This document provides information about getting fully solved assignments from Assignment Drive. Students should send their semester, specialization, and course details to help.mbaassignments@gmail.com or call 08263069601. It then provides a sample assignment on change management that includes 6 questions covering topics like defining organizational transformation, the integrative model for planned change, communicating change, resistance to change, change management strategies, and defines key terms like change agents and organizational learning.

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ASSIGNMENT
DRIVE SUMMER 2016
PROGRAM/ SEMESTER MBADS – (SEM 4/SEM 6) / MBAN2 / MBAFLEX – (SEM 4)
PGDHRMN – (SEM 2)
SUBJECT CODE & NAME MU0018 - CHANGE MANAGEMENT
BOOK ID B1807
CREDITS 4
Max. MARKS 60
Note: Answer all questions. Kindly note that answers for 10 marks questions should be
approximately of 400 words. Each question is followed by evaluation scheme.
Q. 1 Define the term ‘organisational transformation’. Discuss the various strategies to manage
transformation in organizations.
Ans : organisational transformation:
Organisational Transformation is a term referring collectively to such activities as reengineering,
redesigning and redefining business systems. The dominant enabling technology in transforming
organization is information and technology. As business model change rapidly in the financial
environment and mergers and acquisition change the face of the organization. So, organization
continually need to
a. A flexible, effective and efficient organization.
b. A customer-centric approach to organizational
Q. 2 Describe Integrative Model for Planned Change.
Ans : Integrative Model for Planned Change:
Integrative Model of PlannedChange wasdevelopedbyBullockandBatten (1985). It Describes both
organisational statesandchange processes. The basisforthismodel is that an organisation exists in
different states at different times.
 Planned movement can occur from one state to another.

2.  Understanding of the present state of the
Q. 3 The key purpose of communication of change is to ensure that the individuals understand
what is going to happen and what is expectedfrom them. Explain some other important needs for
communicating change. Also explain the major methods and techniques for communicating
change.
Ans : Needs of communication change :
1. Managing communication to change is a proactive approach, as it correctly assumes that
communicationbreakdownscause people to do things that hurt performance.” He then goes on to
describe arelativelytraditional mix of communication tactics which enable communicators to deal
with the gap and implement the change.
Q. 4 What do you mean by resistance to change? Discuss some of the reasons for individual
(employee’s) resistance.
Ans : Resistance to change:
Resistance tochange isthe act of opposingor struggling with modifications or transformations that
alter the status quo in the workplace. Managing resistance to change is challenging. Resistance to
change can be covertor overt,organizedorindividual.Employees can realize that they don't like or
want a change and resist publicly and verbally. Or,
Q. 5 List the types of change management strategies. Explain any two of them.
Answer : Strategies used in change management :
1. Empirical rational :
People are rational andwill followtheirself-interest— once it is revealed to them. Change is based
on the communication of information and the proffering of incentives.
2. Normative reductive :
Q. 6 Write short notes on the following:
a. Change agents
b. Kolb’s Learning Cycle
c. Organisational Learning

3. Ans : a. Change agents :
A Change Agent is someone who knows and understands the dynamics that facilitate or hinder
change. Change Agents define, research, plan, build support, and partner with others to create
change. They have the courage and the willingness to do what is best for the community.
Some characteristics of
b. Kolb’s Learning Cycle :
Kolbdevelopedatheoryof experiential learningthatcan give usa useful model bywhichtodevelop
our practice.ThisiscalledThe KolbCycle,The LearningCycle orThe Experiential Learning Cycle. The
cycle comprises four different stages of learning from experience and can be entered at any point
but all stagesmustbe followedinsequence forsuccessful learningto take place. The Learning Cycle
suggeststhatit isnot sufficientto have an experience in order to learn. It is necessary to reflect on
the experience to make
c. Organisational Learning :
Organizational learningisanareaof knowledgewithinorganizationaltheorythatstudiesmodelsand
theories about the way an organization learns and adapts.
In Organizational development(OD),learning is a characteristic of an adaptive organization, i.e., an
organization that is able to sense changes in signals from its environment (both internal and
external) and adapt accordingly. (see adaptive system). OD specialists endeavour to assist their
clients to learn from experience and
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601