amity online solved assignment for managment of change and organisation development
Assignment –A
Ques: Examine the nature and Scope of Organisational Developments.
Ques: Explain the concept of transformational change, its prerequisites and its steps involved.
Ques: What is an OD intervention? Explain different types of interventions oriented to tasks and people.
Ques: How do you base the classification of OD interventions? Briefly explain each one of them.
Assignment -B
Ques: Why do individuals and organizations resist change? What are the sources of resistance> Explain copying mechanism to resist chang
Assignment -C
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
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
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
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