DHRM404 CHANGE MANAGEMENT JULY-AUGUST 2025

Description

SESSION	JUL-AUG’25
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	IV
COURSE CODE & NAME	DHRM404 CHANGE MANAGEMENT

 

 

Assignment Set – 1

 

 

Q1. Explain the factors involved in communicating change. 10  

Ans 1.

Communicating change is one of the most crucial elements in the change management process. When organisations implement new systems, structures, or processes, the success of these initiatives largely depends on how effectively the change is communicated to employees. Clear and consistent communication minimises uncertainty, reduces resistance, and helps employees understand the rationale behind the change. Several key factors influence how well change communication is received, interpreted, and acted upon.

Clarity of the Message

The first and most fundamental factor is message clarity. Employees must clearly understand

 

MUJ

Its Half solved only

Buy Complete assignment from us

Price – 190/  assignment

MUJ Manipal University Complete SolvedAssignments  JULY-AUGUST  2025

buy cheap assignment help online from us easily

we are here to help you with the best and cheap help

Contact No – 8791514139 (WhatsApp)

OR

Mail us-  [email protected]

Our website – https://muj.assignmentsupport.in/

 

Q2. What do you mean by organizational transformation? Explain different types of changes.  3 + 7          

Ans 2.

Organisational Transformation

Organisational transformation refers to a fundamental, strategic change in the structure, processes, culture, or operations of an organisation aimed at improving performance and long-term sustainability. It goes beyond incremental improvements and involves a deep shift in how the organisation functions. Transformation may be triggered by technological advancements, market competition, regulatory changes, or internal performance challenges.

 

 

Q3. What do you understand by Organized Resistance? Explain the behavioural reactions of employees towards change. 2 + 8          

Ans 3.

Organised Resistance

Organised resistance refers to a coordinated, collective opposition by employees or groups within an organisation towards proposed changes. Unlike individual resistance, which is personal and isolated, organised resistance is systematic, structured, and often supported by groups such as unions, informal networks, or employee committees. It arises when employees perceive change as a threat to job security, power, routines, or work conditions. Organised resistance can slow down or completely obstruct change initiatives if not addressed

 

Assignment Set – 2

 

 

Q4. Highlight the concept of ‘Learning Organisations’. Explain different types of learning. 4 + 6

Ans 4.

Concept of Learning Organisations

A learning organisation refers to an organisation that continuously expands its capacity to create, acquire, and transfer knowledge while encouraging adaptive and innovative behaviours among employees. The concept, popularised by Peter Senge, emphasises an environment where people continually learn how to learn, challenge existing assumptions, and enhance collective problem-solving skills. In a learning organisation, knowledge is viewed as a strategic asset, and employees at all levels are encouraged to share ideas,

 

 

Q5. Why do individuals resist change?  10

Ans 5.

Resistance to change is a natural human response because change disrupts routines, challenges existing beliefs, and introduces uncertainty. When organisations implement new systems, structures, or processes, employees often react with hesitation or opposition. Understanding why individuals resist change is essential for designing effective change management strategies. Resistance does not always indicate unwillingness; it may reflect legitimate concerns, emotional responses, or unclear communication.

Fear of the Unknown

One of the most common reasons individuals resist change is fear of the unknown. Employees may not fully understand the purpose of the change or may be uncertain about

 

 

Q6. Write a short note on “organizational culture”.  10   

Ans 6.

Organisational culture refers to the shared beliefs, values, norms, and behavioural patterns that shape how employees interact, make decisions, and perform their work. It represents the collective personality of the organisation and influences both internal practices and external reputation. Culture develops over time through leadership practices, organisational history, employee experiences, and existing systems. A strong organisational culture aligns behaviour