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ODC711S - ORG DEVELOPEMENT AND CHANGE - 2ND OPP - JUNE 2025 |
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nAm I BIA un IVERSITY
OF SCIEnCE Ano TECHnOLOGY
FACULTY OF HUMAN SCIENCES, COMMERCE AND EDUCATION
DEPARTMENT OF MANAGEMENT
QUALIFICATION: BACHELOR OF HUMAN RESOURCESMANAGEMENT
QUALIFICATION CODE: 07BHRM
LEVEL: 7
COURSE CODE ODC711S
COURSE NAME: ORGANISATIONAL DEVELOPMENT
AND CHANGE
SESSION: JUNE 2025
DURATION: 3 HOURS
PAPER: THEORY
MARKS: 100
EXAMINER(S)
MODERATOR:
SECOND OPPORTUNITY QUESTION PAPER
Ms Joyce W Mukubi
Mr Kamwi Simasiku
Ms lpangelwa
INSTRUCTIONS
1. Write clearly and neatly.
2. All questions are compulsory
THIS QUESTION PAPER CONSISTS OF 9 PAGES (Including this front page)
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Question 1
The OD practitioner is the person who initiates, stimulates, or facilitates a
change program, and may come from inside or outside the organization.
Change begins with the intervention of the practitioner in the system to be
changed. Intervention refers to the practitioner's entry into the client system
and includes several different roles and activities.
Practitioners, be they internal or external, have a variety of practitioner styles
or approaches. One way to view the styles is based on the degree of emphasis
the practitioner places upon two interrelated goals or dimensions of the
change process. One of the goals is effectiveness, the degree of emphasis
upon goal accomplishment. The other goal is morale, the degree of emphasis
upon relationships and participant satisfaction.
Based upon the two dimensions of accomplishing goals and member
satisfaction, there are five different types of practitioner styles or roles can be
identified, mention and explain each style. (10 marks)
Question 2
As a newly appointed OD practitioner in company X, You are required to do
a presentation on organisational development, most importantly on what
organisational development is as well as to explain what OD is not Prepare a
brief note on what you presentation will be.
( 10)
Question 3
The organisational Development consists of 5 stages. Mention these stages (5)
Question 4
It is important that the diagnosis of client system problems is accurate as it gives
input to the type of change interventions that will be used to solve these
problems. Inappropriate interventions are costly and can result in the failure of
change efforts. Discuss the warning signs that OD practitioners should be
aware of.
( 12)
Question 5
Identify five restraining factors that can block the implementation of
change. ( 10
Question 6
Why is change so difficult? Possibly because the culture of the organization be-
comes a part of the people who perform the work. In changing these old
patterns, peo- pie must alter not only their behavior but also their values and
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their views of themselves. The organization's structure, procedures, and
relationships continue to reinforce prior patterns of behavior and to resist the
new ones. As a result, organizational change some- imes results in upheaval
and dissatisfaction, and possibly even in resignations, dismissals, or transfers.
Consequently, an organization must develop an adaptive orientation and
management style that is geared to its environment. Managers in different
organiza- tions deal with situations that may be dramatically different. Some
organizations exist in relatively stable environments, whereas others operate in
highly dynamic settings. Each requires a different orientation to the
environment. Mention and describe any 6 of the lessons in Corporate Renewal
(12)
Question 7
A corporate culture must achieve goals as well as satisfy the needs of members
if the organization is to be effective. Culture influences how managers and
employees approach problems, serve customers, react to competitors, and
carry out activities.
A strong, widely internalized corporate culture is frequently cited as a reason
for the success of any company. In some organizations, the rewards,
ceremonies, and other symbolic forms of communications maintain a culture
that guides the actions of its members. As an organisational development and
change expert you are required to explain to a group of employees the
characteristics of a good culture. (12)
Question 8
In order for an organisation to improve their effectiveness, there are several
key factors that an organisation needs to be aware of, Discuss these
factors. (6)
Question 9
Explain the four process strategies for change.
(8)
Question 10
Organisations members need to receive the appropriate rewards for
participating in the change program. Mention and discuss the types of rewards
that organisation members can receive for their participation in the change
process: (15)
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