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1. Describe Organization Transformation and strategies of change. Strategy and Information The success of great companies begin to work against them when the “pride of position” starts to work. Success can work against a company when it loses touch with its customers, corporate visions then become blurred, and alarge corporate bureaucracy hinders employees from doing“productive work.” When organizations are in desperate need of change or elsethey will face of change ore else bankruptcy/tak
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  1.   Describe Organization Transformation and strategies of change. Strategy and Information    The success of great companies begin to work against them when the “pride of position” starts to work.  Success can work against a company when it loses touch with its customers, corporate visionsthen become blurred, and alarge corporate bureaucracy hinders employees from doing“productive work.”    When organizations are in desperate need of change or elsethey will face of change ore elsebankruptcy/takeover, radicalchanges may be the only choice.  Organizational transformation refers to drastic changes in how an organization functions andto its environment.Organization Transformation  The differences between Organization Development and Organization Transformation is :  OD strategies represent more gradualapproaches to strategic change.  OT approaches are drastic, abrupt changeto total structures, management processes,andcorporate cultures; may or may not bedevelopmental.2.   Explain Grid OD Program as an OD Intervention.    Organization Development (OD) interventions techniques are the methods created by ODprofessionals and others. Single organization or consultant cannot use all the interventions.They use these interventions depending upon the need or requirement. The most importantinterventions are,six grid phases o   Grid seminars o   Teamwork development o   Intergroup development o   Development of an ideal strategic model o   Implementing the ideal strategic model o   Systematic critique3.   What are self managed work teams and how do they develop high performance?4.   How is a goal setting objective fulfilled by MBO? Management by objectives (MBO) is a process of defining objectives within anorganization so that management and employees agree to the objectives andunderstand what they need to do in the organization.The essence of MBO is participative goal setting, choosing course of actions and decisionmaking. An important part of the MBO is the measurement and the comparison of theem ployee’s actual performance with the standards set. Ideally, when employees themselves have been involved with the goal setting and choosing the course of actionto be followed by them, they are more likely to fulfill their responsibilities. The systemof management by objectives can be described as a process whereby the superior andsubordinate managers of an organization jointly identify its common goals, define eachindividual's major areas of responsibility in terms of the results expected of him, and use  these measures as guides for operating the unit and assessing the contribution of eachof its members.5.   What are Conflict styles and give any intervention to solve conflict issues?6.   What is team development process? The Team Development Process™ is desi gned to develop teams to be innovative, fullyfunctioning and self-supporting over an 18-24 month period. It utilizes the Team AnalysisQuestionnaire to measure results and identify targeted development needs at key intervals inthe process. Throughout the program the team learns how to communicate more openly anddirectly with each other.7.   What do you mean by Employee Empowerment and describe Johari Window Model.Employee empowerment is a strategy and philosophy that enables employees to make decisionsabout their jobs. Employee empowerment helps employees own their work and takeresponsibility for their results. Employee empowerment helps employees serve customers atthe level of the organization where the customer interface exists.Employee empowerment is a two sided coin. For employees to be empowered the managementleadership must want and believe that employee empowerment makes good business senseand employees must act. For an organization to practice and foster employee empowermentthe management must trust and communicate with employees. Employee communication isone of the strongest signs of employee empowerment. Honest and repeated communicationfrom elements of the strategic plan, key performance indicators, financial performance, down todaily decision making.8.   Explain the Organization iceberg and describe an intervention to solve covert issue.9.   The life cycle of  ‘ Resistance to Change ’ in Action.10.   What are the restraining forces to change programs?    Uncertainty regarding change:”the comfort zone”      Fear of unknown    Discrption of routine    Threat of security    Threat of position power    Redistribution of power11.   What is Diagnostic Process and Performance Gap?12.   Explain the practitioner’s styles and what is your style as a practitioner?    Stabilizer style    Cheerleader style    Pathfinder style    Analyzer style    Persuader style
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