JAYA ENGINEERING COLLEGE

Thiruninravur-602024

Question Bank
Department: MBA Subject Code: BA4017
Year/ Sem : II/III Subject: Organizational, design, change and development
Regulation : 2021 Staff In-charge: Mrs.Varsha. J Asst. professor

UNIT I ORGANIZATIONAL DESIGN

Organizational Design – Determinants – Components – Basic Challenges of design –
Differentiation, Integration, Centralization, Decentralization, Standardization, Mutual
adjustment -Mechanistic and Organic Structures- Technological and Environmental Impacts on
Design-Importance of Design – Success and Failures in design.
PART A (2marks)
1 Define organizational design.
2 What are the determinants of organizational design?
3 Explain the concept of differentiation in organizational design.
4 What is mutual adjustment in organizations?
5 Define standardization.
6 Mention any two basic challenges of organizational design.
7 What is integration in organizational design?
8 Differentiate between centralization and decentralization.
9 Explain mechanistic structure.
10 Define organic structure.
11 What are the environmental impacts on organizational design?
12 Name two technological impacts on design.
13 Define success in organizational design.
14 What do you mean by design failure?
15 Explain the importance of structure in organizations.
16 What is the role of technology in organizational design?
17 What is mutual adjustment?
18 Define the concept of job design.
19 Explain any two factors of decentralization.
20 Differentiate between mechanistic and organic structures.
21 What is the significance of centralization?
22 How does technological advancement impact organizational design?
23 Define differentiation in terms of organizational design.
24 Explain mutual adjustment with an example.
25 What are the key components of organizational design?

PART B (13 marks)

1 Explain the determinants of organizational design in detail.
2 Discuss the various components of organizational design.
3 Analyze the basic challenges in organizational design with examples.
4 Explain the differences between centralization and decentralization with examples.
5 Discuss the role of technology and its impacts on organizational design.
6 How do environmental factors affect organizational design?
7 Compare and contrast mechanistic and organic structures.
8 How do standardization and mutual adjustment contribute to organizational design?
9 What are the advantages and disadvantages of centralization in organizational structure?
10 Analyze the relationship between differentiation and integration in organizational design.
 11 Discuss the role of organizational structure in ensuring success and avoiding failure.
12 How does decentralization influence organizational effectiveness?
13 Explain the technological and environmental impacts on organizational design.
14 Discuss the significance of job design in enhancing organizational performance.
15 Evaluate the relationship between structure and strategy in organizational design.

PART C (15 marks)

1 Explain in detail the components and determinants of organizational design and their impact
on organizational performance.
2 Discuss the importance of differentiation, integration, and mutual adjustment in modern or-
ganizational design.
3 Analyze the role of technology and the environment in shaping organizational structures with
real-life examples.
4 Compare centralization and decentralization in the context of decision-making and
organizational control.
5 Discuss mechanistic vs. organic structures and their relevance in different industries.
6 Evaluate the success and failure factors in organizational design, providing examples from
real organizations.
7 How can organizations balance the use of technology and human resources to optimize
organizational design?

UNIT II ORGANIZATIONAL CHANGE

Meaning, Nature, Forces for change- change agents- Change process-Types and forms of change-
Models of change- Resistance to change – individual factors – organizational factors – techniques
to overcome change- Change programs –job redesign.
PART A (2marks)
1 Define organizational change.
2 What is meant by change agents?
3 List any two forces for organizational change.
4 Define job redesign.
5 What are the individual factors that resist change?
6 Define change programs.
7 What is resistance to change?
8 Mention two types of organizational change.
9 Define change models.
10 What are change processes?
11 List any two organizational factors for resistance to change.
12 What is meant by organizational change models?
13 Define job redesign.
14 What is the role of change agents in an organization?
15 List any two techniques to overcome change resistance.
16 Explain the term “change process.”
17 What are change programs in organizations?
18 Define the term ‘forces for change.’
19 What is individual resistance to change?
20 What are the types of organizational change?
21 Define organizational factors in resistance to change.
22 What are techniques to overcome organizational resistance to change?
 23 What do you mean by job redesign?
24 What is the role of change agents in organizational transformation?
25 Define models of change with an example.

PART B (13 marks)

1 Explain the various types and forms of organizational change.
2 Discuss the models of organizational change in detail.
3 What are the main forces driving organizational change?
4 Explain the role of change agents in managing organizational change.
5 How can resistance to change be managed in an organization?
6 Discuss individual factors contributing to resistance to change.
7 Explain organizational factors that resist change and how to address them.
8 Discuss the role of job redesign in managing change.
9 How do change programs help in organizational transformation?
10 Explain techniques for overcoming resistance to change.
11 Discuss the change process and its stages in an organization.
12 Explain the models of change and their application in organizations.
13 Discuss job redesign as a tool for organizational change.
14 Analyze the role of leadership in overcoming resistance to change.
15 Explain the importance of communication in managing organizational change.

PART C (15 marks)

1 Discuss the forces driving change in modern organizations, with relevant examples.
2 Explain how change agents can effectively manage resistance to change in large organiza-
tions.
3 Evaluate different change models and their relevance in today’s dynamic business environ-
ment.
4 How can organizations effectively implement job redesign to manage large-scale changes?
5 Discuss techniques to overcome resistance to change, providing real-world examples.
6 Analyze the role of organizational culture in facilitating or hindering change initiatives.
7 Discuss the impact of technological advances on organizational change processes.
____________________________________________________________________________

UNIT III ORGANIZATIONAL DEVELOPMENT

Introduction- evolution- basic values and assumptions- foundations of OD- Process of OD-
managing the phases of OD- Organizational diagnosis-Process-stages- Techniques-Questionnaire,
interview, workshop, task-force- collecting, analyzing- feedback of diagnostic information.

PART A (2marks)
1 Define organizational development (OD).
2 What is meant by organizational diagnosis?
3 List any two stages in the OD process.
4 What is meant by organizational evolution?
5 Define the concept of basic values in OD.
6 What is a task force in organizational development?
7 Mention any two techniques used in OD.
8 Define the term “assumptions” in the context of OD.
9 What is the role of a questionnaire in organizational diagnosis?
10 Explain the purpose of a feedback mechanism in OD.
11 What is an interview in the context of organizational diagnosis?
12 Define OD interventions.
13 What are foundations of organizational development?
14 Mention any two tools for organizational diagnosis.
15 What is organizational analysis?
16 Define the term “workshop” in organizational development.
17 Explain the concept of assumptions in OD.
18 What is the role of interviews in organizational development?
19 Define the feedback process in organizational diagnosis.
20 What is the importance of task force analysis in OD?
21 Define the term “diagnostic information” in OD.
22 What is the role of evolution in organizational development?
23 Explain the significance of feedback in OD interventions.
24 What are the stages of the OD process?
25 Define the term “organizational evolution.”

PART B (13 marks)

1 Explain the evolution of organizational development (OD) and its importance in modern or-
ganizations.
2 Discuss the foundations of OD and the assumptions on which it is based.
3 What are the key stages of the OD process, and how do they contribute to organizational suc-
cess?
4 Discuss the role of organizational diagnosis in the OD process.
5 Explain the various techniques used for organizational diagnosis, such as questionnaires, in-
terviews, and workshops.
6 Discuss the process of collecting and analyzing diagnostic information in organizational de-
velopment.
7 Explain the importance of basic values in the context of organizational development.
8 How does feedback play a role in the OD process? Discuss with examples.
9 Discuss the role of task forces in implementing OD interventions.
10 Explain how the organizational diagnosis process helps identify areas of improvement.
11 What is the role of organizational analysis in OD, and how can it be effectively conducted?
12 Discuss the significance of evolution in organizational development.
13 Explain the importance of effective communication during the OD process.
14 Discuss the different phases of organizational development, and how organizations manage
these phases.
15 How can organizations apply OD techniques to enhance performance and productivity?

PART C (15 marks)

1 Discuss the evolution, foundations, and phases of organizational development with detailed
examples.
2 Explain the process of organizational diagnosis, and how techniques like questionnaires, in-
terviews, and workshops are used to collect data.
3 Analyze the role of assumptions, values, and task forces in the successful implementation of
organizational development interventions.
 4 Discuss the significance of feedback mechanisms in OD and how they influence the effective-
ness of interventions.
5 Evaluate the different stages of the OD process and discuss how each stage contributes to the
overall success of an organization.
6 Analyze the role of organizational development in enhancing corporate culture and innova-
tion, providing real-life examples.
7 Explain how organizational development interventions can help organizations cope with
changes in the external environment.
____________________________________________________________________________

UNIT IV OD INTERVENTION
Human process interventions-Individual, group and inter-group human relations- structure and
technological interventions- strategy interventions – sensitivity training – survey feedback,
process
consultation – team building – inter-group development.
PART A (2marks)
1 Define OD intervention.
.
2 What are human process interventions?
.
3 Mention any two types of group interventions.
.
4 What is sensitivity training in OD interventions?
.
5 Define technological interventions.
.
6 What is the role of team building in OD?
.
7 Define strategy interventions.
.
8 What are process consultation interventions?
.
9 Define inter-group development.
.
10. What are individual OD interventions?
11. Mention any two examples of human relations interventions.
12. What is survey feedback in OD?
13. Define the concept of process consultation.
14. What is the importance of sensitivity training in OD?
15. Mention two goals of team-building interventions.
16. What is the role of group interventions in OD?
17. Define the term ‘survey feedback’ in the context of OD interventions.
18. What is meant by structural interventions?
19. Define the term ‘inter-group development.’
20. Mention any two examples of technological interventions.
21. What are the benefits of sensitivity training in OD?
22. Define group dynamics in the context of OD.
23 What is the purpose of inter-group OD interventions?
 24. Define the term ‘team building’ in OD.
25. Mention any two techniques used in process consultation.

PART B (13 marks)

1 Explain the different types of OD interventions with examples.
2 Discuss the role of human process interventions in improving organizational performance.
3 Explain the significance of sensitivity training in OD interventions.
4 How do technological interventions contribute to organizational change?
5 Discuss the role of process consultation in the context of organizational development.
6 Explain the various group interventions used in organizational development.
7 Discuss the process of team-building interventions and their impact on organizational effective-
ness.
8 How do strategy interventions affect organizational success?
9 Explain the concept of inter-group development and its application in organizations.
10 Discuss the role of structural interventions in OD.
11 Explain the importance of process consultation in solving organizational problems.
12 Discuss how survey feedback can be used to diagnose and solve organizational issues.
13 How do individual and group interventions contribute to the success of organizational develop-
ment?
14 Explain the role of team-building interventions in fostering collaboration and communication.
15 Discuss the importance of sensitivity training in improving human relations within an organiza-
tion.

PART C (15 marks)

1 Explain the different types of OD interventions, including individual, group, and technological in-
terventions, with detailed examples.
2 Analyze the role of human process interventions in addressing organizational challenges and pro-
moting change.
3 Discuss the importance of team-building interventions in enhancing organizational collaboration
and efficiency.
4 Evaluate the impact of sensitivity training on improving interpersonal relationships and team per-
formance within an organization.
5 Explain the role of process consultation in diagnosing organizational problems and implementing
solutions.
6 Analyze how structural and strategy interventions contribute to organizational change and develop-
ment.
7 Discuss the significance of survey feedback in organizational diagnosis and the development of in-
terventions.
____________________________________________________________________________

UNIT V ORGANIZATIONAL EVOLUTION AND SUSTENANCE

Organizational life cycle – Models of transformation – Models of Organizational Decision
making – Organizational Learning – Innovation, Intrapreneurship and Creativity-HR
implications.
PART A (2marks)
 1 Define organizational life cycle.
2 What is meant by models of transformation?
3 Mention any two models of organizational decision making.
4 Define organizational learning.
5 What is intrapreneurship?
6 Define organizational sustenance.
7 What is meant by organizational innovation?
8 Mention any two HR implications of organizational evolution.
9 Define the term ‘sustenance’ in organizations.
10 What are the stages of the organizational life cycle?
11 What is innovation in organizational context?
12 Define the term ‘transformation’ in organizations.
13 What is the significance of intrapreneurship?
14 Define the term ‘organizational decision making.’
15 What is the importance of creativity in organizational evolution?
16 What is the role of HR in organizational transformation?
17 Define organizational transformation models.
18 What is meant by organizational creativity?
19 Mention any two stages in the life cycle of an organization.
20 What is the role of innovation in organizational evolution?
21 Define the concept of organizational learning.
22 What is intrapreneurship in the context of organizational growth?
23 Define the term ‘organizational life cycle.’
24 Mention two examples of models of transformation.
25 Define the term ‘HR implications’ in the context of organizational evolution.

PART B (13 marks)

1 Explain the organizational life cycle and its different stages.
2 Discuss the models of organizational transformation with examples.
3 How does organizational learning contribute to innovation and sustenance?
4 Explain the role of intrapreneurship in organizational evolution.
5 Discuss the HR implications of organizational transformation and sustenance.
6 Explain the significance of organizational
decision making in the context of transfor-
mation.
7 How do models of transformation help in organizational change?
8 Discuss the importance of innovation in the context of organizational growth.
9 Explain the role of creativity in organizational evolution.
10 Discuss the models of organizational decision making.
11 How can organizations balance growth and sustenance during the life cycle?
12 Explain the role of HR in fostering innovation and transformation.
13 Discuss the impact of organizational learning on long-term sustenance.
14 Analyze the role of intrapreneurship in promoting organizational innovation and growth.
15 Explain the concept of organizational evolution and the factors contributing to it.

PART C (15 marks)

1 Discuss the stages of the organizational life cycle and the chal-
 lenges faced at each stage.
2 Explain the various models of transformation and their appli-
cation in different organizational contexts.
3 Analyze the role of organizational learning and innovation in
ensuring long-term sustenance and growth.
4 Discuss the role of HR in facilitating organizational evolution,
focusing on creativity, innovation, and transformation.
5 Explain how intrapreneurship contributes to organizational
growth and sustenance, with examples.
6 Discuss the relationship between organizational decision mak-
ing and transformation.
7 Analyze the significance of creativity and innovation in the
evolution and sustenance of modern organizations.

STAFF IN-CHARGE HOD