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