Organizational Change & Development (VV2) We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) 1 . Why are organisational changes often resisted by individuals and groups within the organisation? How can such resistance be prevented or overcome? 2 . How can group dynamics be used by a manager to overcome resistance to change on the part of his subordinates? 3 . " Change in organisationshould be implemented with the cooperation of the effected employees". Comment. 4 . What do you understand by organisation development (OD)? Discuss the assumptions underlying organisation development. 5 . Why is it necessary for doing OD ? Discuss the steps involved in the process of OD. 6 . Discuss the behavioural interventions techniques for Organisation development. 7 . " Organisations that fail to change are sure to fall". Comment. 8 . Write short notes on fivr: A. Planned change, B.Force field analysis C.Sensitivity training D. Action research E. Grid OD We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Case Detail : Mr. Kulkarni got promotion last year and has been posted as foreman in a production shop. Before his promotion to the management cadre, he had been a supervisor for four years. His work for that job had considerably been outstanding. It may be recalled that Kulkarni joined the company as a trade Apprentice. He did well in his training and his susequent jobs. He rose to the jobof a supervisor in about six years. His human reletions were generally good. His colleagues had wished him well on his promotion. To improve the working of his shop, Kulkarni introduced some changes in his shop.He reallocated the the responsibilities of the supervisors and changed the shifts and machines of some operators. He thought that this change would improve the working of his shop. However , from that time onwards Kulkarni began to have trouble as foreman. The supervisors in his shop gave hgim the silent treatment. The operators seemed to make mistakes even in doing simple things. Everyday there was a machine shutdown. By the end of the quarter, Kulkarni's work shop was showing the poorest production record in the whole of the plant. 1. What do you think has gone wrong? 2. Did Kulkarni make a mistake in introducing the changes ? Justify your answer. 3. If you were Kulkarni, what would you do to get the things right ? We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) 1. Lewim's process consists of Unfreezing stage moving stage refreezing stage All of these 2. New performance appraisal system and incentives usage is part of Mobilize commitment consolidation of gains reinforcement of new programmes human resource intervention 3. Moving stage in Lewin's organisational change process considers mobilize commitment consolidation of games monitoring and assessing programmes reinforcement of new programmes 4. " Self designing organisations'" is an example of human resource intervention technostructural intervention strategic intervention HRM interventions 5. Formulating SMART performance training objectives are included in Human resource interventions strategic interventions Technostructural interventions HRM interventions 6. While describing individual roles , the 'Role ' is called as Individual role Focal role social role none of these 7. Organisational Development (OD) process is cyclical and ends, when data is gathered problem is identified desired development result is ontained plan is implemented 8. The role negotiation technique for group intervention was developed by Roger Harrison Bennet and Hailey both Roger Harrison and Bennet and hailey none of these 9. OD can also be called as a process for Performance appraisal change of people For teaching people how to solve the problem all of these 10. People in the organisation should be treated as Important resource Natural resource working capital all of these 11. ' In terms of organisational change ,' maintenance of status quo' represent instability stability contradiction opposition 12. Among the most common and influencial forces of organosational change are the emergence of new competitors and ____________ Innovation in technology new company leadership evolving attitudes all of these 13. Which of the following strategies refer to slow, gradual or incremental type of change in terms of strategic management? Internal development external development revolutionary development radical development We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) 14. Joint venture is an example of which of the followinf ? Internal development external development revolutionary development radical development 15. Which of the following is one of trhe dimensions of the Greiner's Model ? Growth rate of company Growth rate of market growth rate of industry growth rate of economy 16. Managing change is integral part of _________ Top management's job middle management's job every managers job first line manager's job 17. Which of the following is not an external force of change ? market place economic change work force Government law and regulations 18. Falling interest rates would most stimulate what change factor for a manager ? market place economy Government law and regulation labour market 19. Which change factor did Steve Bennett address in his turnaround of Intuit Inc. ? Technology workforce equipment strategy 20. Labour strikes are an example of what change factor that may encourage a change in management, thinking and practices? Work force equipment employees attitude strategy 21. Internal forces that stimulate the need for change tend to originate primarily from the impact of external forces or from ______-______ The forces of competition Change in technology The internal operations of the organisation customer demand for the products the company produces 22. Which of the fpllowing is not one of the ADKAR change model process ? Awareness determination ability knowledge We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) 23. When implementing change process, which level of creating a shared vision is essential telling testing consulting cocreating 24. Which of the following factors is least important when selecting a change strategy Finance Time frame expertise degree of resistance 25. Change management often fails because of _______________ Focusing only on process Focusing only om results No change in reward system All of these 26. An integrated tools for measuring the impact of change in the organisation are ROI cost of project Project of time The results chain 27. Which of the following should not be the role of the change agent ? Facilitator Project manager Clown Educator 28. Culture intervention concentrates on Traditions precedents practices All of these 29. Survey feed back system consists of cyclical process ,there numbers being __________ Three four five six 30. Management by Objectives (MBO) programme generally consists of four stages five stages six stages seven stages We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) 31. The team of authours, who called organisational development as, practical application of science of organisation is Fayle and Taiylor Porras and Robertson Roggers and Bennet None of these 32. Reputation analysis analysis is based on the idea, that ____________ Hard working workers have reputation The company should have reputation in the market Powerful people are known to others all of these 33. The number of different management approaches for changing entire system , are thought to be four numbers five numbers six numbers seven numbers 34. A known OD conceptualise , has indentified prime responsibility of OD consultant, the initiator's name is Taylor Ishikawa Porovasky Argyris 35. Which of the following is an OD technique Exit interview Quality circle Organisational restructuring Team building 36. Which of these is not a characteristics of OD? Long term planned any change behavioural science 37. Which one of these contributions is not credited to Kurt Lewin ? Force field analysis Action Research Transactional analysis T=Group 38. Which one of these does not belong to the model of culture proposed by Edgar Schain ? Artefacts Shared responsibility shared assumptions Espoused values 39. How many roles are defined in Belbin team roles ? seven eight nine eleven 40. Adult learning theory is also called Pedagogy Andragogy Gynogogy Dynogogy We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only)