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DRIVE-SPRING
2014
PROGRAM-MBADS (SEM
3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT CODE &
NAME MU0011 – Management and Organizational Development
BK IDB1726
CREDIT & MARKS-4
Credits, 60 marks
Q1. Define
Organizational Development (OD).Elaborate the history of OD. Explain the
importance of OD from a manager’s perspective
(Definition of OD,
History of OD in brief, Importance of OD to managers)2,4,4
Answer.
Organizational
Development (OD)
OD is the act, process, or result
of furthering, advancing or promoting the growth of an organisation. OD is
anything done to ‘better’ an organisation. But this definition is too broad and
all-inclusive. “OD is an effort 1) planned 2) organisation wide and 3) managed
from the top, to 4) increase organisation effectiveness and health through 5)
planned interventions in the organisations “processes” using behavioural
science knowledge”.
Q2. 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) 10
Answer.
Competencies
required for OD professional
To be effective, all OD
practitioners must possess the following basic knowledge, skills and attitudes
which are listed below:
1. Intrapersonal skills: As
OD is a highly, uncertain process which requires constant adjustment and
innovation, OD practitioner must possess good learning skills and must have
values, feelings, purposes
and integrity that helps in
building the relationships in a smooth and cordial way.
Q3. Discuss the in practicing OD
(Explain the
ethical dilemmas in practicing OD) 10
Answer.
Ethical Dilemmas
in practicing OD
“Ethical
dilemmas” are the results of behaviours and inappropriate actions or roles on
the part of both change agents and client systems. Ethical problems and
dilemmas are, therefore, a mutual responsibility of change agents and client
systems, dependent largely on the nature of their specific relationship.
Ethical problems and dilemmas faced by OD practitioners may leave OD’s
scientific and professional progression in a disadvantageous position. This
happens unless an agreement can be reached as to the types of ethical dilemmas
and the points, at which they
Q4. What is a
Learning Organization? Discuss the attributes of a learning organization.
Explain the various learning disciplines in learning organization
(Definition of a
Learning organization, Describing the attributes, Explaining the five basic
learning disciplines) 2,3,5
Answer.
Learning
organization
The
figure states that in the condition of antecedent, the OD practitioners and the
client system have their own set of goals, values, needs, skills and abilities.
These differences may or may not be pointed out in the entry and the
contracting phase. So when OD professionals and client are not aware of their
responsibilities then this may result
Q5. Describe the
various tools used in OD intervention
(Explaining the
various tools used in OD intervention) 10
Answer.
Tools used in OD
intervention
Portal technology
To understand portal technology
you must understand first what a portal is. A portal, as you can see in figure
11.6, can be defined as a framework which enables integration of people,
processes and information across the boundaries of an organisation. It aims at
providing the users a well secured and unified point of access which is often
seen in form of a web-based user interface. Application portlets are used in
such portals which are designed
Q6. Write short
notes :
a) Role Analysis Technique(RAT)
b) Reward Systems
(Meaning and steps
in RAT, Meaning, objectives and types of rewards) 5,5
Answer.
Meaning and
steps in RAT
It is a technique designed to clarify
role expectation. Role Analysis Techniques (RAT) has been
developed by Dayal (1969) for
redefining the managerial roles in an organisation. The set of behaviours or
attitudes associated with a particular position in a group is called a role.
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