AMITY SCHOOL OF DISTANCE LEARNING

Post Box No. 503, Sector 44,

Noida 201 303

ASSIGNMENT No. ADL – 31

Subject Name & Code : Management of Change & Org. Dev.

Study Centre :

Enroll No. :

Date :

ASSIGNMENT INSTRUCTION
a) Total weightage given to these assignments is 30%.
b) All assignments are to be completed in your own hand writing.
c) All questions are required to be attempted.
d) Three assignments i.e A, B & C are to be answered. Assignments A
will carry Five subjective questions (10 marks). Assignment B will
carry three subjective questions with a Case Study (10 marks) and
Assignment C will carry Forty objective type questions (10 marks)
e) All the three assignments are to be completed by due dates (specified
from time to time) and mailed / given by hand for evaluation at the
ASoDL office Noida / your Study Centre.
f) The evaluated assignments can be collected from your study center /
ASoDL Office after Six week. Thereafter these will be destroyed at the
end of each semester.
Signature :

Name :

Date :

( ) Tick mark in front of the assignments submitted

Assignment “A” Assignment “B” Assignment
“C”
 AMITY UNIVERSITY, Uttar Pradesh.
(Management of Change & Organisation Development (ADL-31)

ASSIGNMENT - A

Total Marks: 10

Answer the following Questions:

Q.1 Examine the nature and scope of Organizational Development.

Q.2 Explain the concept of transformational change, its prerequisites and steps
involved.

Q.3 What is an OD intervention? Explain different types of interventions oriented

to ‘task’ and ‘people’.

Q.4 How do you base the Classification of OD interventions? Briefly explain each
one of them.

Q.5 Why is it necessary for a manager to be the change agent? As a change

agent what are the responsibilities of a manger.

ASSIGNMENT - B

Total Marks: 10

Answer the following Questions:

Q.1 Why do individuals and organizations resist change? What are the sources of
resistance? Explain coping mechanism to resist change?

Q.2 “Human beings need something dependable and familiar on which to lean
while wrestling with new concepts and practices. They need to maintain
certain feeling of integrity, of position, of worthiness, of self-respect and
dignity where the threat to individual’s life is too great, he tends to develop
traits of insecurity, aggression, defensiveness, retaliation and over justification
for the present situation and his personal behavior, or he may become a misfit
who is lost in his own culture.”

Elaborate and explain the underlying concepts in this statement, with suitable
examples.
Q.3 Explain the stages, which are involved in bringing about changes and the
psychological process and behavioral outcome of it. Illustrate your answers
with examples.

CASE STUDY

Please read the case given below and answer the questions given at the end.

John and Peter are working in an engineering organization – a reputed one, where
excellence goes hand-in-hand with every new imperative flexibility. By laying down
its clear-cut policies and procedures and corporate plans this organization has
earned the distinctions of being one of the best managed companies always striving
for excellence by keeping itself abreast of the developments in the endlessly
changing scenario.

During the recent review of the functioning of one of the departments headed by
Peter it was discovered that his department had been continuously showing
declining trend in terms of meeting the targets fixed for them and the problems of
high rate of turnover / absenteeism came to light. Majority of subordinates working
under Peter were dissatisfied with their job and were feeling frustrated and
depressed over the way they were being handled by him. There was a break-down
of communication and innumerable complaints about the rude behavior of Peter
started pouring in. Peter on the other hand, has been in this department for the last
so many years and was in habit of treating his subordinates in the traditional style.
The situation started aggravating day-by-day. The workers under Peter had to take
shelter of Unions for airing their grievances and the management was naturally
disturbed over the state of affairs and could no longer afford to be a silent spectator.
Search for a suitable replacement of Peter was accordingly initiated and John was
identified for this purpose.

John was selected for replacing Peter as he possessed the skills of managing
different types of people under different situations. His acceptability and credibility
had all along been of the highest order.

Initially, of course, this sudden change was a painful surprise for John and as it
always happens, any change in status-quo affects people and John was no
exception. However, John moved into the department and was soon able to
overcome initial difficulties. With his concerted efforts and sincerity of purpose, he
was soon able to create a strong trust bond with his subordinates. He gave them a
free hand in setting time-bound goals for themselves. The subordinates were by then
participating arriving at the vital decisions in regard to their production and
productivity, a cordial and harmonious atmosphere developed in this department
under John. All this naturally resulted in a ‘blessing in disguise’ both for the
management and the workers in as much as the department paved the way in
improving the climate and culture of the organization.

Questions:
 1. Identify the issues involves in the above case.
2. What in your opinion could be the causes for replacement of Peter and the
secret of success of John in the so-called difficult department?
3. “Developing an effective team, having a healthy inter-personal relationship
is the need of the hour”. Please comment.

ASSIGNMENT - C
Total Marks: 10

Tick mark the most appropriate (only one) answer:

1. Scientific management conceived itself with:

a. Micro aspects of organization
b. Macro aspects of organization
c. Social aspects of organization
d. Systems view of organization

2. Organizations which are structured and with prescribed relationship are

called:
a. Informal organization
b. Formal organization
c. Functional organization
d. Only 1 and 2 have

3. A system having a network structure of control, authority and

communication is labeled as:
a. Organic system
b. Mechanistic system
c. Closed system
d. Controlled system

4. Quality of working life is not based on:

a. A particular theory
b. A particular technique
c. Non-participation by employees
d. All the above

5. Which type of perspective is used for demonstrable results in terms of

output, cost reduction project etc.;
a. Sociological perspective
b. Behavior science perspective
c. Political analysis
d. Professional management perspective
6. Organizational analysis may focus on:
a. Structural aspect
b. Process in organization
c. Either 1 or 2
d. Neither 1 or 2

7. Some of the organizational processes are:

a. Role clarity
b. Management styles
c. Both 1 and 2
d. Marketing departments

8. One of the sub-systems in an organization is:

a. Organizational learning mechanism
b. Culture
c. Financial Management
d. Communication

9. The concept of Action Research was given by:

a. A H Maslow
b. H Fayol
c. K Lewin
d. R Bechard

10. Grid OD is an OD technique, which is used for:

a. Individual
b. Dyad
c. Group
d. Organisation

11. Which of the following factors influence the choice of an OD intervention:

a. Applicability
b. Feasibility
c. Acceptability
d. All of the above

12. Residential analysis essentially deals with understanding of:

a. How a given organization really functions
b. Level of motivation
c. Inter and intra group relationship
d. Communication network

13. Process Consultation is an OD technique, which is used for:

 a. Individuals
b. Triads
c. Group
d. Organization

14. Survey Feedback is an OD technique, which is used for:

a. Individual
b. Dyad
c. Group
d. Organization

15. In diagnostic workshops, the atmosphere should be free, open and

informal. In creating this atmosphere the facilitators plays:
a. A major role
b. A minor role
c. No role
d. An observer’s role

16. MBO is an OD technique, which is used for:

a. Individual
b. Dyad
c. Group
d. Organization

17. The six box model of OD is given by:

a. Kurt Lewin
b. Elton Mayo
c. Marvin Weisbord
d. Sandra Janoff3

18. Process of planned Organisational change was given by:

a. Kurt Lewin
b. Alwin Toffler
c. Eric Berne
d. Stephen Robbins
19. The process model of change talks about:
a. Two phases
b. Three phases
c. Four phases
d. Five phases
20. The diagnostic tool in which two types of forces-the driving and restraining
forces-are studied is called:
a. Structural Analysis
b. Force-field Analysis
c. In-depth Analysis
d. Brainstorming

21. The internal changes in OD programs may be carried out in:

a. Structure
b. Technology
c. Tasks
d. All of the above

22. Which technique is not an individual OD intervention?

a. Process Consultation
b. TA
c. Counseling
d. Role Analysis Technique

23. Which technique is not meant for Dyads and Group interventions?
a. Process Consultation
b. Force-field Analysis
c. Counseling
d. Survey Feedback

24. OD is planned approach to respond effectively to:

a. Internal Environment
b. External Environment
c. Both (a) and (b)
d. Top management’s direction

25. Stabilizing and integrating the change by reinforcing the new behaviors
and integrating them into formal interpersonal relationships and in one’s
personality is called:
a. Freezing
b. Re-Freezing
c. Unfreezing
d. Changing
26. For integrating individual and organizational goals, the ideal intervention
process is:
a. Role analysis
b. Survey feed back
c. MBO
d. T-Group

27. the school of thought according to which OD is the effective implementation of

the organisation’s policies, procedures and programmes, is called:
a. The system-process school
b. The program-procedure school
c. The survey-feed back school
d. Planned-approach school

28. For integrating individual and organizational goals, the ideal interventions
process is:
a. Role analysis
b. Survey feed back
c. MBO
d. T-Group

29. The school of thought according to which OD is an effective

implementation of the organisation’s policies, procedures and programs, is
called:
a. The system-process school
b. The program-procedure school
c. The survey-feed back school
d. Planned-approach school

30. The school of thought in which the emphasis is more on work groups
within and across departments rather then individuals as such is called:
a. Cross Sectional Analysis
b. Residential Analysis
c. Program procedure
d. System-process school

31. The approach which is used for improving interpersonal relationship and
for better team work is known as:
a. Emulative Approach
b. Group Decisions Approach
c. T-Group Approach
 d. The degree Approach

32. In order to comprehend the range and applicability of OD interventions,

these interventions have been classified around the following dimensions:
a. Focus
b. Target
c. Departments
d. Both (a) and (b)

33. The following tools may be used for analyzing “organizational scripts”.
a. Transactional Analysis
b. Role Analysis
c. Survey Feedback
d. Role Negotiation

34. Which OD intervention aims to achieve an ideal style of management?

a. Confrontation Meeting
b. Third party peace making
c. Role Analysis technique
d. Grid OD

35. The OD intervention designed to work with individuals and groups to help
them learn about human and social process and to learn to solve problems
that stem from such processes in an organization, is called as:
a. Process consultation
b. Survey Feedback
c. Grid OD
d. Job Redesign

36. As a leader, the change agent is expected to play the following roles:
a. Change advocate
b. Change interpreter
c. Trouble shooter
d. All of the above

37. Fear of obsolescence can be overcome by:

a. Re-designing job
b. Providing support
c. Training
d. Phasing of change

38. Coping with indifference of management can be overcome by:

 a. Phasing of change
b. Role clarity
c. Providing support of resources
d. None of the above

39. Role negotiation technique involves:

a. Contract setting
b. Confrontation meeting
c. Counseling
d. Transactional analysis

40. Components of evaluation can be:

a. Policy making group
b. Objectives
c. Resources allocation
d. Motivation