Ignou solved assignment 2014 Essay

Describe the evolutionary process of scheme end and different perspectives of brass section build and their relevance. Q. Explain the meaning and take aim of barter design and briefly discuss the impact technology has on caper design. Q. converse the procedure of organizational analysis and briefly describe the tools which could be utilize for organizational analysis and their effectiveness. Q. Identify different kinds of change which lend place in organization and strategies which ar used for change and their effectiveness. talk of how resistance to change can be handled before implementing it. Give examples. Q. Discuss the process of institution building and the role of chief executive in institution building with an example. 1. geological formation design-A process for modify the prob force that an organization volition be successful. More unique(predicate)ally, Organization Design is a plaster castal, steer process for integrating the nation, information and te chnology of an organization. It is used to match the form of the organization as closely as possible to the purpose(s) the organization seeks to achieve. with the design process, organizations act to improve the probability that the collective efforts of members depart be successful. Typically, design is approached as an internal change under the guidance of an out-of-door facilitator. Managers and members work together to define the needs of the organization then clear systems to meet those needs most effectively. The facilitator assures that a systematic process is followed and pass ons germinal thinking. Hierarchical SystemsWestern organizations have been heavily influenced by the command and tick off expression of ancient military organizations, and by the turn of the century admission of Scientific Management. Most organizations to sidereal day argon designed as a bureaucracy in which authority and responsibility argon arranged in a hierarchy. Within the hierarchy rules, policies, and procedures are uniformly and impersonally utilize to exert control over member behaviors. Activity is organized inside sub-units (bureaus, or de checkments) in which raft perform specialized functions such as manufacturing, sales, or accounting.People who perform similar tasks are clustered together. The corresponding basic organizational form is assumed to be tolerate for whatever organization, be it a government, school, business, church, or fraternity. It is familiar, predictable, and rational. It is what comes immediately to mind when we discover that we rattling have to get organized As familiar and rational as the functional hierarchy may be, there are distinct disadvantages to blindly applying the same form of organization to all purposeful groups. To understand the problem, set out by observing that different groups wish to achieve different outcomes.Second, proceed that different groups have different members, and that each group possesses a differen t civilization. These differences in desired outcomes, and in flock, should alert us to the danger of assume there is any single best way of organizing. To be complete, however, alike observe that different groups will likely choose different rules through and through which they will achieve their purpose. Service groups will choose different methods than manufacturing groups, and both(prenominal) will choose different methods than groups whose purpose is primarily social.One structure cannot possibly fit all. , the form of organization moldiness be matched to the purpose it seeks to achieve. The Design Process Organization design begins with the creation of a scheme a set of decision guidelines by which members will choose appropriate actions. The strategy is derived from clear, concise statements of purpose, and vision, and from the organizations basic philosophy. Strategy unifies the spirit of the organization and focuses members toward actions designed to accomplish des ired outcomes.The strategy encourages actions that mount the purpose and discourages those that do not. Creating a strategy is planning, not organizing. To organize we must concern people with each other in meaningful and purposeful ways. Further, we must connect people with the information and technology necessary for them to be successful. Organization structure defines the formal relationships among people and specifies both their roles and their responsibilities. Administrative systems govern the organization through guidelines, procedures and policies.Information and technology define the process(es) through which members achieve outcomes. separately element must support each of the others and together they must support the organizations purpose. Exercising Choice Organizations are an invention of man. They are contrived social systems through which groups seek to exert influence or achieve a stated purpose. People choose to organize when they deal that by acting alone they are limited in their ability to achieve. We sense that by acting in concert we may surmount our individual limitations.When we organize we seek to direct, or pattern, the activities of a group of people toward a common outcome. How this pattern is designed and implemented greatly influences effectiveness. Patterns of practise that are complementary and interdependent are more likely to solvent in the achievement of intended outcomes. In contrast, activity patterns that are orthogonal and independent are more likely to produce unpredictable, and often uncaused results. The process of organization design matches people, information, and technology to the purpose, vision, and strategy of the organization.Structure is designed to enhance communication and information flow among people. Systems are designed to encourage individual responsibility and decision making. Technology is used to enhance military man capabilities to accomplish meaningful work. The end product is an integrat ed system of people and resources, tailored to the specific direction of the organization. 2. Job design refers to the way that a set of tasks, or an entire hypothecate, is organized. Job design divine services to determine What tasks are make? How the tasks are done, how many tasks are done, and in what order the tasks are done.It takes into account all factors which affect the work, and organizes the content and tasks so that the whole job is less likely to be a risk to the employee. Job design involves administrative areas such as job rotation, job enlargement, task/ forge pacing, work breaks, and Working hours. A well designed job will encourage a variety of good body positions, have mediocre strength requirements, require a reasonable amount of mental activity, and help foster feelings of achievement and self-esteem. 3. Organizational analysis may be done for different purposes.These allow in 1) Enhancing the general fellow feeling of the run of Organizations (i . e. educational or research purposes. ) (The direct beneficiary is the researcher or the analyst instead than the Organization). Such a study may aim at enhancing the understanding of human behaviour through a study of it in organisation, or to enhance the understanding of the society as reflected in organisational life. 2) supply for evolution and diversification An analysis or a diagostic study may be necessary for planning growth, diversification, expansion and so onOrganisational analysis may get wind the strengths that could be used for growth and diversification, weak spots that need to be removed in the new plans, the precautions to be taken, structural dimensions to be kept in mind etc. Several insights may be provided on structure, people, systems, styles, technology etc. that have implications for growth. 3) Improving Organisational Effectiveness or Planning General Improvements Organisational Analysis may be used also for improving the general efficiency of an org anisation.On the basis of a diagnosis make out of the analysis action steps could be initiated in scathe of toning up administration, introducing new management systems and processes, reduction of wasteful expenditure, introduction of era savers, change of personnel policies to enhance employee motivation, restructuring of many parts, training, elimination of unwanted structures and teasers, improvements in general health of the organisation etc. 4) Organisational Problem Solving Whenever some subsystems departments, units etc. come in sick or start creating problems a diagnosis may be undertaken with a view to identify the source of the problem and take restorative action. A sick unit, a bottleneck, a communication block, a little performing department, frequently occurring conflict between two departments, repeated failures of a management system or an organisational process, a frequent violation of an organisational norm, fall in discipline, reduction in output absenteeism, i ncrease in conflicts etc. can all lead to the need for an organisational diagnosis of a part of the organisatioin or the entire organisation. tools of organisational analysisObservation represents the careful and planned method of recording current phenomena, objects, events in conjunction with a given situation. Constantinescu, etc. (2008) considers it necessary, within the organisation, to focus on observing the interaction between employees, in order to find answers to questions such as What is the working pace of the employees slow, methodical, alert, extemporaneous? What rituals do you notice in the enterprise? What are the values disseminated? Do the meetings in general provide revealing information? Who participates in these meetings? Who speaks? Whom do these people speak to?To what extent is sincerity situated in these meetings? How much while is devoted to different topics? The topics which often recur and which are discussed in prudence frequently represent indicati ons of the organisational culture values. Observations are used for gathering selective information on the symbols which are analyzed by the qualitative analysis methods. Observations involve mostly behavioural material, but also semantic symbols. Observations of behavioural symbols include monitoring and recording the organizational rituals, such as, for example, the celebration of company day as a ritual of integration.There will also be careful attention focused on the state and architecture of the buildings, decor, billboards, rung dress code, behaviour and habits, working environment, the way in which everyone fulfils their role, employee behaviour in conflict situations. The analysis of these aspects allows knowing the reality, the working environment, both the organisations physical components and the emotional, psychological elements, harder to decipher at first glance. The opinion question technique always involves oral information, having the advantage of flexibility, o f the ability to get specific answers to each question.Along with the use of the questionnaire, it is one of the techniques most often used in qualitative research. The interview is, however, a complex technique that requires certain abilities and skills from the researcher, especially social, communication and self-reflection skills. The interview is used in the study of organisational culture to collect qualitative data about the cognitive elements of the culture, such as assumptions, values, norms and attitudes. Interviews may also serve to identify symbols, certain expressions, stories, anecdotes specific to the organisation.To successfully use the interview in organisational culture research, it is important to determine the persons that will be interviewed, when, where and how the interview will be conducted, the set of questions that will be used and the method of recording it (Janicijevic, 2011 , p 85). Interviews help us apprehend the consistency between what the interview ees say and the facts recorded from other sources. These perceptions are generally useful for defining an updated vision of the history, the important events and its impact on the functioning of the organisation