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DRIVE-Winter
2014
PROGRAM-MBADS
(SEM 3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT
CODE & NAMEMU0011 – 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)
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
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
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.
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 with a purpose of personalising and
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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