MU0018 – Change Management

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ASSIGNMENT

DRIVE	FALL 2016
PROGRAM	Master of Business Administration- MBA
SEMESTER	Semester 4
SUBJECT CODE & NAME	MU0018 – Change Management
BK ID	B1807
CREDIT & MARKS	4 Credits, 60 marks

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.

Question. 1. Describe Kotter’s Eight Step Change Model.

Answer: Whether you're considering a small change to one or two processes, or a system wide change to an organization, it's common to feel uneasy and intimidated by the scale of the challenge.

You know that the change needs to happen, but you don't really know how to go about delivering it. Where do you start? Whom do you involve? How do you see it through to the end?

There are many theories about how to "do" change.

Question. 2. What are OD interventions? How are they useful to the organizations?

Answer: In an effort to increase its viability and effectiveness, a company will employ interventions as it implements various change agents. The purpose of such interventions is to improve productivity, performance or behaviors through a series of structured individual and team activities that focus on what employees do and how they do it.

Question. 3. Discuss the reasons for employees’ resistance to change.

Answer: The resistance to organisational change is rarely irrational. Employees resist change efforts from a perspective that makes perfect sense to them.

In practice, there are 12 common reasons why people resist change in the workplace:

1. Loss of Job: This is a major reason why employees resist change. In an organizational setting, any process, technological advancement, systems, or product change will include streamlining, working smarter, cost reduction, efficiency, faster turn around times. All these means staff and managers will resist the changes that result in their roles being eliminated or

Question. 4. What do you mean by Organizational Effectiveness? Explain the approaches involved in achieving Organizational Effectiveness

Answer: Organizational effectiveness can be defined as the efficiency with which an association is able to meet its objectives. This means an organization that produces a desired effect or an organization that is productive without waste. Organizational effectiveness is about each individual doing everything they know how to do and doing it well; in other words organizational efficiency is the capacity of an organization to produce the desired results with a minimum expenditure of energy, time, money, and human and material resources. The desired effect will depend on the goals of the organization, which could be, for example, making a profit by producing and selling a product. An organization, if it operates efficiently, will

Question. 5. What do you mean by Change Agent? Describe the characteristics of successful Change Agents.

Answer: The change agent may be in the form of a consultant who helps the clients find solutions to the organizational problems. It could also be in the form of a trainer who trains the client to achieve a set of skills that could be used in bringing about the change for optimal outcomes.

This change agent must have certain characteristics which would identify it to be more effective than others. According to Shaskin and Morris, the

Question. 6. Write a brief note on the following:

a)Herzberg’s Motivation Theory

Answer: The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other.

b)Kurt Lewin’s Model of Change

Answer: Lewin's three stage theory of change is commonly referred to as Unfreeze, Change, Freeze (or Refreeze). It is possible to take these stages to quite complicated levels but I don't believe this is necessary to be able to work with the theory. But be aware that the theory has been criticised for being too simplistic.

The world has changed since the theory was originally presented in 1947, but the Kurt Lewin model is still extremely relevant. Many other modern change models are actually based on the Kurt Lewin model. I'm going to head down a middle road and give

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