DHRM404 CHANGE MANAGEMENT JAN FEB 2026

Description

SESSION	JAN-FEB 2026
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	IV
COURSE CODE & NAME	DHRM404 CHANGE MANAGEMENT

 

Assignment Set – 1

 

Q.1. List the factors which have the capacity of influencing the process of communicating change. (10 Marks)

Ans 1.

Factors Influencing Communication of Change

Communication of organizational change efficiently is among the most challenging and critical leadership responsibilities in change management. Studies consistently show that inadequate change communication is among the leading causes for failing to implement change initiatives. The process of communicating change is shaped by a complex array of relational, organizational and cultural factors leaders must comprehend and manage deliberately to achieve the level of

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Q.2. What do you understand by driving forces? Also explain three basic forms of change. (10 Marks)

Ans 2.

Driving Forces for Organizational Change

They are the forces, factors, and influences which originate inside or outside the organization -they push or pull an organization towards change through not being satisfied with its existing situation, discovering new possibilities, or even threatening organizational survival and competitive relevance if change is not undertaken. The work of Kurt Lewin’s Force Field Analysis conceptualizes organizational stability as the balance between forces that drive towards

 

Q.3. Explain Organized Resistance. Highlight various behavioural reactions of employees towards change. (10 Marks)

Ans 3.

Organized Resistance to Change

Organized resistance to change refers to a coordinated, collective opposition towards organizational changes initiated by a group of employees working together through formal or informal structure. Unlike individual resistance, which is most often private, and reflected in individual behavior the organized opposition is noticeable, which is potentially more powerful, and typically channeled by established methods, such as trade union action, employee representative bodies and formal grievance processes, the use of collective petitions, work-to rule

greater and enduring change adoption.

 

Assignment Set – 2

 

Q.4. Throw some light on individual skills sets in Learning Organisations. (10 Marks)

Ans 4.

Individual Skill Sets in Learning Organizations

A Learning Organization, as conceptualized as conceived by Peter Senge in The Fifth Discipline, is an organization that has members who constantly expand their capacity to create what they want to see in a place where innovative and new patterns of thinking are nurtured while collective aspirations are liberated, and where members are always learning to grow together.

 

 

Q.5. Explain various reasons responsible for individuals resisting change. (10 Marks)

Ans 5.

Individual Resistance to Change

Change resistance is a common, universal psychological response through which individuals defend themselves against the fear as well as the uncertainty and threats that changing their workplaces pose. Rather than viewing resistance as irrational obstruction, change management studies recognize the fact that resistance is an expression of deeply held human desires and fears that leaders of change need to understand and tackle instead of simply overcoming with

 

Q.6. Write a short note on “organizational culture”. (10 Marks)

Ans 6.

Organizational Culture

Organizational culture is the shared set of beliefs, values, assumptions, norms, rituals, symbols, and behavioral expectations that collectively dictate the ways things are carried out in a company and influence the actions and behavior of its employees. It is the normative glue that keeps an organization in place by providing members with common references, as well as shared expectations regarding appropriate behavior and a shared identity that distinguishes one