Assignment Set – 1

Q.1. What is organizational development?

Ans 1.

Definition of Organizational Development

Organizational Development (OD) is structured, organized, and long-term effort to improve an organization’s ability to resolve challenges, respond to changing conditions, and achieve its goals. It involves applying methods and knowledge from behavioral sciences to help organizations become more efficient and improve the health of their staff members. OD is rooted in the values that promote openness, democracy co-operation, and concern towards people.

OD was pioneered by scholars like Kurt Lewin, who developed the concept of planned change

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Q.2. Explain different types of practitioners.

Ans 2.

Types of OD Practitioners

OD practitioners are professionals who use behavioral science expertise and planned change methodologies for helping organizations increase their efficiency. They may be classified according to their position or affiliation as well as their specialization.

1. Internal OD Practitioners

Internal practitioners are employees of the company they work for. They have positions that

Q.3. Give ethical dilemmas faced while practicing OD.

Ans 3.

Ethical Dilemmas in Organizational Development Practice

OD practitioners are in the intersection between organizational goals and well-being for individuals, and this can result in ethical dilemmas. The complexities of these issues require

Assignment Set – 2

Q.4. What are the characteristics of High-Involvement Organisations?

Ans 4.

Characteristics of High-Involvement Organisations

A High-Involvement Organisation (HIO) is one that consistently shares the power, information, and rewards with employees from all levels that allow them to play a meaningful role in efficiency of the company. The idea was originated in the late Edward Lawler III as a conceptual model for designing an organizational structure that goes beyond the traditional command-and-

Q.5. What do you mean by confrontation meeting? Also give the steps of confrontation meeting.

Ans 5.

Confrontation Meeting

A confrontation meeting is an intervention in organizational development designed to help a large group of managers or organizational members identify important organizational challenges, prioritize them, build commitment to resolving these issues and to initiate action planning. The idea was conceived in the 1960s by Richard Beckhard in the 1960s and is particularly useful for organizations facing multiple unresolved issues, when communications between different levels

Q.6. Give seven steps of initiating organizational learning.

Ans 6.

Seven Steps of Initiating Organizational Learning

It is the method by which an organization acquires, transfers, and retains knowledge to continuously increase its effectiveness and adjust to changes. The process of implementing organizational learning demands careful preparation and commitment from the culture. The seven steps listed below offer a structured approach.