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MOD620S - MANAGEMENT OF ORGANISATIONAL DEVELOPMENT AND LEARNING - 2ND OPP - JANUARY 2023 |
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nAmlBIA unlVERSITY
OF SCIEnCE Ano TECHnOLOGY
FACULTY OF COMMERCE, HUMAN SCIENCES AND EDUCATION
DEPARTMENT OF TECHNICALAND VOCATIONAL EDUCATION AND TRAINING
QUALIFICATION: DIPLOMA IN TVET MANAGEMENT
QUALIFICATION CODE: 06DTVM
COURSE CODE: MOD620S
DATE: JANUARY 2023
LEVEL: 6
COURSE NAME: MANAGEMENT OF
ORGANISATIONAL DEVELOPMENTAND LEARNING
PAPER: 1
DURATION: 3 HOURS
MARKS: 100
SECOND OPPORTUNITY EXAMINATION QUESTION PAPER
EXAMINER($)
MODERATOR:
Mr B. U. Kauteza
Ms lndepentia de Waldt
INSTRUCTIONS
1. This paper consists of 2 sections with 5 questions
2. All the questions are compulsory
3. Read all questions carefully before answering.
4. Number your answers clearly.
5. Make sure your student number appears on the answering script provided.
PERMISSIBLE MATERIALS
1. Examination paper.
2. Examination script.
THIS QUESTION PAPER CONSISTS OF 5 PAGES {Including this front page)
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SECTION A: MULTIPLE CHOICE QUESTIONS
QUESTION 1 - Short Questions [10]
Choose the most suitable answer in the letters: a, b, c or d from the questions below:
1.1 The fundamental purpose for the existence of any organisation is described by its: -
a. Policies
b. Mission
c. Procedures
d. Strategy
1.2 Organisational Development process is cyclical and ends when: -
a. Desired development result is obtained
b. Plan is implemented
c. Data is gathered
d. Problem is identified
1.3 People's perceptions and attitudes about the organisation represent: -
a. Organisational Behaviour
b. Organisational Climate
c. None of the above
d. Both a and b
1.4 The process of taking decisions based on environmental scanning.
a. Governance process
b. Collective decision
c. Strategic Planning
d. Organising factors and trends that affect work.
1.5 The following is not a key outcome of Organisational Development: -
a. Financial performance
b. Stakeholder engagement
c. Increased capacity
d. Individual empowerment
1.6 The purpose of Career Management is to: -
a. Assist employees to improve their performance
b. Clarify available career options
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c. Align the aspiration of employees with organisational objectives
d. All of the above
1.7 The process of changing the basic character, structure and operations of the organisation is
called -----
a. Radical change
b. Transformational change
c. Transorganisational change
d. None of the above
1.8 Which of the following is not an organisational development intervention programme?
a. Team building
b. Survey feedback
c. Leadership development
d. All of the above
1.9 Career Management does not include: -
a. Self-Assessment
b. Career Awareness
c. Skill Development
d. Structural Assessment
1.10 _____
is a change that alters some features of an organisation.
a. Transformational change
b. Structural Change
c. Adaptive Change
d. Incremental Change
SECTION B: STRUCTURED QUESTIONS
QUESTION 2 - Basic Concepts in Management of Organisational Development and Learning [25]
2.1 Briefly explain the OD concepts below using your own words. Provide practical examples to
show your understanding of the concepts. (21)
2.1.1 Career Path Development (3)
2.1.2 Organisational Development (3)
2.1.3 Career Path Management (3)
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2.1.4 Work Design (3)
2.1.5 Job Enrichment {3)
2.1.6 Continuous Change {3)
2.1.7 Organisational Diagnosis {3)
2.2 What is an OD intervention? Give an example of an OD intervention. (4)
QUESTION 3 - Organisational Development (OD) Interventions/Techniques [26)
3.1 Mention the four classifications of OD Interventions. (4)
3.2 Discuss the first nine OD Interventions included in the classifications above. (22)
QUESTION 4 - CASESTUDY ON THE SIGNIFICANCE OF MANAGEMENT ORGANISATIONAL
DEVELOPMENT [20)
Riku joins Oasis VTC as a training manager. He observes that the output of some trainers/instructors
is very low as compared to the standards set for their performance. On analysing the reasons for
the same, he finds out that a lot of trainers/instructors' time is wasted in getting the requisite
training materials issued from the institutional store. Whereas on asking, the storekeeper
complaints that there is no harmony in the operations/working of the department as a whole. Every
day the trainers/instructors approach him at the last minute to procure different kinds of materials
for their training needs. If it is not available in the store, then he has to place an order with the
purchase officer. As a result, a lot of trainers/instructors' time is wasted. So, in order to integrate
the various training activities, henceforth, Riku ensures that the storekeeper is informed well three
days in advance about the requisite training materials. Consequently, the storekeeper is able to
keep the materials ready for the trainers/instructors every morning in accordance with their
requirements.
In the context of the above case:
4.1 Identify and explain the quality of management that Riku has introduced in the
operations/working of the training department as a corrective measure to control the output
of the trainers/instructors. Justify your answer by quoting lines from the Case Study. (6)
4.2 State briefly any two points highlighting the importance of the quality of management function
identified in Question 4.1. (7)
4.3 Clearly identify the seven Human Process Interventions you would apply to address the
challenge in the Case Study. (7)
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QUESTION 5 - Work Integrated Learning and Models [19]
5.1 Draw a simple diagram to illustrate an effective Work Integrated Learning Framework that
depicts clear synergy amongst key stakeholders. (16}
5.2 Explain why it is necessary to use a SWOT analysis as common tool to evaluate and plan for
WIL programs. (3)
TOTAL [100]
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