Free Essay

Organızatıonal Development Change

In: Business and Management

Submitted By isunny
Words 1111
Pages 5
Part 1: Short Essay
Please respond to 3 of the following 6 short essay questions.
Use the front and back pages if necessary. Read each question thoroughly and answer your selected questions completely. You may answer more than three questions and the best scores will be counted. Each question is worth ten points. Total points for this section is 30.
1. Describe Kurt Lewin's Theory.

2. Describe the general order, the five steps, of planned change?

3. Describe the five criticisms (disadvantages) of planned change?

4. Describe the five ethical dilemmas of OD.

5. Describe the four methods for collecting data.

6. Describe the three levels of analysis when diagnosing problems within a company and two design components to consider in each one.

Part 2
True or False
Please respond to the following questions. Write true or false a fter each question. Each question is worth two points. Total points for this section is 44 points.
7. An open system organization is comprised of inputs, transformations and outputs._ 8 . Feedback is information regarding actual performance or the results of the system. ~T~
9. Alignment refers to the characteristic of the relationship between two or more parts and how the characteristics^features of one system support that of another system.
'_________


H

lCji Selection of a diagnostic model is at the discretion of the OD practitioner. 11. Boundaries as identified in the open systems approach distinguishes between systems and environments.
12. Organizational effectiveness is the overall term that describes performance, productivity, customer and employee satisfaction. _ Z

13. Group composition includes age, education, experience, skills and abilities of group members.
_______
^4 Performance reviews are an example of an intrusive method for collecting

15. How a client group accepts the data will be directly impacted by how it is presented. ~ T~
~
ldvJStrategic issues are those that involve the product and services offered by the organization.
17. Human process issues have to do with social dynamics occurring among
_________
employees such as conflict, communication.

18. OD Practitioners should obtain implementation and evaluation feedback.

19. Team building interventions help groups become more effective in accomplishing tasks.

vi Parallel structures are permanent teams or departments that exist inside the company .

T

21. Effective consultants agree to unrealistic timelines and expectations to make sure the client's needs are considered.
^
22.

Process consultation is oriented toward helping managers and employees assess and improve key processes such as decision making, communication, etc.
~__
T__

23.

An intervention is a set of sequenced, planned actions or events intended to help organizations increase effectiveness. ~ T
~~

24.

Large group interventions involve a broad variety of stakeholders to clarify values, new vision, etc.

25.

Employee involvement improves organizational effectiveness, and employee well being by improving knowledge, power, information and rewards. 'I

26.

Structural design involves the organizational division of labor-how tasks are performed. f 27.

The contracting process usually results in a collaborative relationship between the client and OD consultant ________
One of the ways an intervention can be evaluated is the way it is tied to intended outcomes. P

Part 3-Multiple Choice
Please circle your response to the following multiple choice questions.
Each question is worth two points. Total points possible in this section:
26 points.
29. Which of the following is part of the history of Organizational
Development?
a. Quality of Work Life movement
b. Participative Management
c. Action Research/Survey Feedback
d. National Training Lab Sensitivity Training
e. All of the above
30. What are types of OD interventions?
a. Human Resource interventions
b. Process interventions
>trategic interventions
All of the above
e. A and B only are types of interventions
Which
a.
b.
c.

of the following is part of the values and ethics of, OD?
Concern for democracy and support
Build an open and trusting collaboration
Be aware of value conflicts within and outside organizations dy Address solutions to conflicting values i f.
All of the above

“A

32. Which of the following are considerations when developing an OD

contrad?
a. Goal is to make a good decision on how to carry out Ob process
b. Establish mutual expectations
c. Agree on required time and resources
d. Distinguish between essential and desirable requirements
e. OD practitioner can go right to. what's required for success without discussing expectations to save time
f. All of the above are considerations
^ g . All of the above except e are considerations
In the comprehensive model for diagnosing organizational systems, the design components section consists of which of the following:
a. Technology
b. S tra tegy
d. Measurement systems
e. Human resource systems
_ ^ r 'A II of the above except b
. q. All of the above
34. Which of the following is true about organizational development?
A. OD involves the creation and reinforcement of change
b. OD is oriented toward improving organizational effectiveness.
c. OD is an adaptive process for planning and implementing change
d. All of the above are true.
Which of the following is not part of the survey application process?
a. Participants are involved in planning the survey
b. Survey is administered to all employees in group or organization v'- f c-Manager summarizes the results and prepares the data for feedback d/Data feedback begins at the top and cascades down
e. Feedback meetings provide an opportunity to work with data

36 .

Human Process interventions include which of the following:
b. Teambuilding
c. Conflict resolution

d. Large group meetings with stakeholders
•e. All of the above
f. A, B, C are correct
37/ Techno-structural interventions include which of the following:
a. Structural design
I
b.... Downsizing__ _
c. Re-Engineering
d. Employee Involvement
e. Technology Education
. f . All of the above gT^All of the above except,e_
38. Which of the following factors have contributed to the chaotic change in
Organizations?
a. technolog y .. .
b. globalization
c. management innovation c\\ of the above
e. A and B only
39. Which of the following is an approach to participative management?
a. Benevolent authoritative
b. Exploitive authoritative.,
c. Consultative
d. Participative
e. Collaborative
f. All of the above
^ tp ? A ll of the above except e
40. Which of the following should be considered when seeking an OD practioner? a. Level of experience
b. References from clients
c. Specialization areas
d. Ability to be objective
^ rO
^ 3 5 All of the above
^
f . A, C, D
1

41. Which of the following are situational factors when considering implementation of an intervention?
a. Readiness for change
b. Capability for change
c. Competence of the od consultant
d. Cultural context
e. All of the above f . A and B only are situation factors

11 - 6-11…...

Similar Documents

Premium Essay

Organizational Development and Change

...ORGANIZATIONAL DEVELOPMENT AND CHANGE Chapter 9 Q. # 2. Identify and explain the four areas of the Johari Window Model. The Public Area: includes behaviors, thoughts and feelings that both the person and others know. On this area the person and the others share mutual perceptions, that it would help the group and team process. The Blind Area: represent aspects of the self not known to oneself but readily apparent to others (can include mannerisms, habits, gestures, attitude, etc). The person might be aware or the other can perceive easily. It can be a great excuse to act in a denial. The Closed Area: this involves behaviors, thoughts and feelings known only to oneself and not to others. Can be a protective or evasive action to do not let the others know what the person can consider personal or destructive to the ego or self-image. To identify these behaviors, thoughts or feelings the person would need to release voluntarily. The Unknown Area: this are the behaviors and feeling that are inaccessible both to oneself and the others (unconscious staff). These behaviors or feelings can be revealing by the person in particular circumstances and moments. The interpersonal effectiveness is directly related to the amount of common shared communication between the company members and the congruence on this process. The Suandale Case (page 274) On this case we can observe the wrong communication process as well the poor leadership skills by the......

Words: 1436 - Pages: 6

Premium Essay

Managing Change Through Organizational Development

...HR07 Managing Change through Organisational Development Assignment No.I Assignment Code: 2013HR07A1 Last Date of Submission: 15th April 2013 Maximum Marks:100 Attempt all the questions. All the questions are compulsory and carry equal marks. Section-A Ques. 1 Explain underlying values and assumptions of OD? Can OD cope with the challenge of managing radical change? Ques. 2 Is the Action Research model of planned change better than Lewin’s changed model? Justify your stand vis-à-vis the short comings of planned change. Ques. 3 OD interventions need to be well planned and structured to promote learning and change. What factors should OD practitioners consider while structuring their interventions? Ques. 4 Discuss the meaning of organizational development. What are the various purposes for which organizational development is used? Section-B Case Study The team leader always comes just as the meeting is scheduled to begin and spreads folders and other materials across one end of the table. Team members leave two chairs on either side of that end of the Table and no one ever sits there. This allows the leader approximately one-third of the table space while the groups sits around the other two-thirds of the table. The team always waits for the leader to express before anyone speaks. The leader often begins with ten minutes review of the progress. The team is assigned the task of collecting data from the......

Words: 934 - Pages: 4

Premium Essay

A Change Recipient Perspective on Training and Competence Development During Organizational Change

...HUMAN RESOURCES Conference Paper Abstracts A CHANGE RECIPIENT PERSPECTIVE ON TRAINING AND COMPETENCE DEVELOPMENT DURING ORGANIZATIONAL CHANGE Olsen, Trude Hogvold; Harstad U. College; trude.olsen@hih.no Stensaker, Inger G.; NHH Norw.Schl of Economics and Business Adm.; inger.stensaker@nhh.no As organizations change and adapt to pressures in the external and internal environment, managers and employees are required to learn new competencies and skills. Ideally, new skill requirements should be identified and developed early in the change process in order to ensure that managers and employees are ready to face their new tasks and roles when the changes are implemented. However, despite good intentions at the top management level, employees and middle managers often report uncertainty and a lack of the necessary skills required to implement change. In this paper, we report from a qualitative study of two planned organizational change initiatives in the public sector. The changes involved new work tasks and managerial roles for a group of middle managers. Although the skill requirements appeared to be clear and formal training was initiated, a number of uncertain and ambiguous issues emerged among the change recipients. We examine the types of uncertainty and ambiguity that emerged and how change recipients attempted to handle these challenges. Our findings suggest that although necessary and important, formal training procedures are not adequate for resolving......

Words: 27190 - Pages: 109

Premium Essay

Organizational Change

... About Pfeiffer Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. We deliver proven ideas and solutions from experts in HR development and HR management, and we offer effective and customizable tools to improve workplace performance. From novice to seasoned professional, Pfeiffer is the source you can trust to make yourself and your organization more successful. Essential Knowledge Pfeiffer produces insightful, practical, and comprehensive materials on topics that matter the most to training and HR professionals. Our Essential Knowledge resources translate the expertise of seasoned professionals into practical, how-to guidance on critical workplace issues and problems. These resources are supported by case studies, worksheets, and job aids and are frequently supplemented with CD-ROMs, websites, and other means of making the content easier to read, understand, and use. Essential Tools Pfeiffer’s Essential Tools resources save time and expense by offering proven, ready-to-use materials—including exercises, activities, games, instruments, and assessments—for use during a training or team-learning event. These resources are frequently offered in loose-leaf or CD-ROM format to facilitate copying and customization of the material. Pfeiffer also recognizes the remarkable power of new technologies in expanding the reach and effectiveness of training. While......

Words: 29274 - Pages: 118

Premium Essay

Organizational Development and Change

...Organizational Development and Change The organizational development (OD) tradition is a practitioner-driven intervention-oriented approach to effecting organizational change via individual change, with view to increasing effectiveness. It is implemented within a problem-solving model, places a heavy accent on survey-based problem diagnosis and subordinates people to a vision of the future. Commitment-based strategies of effecting change assume that the impetus for change must come from the bottom up, whilst compliance-based strategies involve the creation of behavioural imperatives for change. Various ‘employee involvement’ strategies are reviewed, but there is little evidence for their effectiveness either as a means of securing commitment or enhanced performance, or as a means of leverage for change. Culture is assumed to be the primary vehicle for change within the OD tradition, although the relationship between culture and the change process is ill understood. Finally, the assumptions underpinning team development, and its implementation, are critically examined. The organizational culture literature itself is fraught with epistemological debate. Practitioners are interested in management by measurement and manipulation of culture. Theoreticians of culture, however, aim to understand the depth and complexity of culture. Unresolved issues remain regarding how to define culture, the difference between culture and climate, measurement/levels of analysis, and the......

Words: 13780 - Pages: 56

Premium Essay

Organizational Change

...Organizational Change Plan 09/08/2014 Marnelle Paul HCS 587 Professor: Virginia Weatherston Many health care organizations in New York, including Long Island are moving toward the continued growth of improved documentations and communication. It is a big change of moving from paper-based nursing documentation to Electronic Medical Record (EMR) as required by the department of Health law that documentation of nursing intervention be done appropriately, and the care given be evaluated accordingly to improve the quality of care that nurses are rendered. This proposed change that is selected is designed for a long term care facility in Syosset, Long Island, with the vision to maintain excellence in care. The need in this health care facility for the change will be examined as well as the organizational and individual barriers to the change. Even though there are factors that might influence the change, there are also factors that will influence the organizational readiness for the change. The success of the changed will depend on the right theoretical model approach, and the right availability of internal and external resources. This new change will allow other providers to have access to the medical records without having to fax or mail them which may delay care. When a patient requires more intensive care such as cardiac distress that requires a transfer to a more skilled facility, the EMS transporter must wait for all the paper work to be done,......

Words: 1286 - Pages: 6

Premium Essay

Organizational Development and Change

...Chapter 5 Organizational Development and Change Chapter Overview The organizational development (OD) tradition is a practitioner-driven intervention-oriented approach to effecting organizational change via individual change, with view to increasing effectiveness. It is implemented within a problem-solving model, places a heavy accent on survey-based problem diagnosis and subordinates people to a vision of the future. Commitment-based strategies of effecting change assume that the impetus for change must come from the bottom up, whilst compliance-based strategies involve the creation of behavioural imperatives for change. Various ‘employee involvement’ strategies are reviewed, but there is little evidence for their effectiveness either as a means of securing commitment or enhanced performance, or as a means of leverage for change. Culture is assumed to be the primary vehicle for change within the OD tradition, although the relationship between culture and the change process is ill understood. Finally, the assumptions underpinning team development, and its implementation, are critically examined. The organizational culture literature itself is fraught with epistemological debate. Practitioners are interested in management by measurement and manipulation of culture. Theoreticians of culture, however, aim to understand the depth and complexity of culture. Unresolved issues remain regarding how to define culture, the difference between culture and climate,......

Words: 13784 - Pages: 56

Premium Essay

Organizational Change

...AP Stucco, Inc. Organizational Change Proposal Kayla Oliver-Pratt BUS 610 Inst. Peggy Morrison July 5, 2011 Organizational Change Organizational change is inevitable. For centuries philosophers have struggled with the meaning of “change.” Accomplishing organizational change is one of the greatest challenges for business leaders in the twenty-first century. In order to build a successful organization, it takes time, effort, and perseverance; but once success is obtained, maintaining that success becomes a motivating force. To effectively change and improve performance, management must initiate activities to help change weaknesses into strengths. According to Kinicki & Kreitner, (2009), “Successful organizational change requires management commitment, an implementation plan, and buy-in from all employees (p 411). In this paper I will describe an organizational change management approach for a new structure and the need for growth in a small contracting construction company. I will also focus on the recommended steps need for minimizing adverse impact, the systemic nature of the organization, and how the change will improve the effectiveness of the organization, its processes and the productivity of its employees. A need for growth is necessary for any organization in order to remain a viable entity. Just as anything in life has the tendency to change, so can cultures and markets, with requires constant attention and preparation. In order to be successful...

Words: 1831 - Pages: 8

Premium Essay

Organizational Change

...Massive Changes in Organizational Practice Significant inter-organizational changes have been witnessing enriched hierarchal changes using horizontal networks through restructuring. Within the article Miller and Rice describe boundaries as a system implying discontinuity, with a combination of territory, time and technology (Yan & Meryl, 1999). In 1978 Pfeffer and Salancik applied the idea that a power criterion could inform on the determination of activities that were a shared or joint control. The last suggestion made in the article leads to the premises that boundaries are the connections and interdependencies within a system (Yan & Meryl, 1999). Boundaries defined A boundary as a demarcation distinguishes social entities from one another; for example, between two organizations. A boundary as a perimeter allows for and defines focal point systems that embody disturbances. It means that at some instances the organization is closed yet others are open and this is a means for disruption and turbulence. A boundary as an interface is a perspective that focuses on inter-dependent relationships and cross-bound transactions between systems to act as a common meeting place to pay special attention to issues, conflicts and provides and allows for a flow of communication. Boundary as a frontier is where the environment is treated as the origin for resources in which the system is depended. (Yan & Meryl, 1999). Boundaries and the work unit The article explains that......

Words: 562 - Pages: 3

Premium Essay

Bus 518 Assignment 5 Organizational Change and Personal Leadership Development Plan

...Assignment 5 Organizational Change and Personal Leadership Development Plan http://homeworkfy.com/downloads/bus-518-assignment-5-organizational-change-and-personal-leadership-development-plan/ To Get this Tutorial Copy & Paste above URL Into Your Browser Hit Us Email for Any Inquiry at: Homeworkfy@gmail.com Visit our Site for More Tutorials: (http://homeworkfy.com/ ) Read the case study titled “A Successful Downsizing: Developing a Culture of Trust and Responsibility” before starting this assignment Write a 7-9 Page paper in which you: Describe specific practices that successful project managers apply in exercising their leadership and management roles overall. Evaluate Judy Stokley’s level of success in developing a culture of trust while implementing her drawdown planas Eglin Air Base’s new Advanced Medium Range Air-to-Air Missile (AMRAAM) program director. Provide three (3) specific examples to support the response. Indicate three (3) key learning and behavior modification strategies that Judy Stokley used in order to address AMRAAM’s organizational problems and gain the trust of project team members. Provide three (3) specific examples to support the response. Analyze three (3) actions that Judy Stokley took in order to change the project team’s culture and create a relationship of trust, mutual support, and teamwork between the government and contractors. Support the response with three (3) specific corresponding examples. Create a personal leadership......

Words: 490 - Pages: 2

Premium Essay

Organizational Change

...Institutional affiliation Types of health care organizational structure Holarctic structure: it is a form of governance in which authority and decision-making are distributed throughout a group of the self-organizing team rather than a management hierarchy. Traditional hierarchy/ vertical organizational structure: it is a type of governance where power flows vertically upwards. Employees follow a chain of command. The head of the organization gives the final decision. Flat/horizontal organization: it has few or no level of middle management. Well-trained workers are more productive when it comes to decision making other than close supervision by many layers of the organization. Importance of strategic model Developing strategic management models helps in defining various roles of departmental teams assist in driving the organization forward. It also helps the organization keep track of its mission, vision, and values. The model also helps in ensuring maximum use of the organization resources towards its development and growth. Depending on the structure of governance an organization takes, it always aims to accomplish its mandate(Crowell, 2011). Achieving change There are eight basic steps to achieve change in an organization First define stakeholder and organization needs: support and engage people in the team on the importance of change. Address their motivation, both emotional and practical needs, and their readiness to change. This would help in crafting......

Words: 1368 - Pages: 6

Premium Essay

Organizational Change

...Organizational Change: Management Versus Leadership Jeffrey Gomez Management versus Leadership Management makes complicated process runs smoothly. It is described as predictable, orderly and may produce short-term results (Kotter, 1996). Leadership creates the organization and adapts to changes as it occurs. It is described as producer of a very useful change in the organization (Kotter, 1996). Leaders and managers are being compared through the following comparisons. Leaders are focused on people, inspire trust, develop, do the right thing and they innovate (Brinegar, 2014). Managers focus on systems, rely on control, maintain, do things right, and they administer (Brinegar, 2014). Organizational Change Change is a response to pressures and internal or external forces that cause an organization to modify. It could be planned or unplanned response to forces such as technology, environment, politics or even competition (Todd D. Jick, 2010). The approach to change depends on the complexity or simplicity of the matter and the unpredictability or the unclear solutions as response to pressures (Joe, 2009) According to Linda Ackerman, there are three types of changes and each varies scope and depth. The following are Developmental, Transitional, and Transformational (Todd D. Jick, 2010). Developmental Changed Developmental change is often used to improve business procedures. There are no radical changes in the organization’s structure but to develop processes...

Words: 1027 - Pages: 5

Premium Essay

Organizational Change

...A Process for Changing Organizational Culture Kim Cameron University of Michigan Business School 701 Tappan Street Ann Arbor, Michigan 48109 734-615-5247 kim_cameron@umich.edu To be published in Michael Driver (Ed.) The Handbook of Organizational Development 2004 2 A Process for Changing Organizational Culture Kim Cameron University of Michigan Much of the current scholarly literature argues that successful companies--those with sustained profitability and above-normal financial returns--are characterized by certain well-defined external conditions. These conditions include having (1) high barriers to entry (e.g., the difficulty of other firms entering the market, so few, if any, competitors exist), (2) nonsubstitutable products (e.g., others cannot duplicate the firm’s product, and no alternatives exist), (3) a large market share (e.g., the firm can capitalize of economies of scale and efficiencies by dominating the market), (4) buyers with low bargaining power (e.g., purchasers of the firm’s products become dependent on the firm because they have no other alternative sources) (5) suppliers with low bargaining power (e.g., suppliers to the firm become dependent because they have no other alternative customers), (6) rivalry among competitors (e.g., incentives to improve are a product of rigorous competition), and (7) rare products or services (e.g., offering something that no other company provides) (Porter, 1980; Barney, 1995). Unquestionably, these are......

Words: 7375 - Pages: 30

Premium Essay

Organizational Change

...living in a fast pace society and it is essential to allow change to keep up. Due to globalization our markets are fuller with endless opportunities to raise revenue which will lead to growth. Our markets have become so diverse with a variety of needs that one must understand that there are certain expectations that must be met in order to satisfy consumers which can only be met with collaboration. It is critical for management and leaders to be able to manage organizational change because the purpose for this change is to improve the organization’s effectiveness and the people within that organization. Organizational change is sometimes provoked by external forces, such as increase in production, funding cuts, new clients or markets. This process occurs as often as a person will grow through lifecycles. It generally does not include modification to a program, or adding employees but when a company goes through an “organizational transformation” to achieve an overall goal, they will change their strategy or shift the way the company is run, mergers, re-engineering, reconstructing, new technologies, maybe by removing some aspect, or resizing. Possibly some form of freezing or un-freezing, even change in policies or procedures. A significant change can be adding something new, advertisement or even a new chief executive officer with his or her wishes on how the company should be run, could also lead to substantial change in the organization. There are managers and leaders......

Words: 1451 - Pages: 6

Free Essay

Organizational Change

...Organizational Change Name: Institution: Instructor: Course: Date: Abstract The report looks at the process of change in organizations. It examines the stakeholders and how a change which in this case is downsizing would affect them. The paper also looks at how downsizing affects people with interests in a company, that is to say the stake holders who are adversely affected. The reasons why change in most cases results in these effects is examined. Then the report also looks at the methodology that could be used in the implementing changes in the organization in a managerial level so as to minimize the re-occurrence of the effects that are not good to the business and those with vested interests. Introduction There are many ways in which a business can be affected by change. Some examples of changes that are made in the organization include downsizing; changes made in the structure of the organization, and at times even change in processes carried out in the organization. All these changes are usually necessary to enable the organization or business adapt to some of the changes in its operating environment (Kreitner, 2008). All these can be summarized using one word, ‘restructuring’. It could also be referred to as re-engineering. In order to be successful in today’s competitive world, an organization has to embrace this important aspect in its day to day operations. This change can be for the whole company, or can only involve certain parts of company.......

Words: 2480 - Pages: 10