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ASSIGNMENT
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DRIVE
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SPRING 2015
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PROGRAM/ SEMESTER
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MBADS – (SEM 4/SEM 6) / MBAN2 /
MBAFLEX – (SEM 4)
PGDHRMN – (SEM 2)
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SUBJECT CODE & NAME
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MU0018 - CHANGE MANAGEMENT
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BOOK ID
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B1807
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CREDITS
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4
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Max. MARKS
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60
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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.
Q. 1 Define the term ‘organisational transformation’.
Discuss the various strategies to manage transformation in organizations.
Ans : organisational transformation:
Organisational Transformation is a term
referring collectively to such activities as reengineering, redesigning and
redefining business systems. The dominant enabling technology in transforming
organization is information and technology. As business model change rapidly in
the financial environment and mergers and acquisition change the face of the
organization. So, organization continually need to
a. A flexible, effective and efficient
organization.
b. A customer-centric approach to
organizational
Q. 2 Describe Integrative Model for Planned Change.
Ans : Integrative Model for Planned Change:
Integrative Model of Planned Change was developed
by Bullock and Batten (1985). It Describes both organisational states and
change processes. The basis for this model is that an organisation exists in
different states at different times.
- Planned
movement can occur from one state to another.
- Understanding
of the present state of the
Q. 3 The key purpose of communication of change is to
ensure that the individuals understand what is going to happen and what is
expected from them. Explain some other important needs for communicating
change. Also explain the major methods and techniques for communicating change.
Ans : Needs of communication change :
1. Managing communication to change is a
proactive approach, as it correctly assumes that communication breakdowns cause
people to do things that hurt performance.” He then goes on to describe a
relatively traditional mix of communication tactics which enable communicators
to deal with the gap and implement the change.
Q. 4 What do you mean by resistance to change? Discuss
some of the reasons for individual (employee’s) resistance.
Ans : Resistance
to change:
Resistance to change is the act of opposing
or struggling with modifications or transformations that alter the status quo
in the workplace. Managing resistance to change is challenging. Resistance to
change can be covert or overt, organized or individual. Employees can realize
that they don't like or want a change and resist publicly and verbally. Or,
Q. 5 List the types of change management strategies.
Explain any two of them.
Answer : Strategies used in change management :
1. Empirical rational :
People are rational and will follow their
self-interest — once it is revealed to them. Change is based on the
communication of information and the proffering of incentives.
2. Normative reductive :
Q. 6 Write short notes on the following:
a. Change agents
b. Kolb’s Learning Cycle
c. Organisational Learning
Ans : a. Change agents :
A Change Agent is someone who knows and
understands the dynamics that facilitate or hinder change. Change Agents
define, research, plan, build support, and partner with others to create
change. They have the courage and the willingness to do what is best for the
community.
Some characteristics of
b. Kolb’s Learning Cycle :
Kolb developed a theory of experiential
learning that can give us a useful model by which to develop our practice. This
is called The Kolb Cycle, The Learning Cycle or The Experiential Learning
Cycle. The cycle comprises four different stages of learning from experience
and can be entered at any point but all stages must be followed in sequence for
successful learning to take place. The Learning Cycle suggests that it is not
sufficient to have an experience in order to learn. It is necessary to reflect
on the experience to make
c. Organisational Learning :
Organizational learning is an area of
knowledge within organizational theory that studies models and theories about
the way an organization learns and adapts.
In Organizational development (OD), learning
is a characteristic of an adaptive organization, i.e., an organization that is
able to sense changes in signals from its environment (both internal and
external) and adapt accordingly. (see adaptive system). OD specialists
endeavour to assist their clients to learn from experience and ...............
Dear students, get fully solved
assignments by professionals
Send your semester & Specialization
name to our mail id:
“ stuffstudy5@gmail.com ”
Or
Call us at: 095695-71214
(Kindly prefer mailing & Call in
case of urgency)
