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DRIVE-Fall
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
Q.1.
Define Organizational Development
(OD).What are the characteristics of OD? (Definition of
Organizational Development, Explain the characteristics of OD) 2,8
ANS:
Organisational
Development
In
its widest sense, OD is a planned approach to improve employee and
organisational effectiveness. This can be achieved by conscious
interventions in those processes and structures that have an immediate
bearing on the human aspects of the organisation. OD is the act,
process, or result of furthering, advancing or promoting the growth of
an organisation.
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 Ethical Dilemmas 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
are likely to be encountered. Now, you will understand with the help of the
model given in figure 6.5 which explains how ethical dilemmas can occur in OD.
Q.4.What is
Performance Appraisal? What are the purposes and characteristics of Performance
Appraisal? Describe the steps in Performance Appraisal System. (Definition
of Performance Appraisal, Describing the purposes of Performance Appraisal, Describing
the characteristics of Performance Appraisal, Explanation of the steps in
Performance Appraisal System) 1,2,3,4
ANS:
Performance Appraisal
Performance appraisal
refers to the analysing and evaluating the performance of the employees
in fulfilling the duties, roles and responsibilities that have been
assigned to them. It is therefore a systematic process of assessing the
achievements that are related to the work, its strength and weaknesses.
It thus, helps to identify the areas for the enhancement of performance
and helps in enhancing the professional growth. The Performance
Appraisal shows the link between reward systems and goal setting
process.
Q5. 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 in the role conflict and role ambiguity. Thus, the outcome of role
conflict and role ambiguity may give rise to the ethical dilemmas which are
explained below:
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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