MBA Solved Assignments

Note: Each question carries 10 Marks. Answer all the questions.

1. What are the types of organizational change?
ORGANIZATIONAL CHANGE IS DEPENDENT ON INDIVIDUAL CHANGE:
Change is inevitable, but many companies don’t handle it well. How organizations treat workers during a change initiative determines how successful the change–and the organization–will be, according to management experts Connie Hritz, senior vice president of research and development for Omega Performance Corp., and Nancy Moore, senior consultant. During a Society for Human Resource Management webcast presented in August, the two discussed why some change management practices are unsuccessful and how top leaders can make sure managers are prepared to guide employees to accept change and put new practices into action. When we consider changing our organisations, we are really talking about changing the behaviour and mind-sets of people, and changing the people-related and people-perpetuated systems that are involved in our work. In other words, without significant personal change there is no organisational change.

Carroll, Olian and Giannantonio, (1986), define many change methods are directed at individuals. Of course, if enough individuals change, a unit and the organization itself could change. If the individuals targeted for change are important in the organization, then only a few may need to be changed to improve an entire unit of organization.
Employee motivation at workplace is extremely important for managers to implement changes in organization. To be with sustaining development, business enterprises are kept on changing. Rao (2005) has stated that motivation scheme has positive effect on firm performance in manufacturing enterprises. Employees’ motivation and their commitment are crucial for organizational change. Moreover, employees’ motivation depends upon many factors such as organizational culture, managerial leadership style, structure of organization, HR policies and practices, job design as well as employees’ skills, knowledge and attitudes (Raymond, 2002). Those organizational and personal attributes help employees work better (Karatepe & Uludag, 2006).

THE STEPS IN THE PERSONAL CHANGE PROCESS:
The implication of the steps below is that individual change tends to happen over an extended period of time, as people adapt and assimilate change. That means that those involved in facilitating or leading organizational change must expect there will be extended periods of adjustment in the organization. In other words, the watchword is patience.

1 .PREPARATION STAGE:
• Contact Stage: The earliest encounter a person has with the fact that change may take place or has already taken place.
• Awareness Stage: The person knows that a change is being contemplated.

2. ACCEPTANCE PHASE:
• Understanding Stage: The person demonstrates some degree of comprehension of the nature and intent of the change.
• Positive Perception: The person develops a positive view toward the change.

3. COMMITMENT PHASE:
• Installation Stage: The change is implemented and becomes operational.
• Adoption Stage: The change has been used long enough to demonstrate worth, and a visible positive impact.
• Institutionalization: The change has a long history of worth, durability and continuity and has been formally incorporated into the routine operating procedures of the organization.
• Internalization: Persons are highly committed to change because it is congruent with their personal interests, goals or value systems.