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ADC812S - ADVANCED ORGANISATIONAL DEVELOPMENT AND CHANGE - 2ND OPP - NOV 2024 |
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nAmlBIA UnlVERSITY
OF SCIEnCE Ano TECHnOLOGY
FACULTYOF COMMERCE,HUMAN SCIENCESAND EDUCATION
DEPARTMENTOF GOVERNANCEAND MANAGEMENT SCIENCES
QUALIFICATION:BACHELOROF HUMAN RESOURCESMANAGEMENT
QUALIFICATIONCODE: 07BHRM
LEVEL:8
COURSECODE:ADC812S
COURSENAME: ADVANCED ORGANISATIONAL
DEVELOPMENTAND CHANGE
SESSION: January 2025
DURATION: 3 HOURS
PAPER:
MARKS:
THEORY
100
EXAMINER(S)
SECONDOPPORTUNITYEXAMINATIONPAPER
Elaine January-Enkali
MODERATOR: Dr. Simeon Amunkete
1. Answer ALLthe questions
2. Write/type clearly and neatly
3. Number the answers clearly.
INSTRUCTIONS
THIS QUESTIONPAPERCONSISTSOF 3 PAGES(Including this front page)
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QUESTION 1 : CASE STUDY
CONFLICT IN ACADEMIC DEPARTMENTS {18 MARKS)
You are an OD practitioner working at a university in Namibia
The head of the marketing department has set up a meeting with you to discuss some issues
in his department. The department consists of 16 academics. Ten of the academics in the
department are male and employed in the more senior positions of Professor and associate
Professor. Five of the academics in this department are above 60 years old and close to
retirement. Three academics are aged between 50 and 59 years old, 3 aged between 40 and
50 years and the rest in their 30's.
During the past six months, the HOD has experienced a number of problems in the
department. The performance requirements of the university have recently changed and is
placing considerably more pressure on academics to do more research and publish articles.
Academics are now required to publish at least two articles per year. The older academics
refuse to publish more articles. Their argument is" when we started here more than 20 years
ago, we decided that we will be a department that focuses on teaching. We are not interested
in changing this now. Most of these individuals did not publish any articles for the past 5 years.
Furthermore, the older academics also refuse to lecture undergraduate students and prefer
to focus on the postgraduate classes which have smaller number of students. The younger
and more junior academics are increasingly becoming frustrated as they need to lecture the
larger undergraduate classes and do not have time to focus on their research publish articles
which is a requirement for them to get promoted. Three of the junior academics are also busy
with their doctoral studies and do due not get time to attend to it due to the heavy workload
and the older academics not pulling their weight.
The situation is made worse by the fact that the older and more senior academics are in
control of the departmental budget and refuse funding the younger academics to attend
conferences which is important for their career advancement. The situation has now taken for
the worse. The younger academics are refusing to speak with some older academics or attend
departmental meetings. Two of the younger academics resigned and joined the corporate
world. This is causing huge problems for the department as it takes on average six months to
appoint a new academic. Furthermore, universities are struggling to attract academics as the
pay is considerably lower than in the corporate world.
1. What are the main problems in this case study? (7)
2. What conflict resolution strategy can be used to resolve these problems? (4)
3. What diagnostic and development activities can OD practitioners use to solve this
conflict? (7)
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QUESTION 2 : STRUCTURED QUESTIONS ( 82 MARKS)
2.1 Discuss the ten (10) principles that guide the actions of process consultants, according to
Schein. (10)
2.2 As a process, downsizing needs to be carefully planned. Discussthe following aspects:
a) Application stages (10)
b) The four major conditions that trigger the process (8)
2.3 Discussthe 4 key dilemmas of large group interventions (8)
2.4 Discuss employee involvement with regards to the following aspects
a) Describe the key elements that promote involvement (8)
b) Do you think Namibian organisations do enough to promote employee involvement?
Motivate your answer (6)
2.5 The process of designing and implementing a performance appraisal system has received
increasing attention. Discuss in detail the application steps (12)
2.6 Diversity results from people who bring different resources and perspectives to the
workplace Organisations must therefore have HR systems that account/cater for these
differences when they attract and retain a productive workforce. With this in mind, discuss
workforce diversity under the following aspects:
a) The goals of diversity management (8)
b) The applications stages of diversity management (12)
THE END-GOOD LUCK
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