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ADC812S - ADVANCED ORGANISATIONAL DEVELOPMENT AND CHANGE - 1ST OPP - NOV 2024 |
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nAm I BIA UnlVE RSITY
OFSCIEnCEAno TECHnOLOGY
FACULTYOF COMMERCE,HUMAN SCIENCESAND EDUCATION
DEPARTMENTOF GOVERNANCEAND MANAGEMENTSCIENCES
QUALIFICATION:BACHELOROF HUMAN RESOURCESMANAGEMENT
QUALIFICATIONCODE: 07BHRM
LEVEL:8
COURSECODE:ADC812S
COURSENAME: ADVANCED ORGANISATIONAL
DEVELOPMENTAND CHANGE
SESSION:
DURATION:
November 2024
3 HOURS
PAPER:
MARKS:
THEORY
100
EXAMINER(S)
FIRSTOPPORTUNITYQUESTIONPAPER
Elaine January-Enkali
MODERATOR: Dr. Simeon Amunkete
1. Answer All the questions
2. Write/type.clearly and neatly
3. Number the answers clearly.
INSTRUCTIONS
THIS QUESTION PAPERCONSISTSOF 4 PAGES(Including this front page)
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QUESTION1 - CASESTUDY( 16 MARKS)
TechSolutions Inc. is a mid-sized software development company based in Windhoek. Over
the years, the company has grown from a small startup to a well-established player in the tech
industry with over 300 employees. As the workforce expanded, the leadership team
recognised the need for greater diversity in its employee base, seeing it as a critical
component for innovation and market competitiveness.
In 2022, the company launched a "Diversity and Inclusion Initiative" aimed at improving
workforce diversity across various dimensions including gender, ethnicity, age, and sexual
orientation. This initiative included revisiting recruitment strategies, diversity training
programs, and creating employee resource groups.
Objectives of the Initiative:
Increase the percentage of underrepresented minorities in technical roles to 30% by 2025.
Achieve a gender-balanced workforce by 2030.
Foster a workplace culture where all employees feel valued and included.
Challenges Faced:
Recruitment Bias: The existing recruitment process favored certain demographics and did not
attract a diverse applicant pool.
Retention Issues: Although the company was succeeding in hiring diverse candidates, many of
them left the organization within two years, citing a lack of career advancement opportunities
and feelings of isolation.
Resistance to Change: Some existing employees were resistant to diversity initiatives, fearing
it would compromise meritocracy or lead to "reverse discrimination."
Implementation Measures:
Revamped Recruitment: The HR department partnered with diverse professional
organizations and attended job fairs focused on underrepresented groups. They also changed
job descriptions to be more inclusive.
Diversity Training: Mandatory workshops were implemented focusing on unconscious bias,
cultural competence, and inclusive leadership practices.
Mentorship Programs A mentorship program was established to pair senior leaders with
employees from diverse backgrounds to help with career guidance and development.
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Employee Resource Groups: These groups were formed to provide support and networking
opportunities for underrepresented employees, including LGBTQ+groups, women in tech,
and multicultural networks.
Regular Climate Surveys: The company conducted bi-annual employee surveys to assessthe
effectiveness of diversity initiatives and identify areas for improvement.
Questions for Discussion:
1. How can TechSolutions Inc. measure the success of its diversity initiatives? (4)
2. What strategies could be employed to address resistance to the diversity initiatives among
existing employees? (4)
3. Discuss the potential impact of a lack of diversity on organizational performance. (4)
4. What are the ethical implications of prioritizing diversity in hiring and promotion? (4)
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QUESTION 2
STRUCTURED QUESTIONS
2.1 Explain in detail the concept of an "Episodic Model of Conflict" (8)
2.2 Team building refers to a broad range of planned activities that help groups improve the
way they accomplish tasks. Discussthe attributes required for successful teamwork (12)
2.3 Discussthe Johari window and explain how OD practitioners can use it to assist individuals
to communicate more effectively with each other. (10)
2.4 The process of using microcosm groups to address organisation wide issues involves
different steps. Discuss in detail these application stages/ steps. (12)
2.5 One restructuring intervention is reengineering-the fundamental rethinking and radical
redesign of business processes to achieve dramatic improvements in performance. Discuss
the application stages of reengineering (12)
2.6 Discussjob enrichment under the following aspects:
a) Application stages (12)
b) Barriers to job enrichment (8)
2.7 Discuss the interventions which organisations can use to deal effectively with stress in
organisations. (10)
THE END----- GOOD LUCK!!!
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