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KIU
Faculty of Management
Bachelor of Management Honors in Marketing

Individual Tutorial

MGT 3304: OCD

Type of the Assignment: Questions

Name of Student: A.A.Dinuka Dakshina

Examination ID Number: KIU/ M/ 5846
Lecturer’s Name: DR. Dedunu
Deadline of the Assignment: 2021/10/26th
Submission Date of the Assignment: 2021/10/26th
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1) What are the three concepts of organizational development? And OD

impacts on above 3 concepts?

• Definition OD organization Development

Organization development is a process that addresses system wide change in the
organization.

• The meaning of institutional development.

Organizational Development (OD), O represents organizations i.e., all types of systems;
Units throughout society are human organizations that exist to achieve a particular goal.

D represents development means change and improvement; Growing up towards

something, being better at one's mission, working and improving the way people live
their lives.

• Concept of Organizational Development

The three mains concept of organizational development

1. Organizational Climate
It is defined as the mood or unique “personality” of an organization.
Some of the climate features and characteristics may be associated with;

• employee satisfaction, stress, service quality and outcomes and successful

application of new processes.

2. Organizational Culture
It is a system of shared assumptions, values, and beliefs, which governs how people
behave in organizations. These shared values have a strong influence on the people
in the organization and dictate how they dress, act, and perform their jobs.
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The five basic elements of culture include:

• Assumptions
• Values
• Behavioral Norms
• Behavioral Patterns
• Artifacts

3. Organizational Strategy
It is the sum of the actions a company intends to take to achieve long-term goals.
Together, these actions make up a company’s strategic plan.

Strategic plans take at least a year to complete, requiring involvement from all
company levels. The improvement consists of four steps:

• Diagnosis
• Action Planning
• Intervention
• Evaluation.

Any organizational activity that supports the implementation of a planned change

can be considered as OD technology.

OD techniques include:
• Survey Feedback
• Process counseling
• Team building
• Inter-team development
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1. Survey Feedback:
Survey feedback assesses the perceptions and attitudes of organizational members
about their jobs (their job satisfaction, colleagues, supervisors and management,
etc.) and organization (decision making, communication efficiency and leadership,
etc.). Summary data is used to identify problems and explain problems so that
commitments can be made to the action.

2. Process Counseling:
Activity Counseling Uses external consultants to help corporate members
understand, understand, and act on process events. Instructors and training
managers in identifying interpersonal processes that need to be improved.

3. Team building:
Organizations are made up of people who work together to achieve the same goals.
They often deal with peers. The primary function of the OD is to help them become
a team.

Team building can include:

• Goal setting
• Developing interpersonal relationships
• Explaining the roles
• Group process analysis
• Team building seeks to increase mutual trust, openness and team activism.

4. Inter-team development:
Inter-group development seeks to change attitudes, stereotypes, and perceptions
that one group may have towards another group. It helps to create coexistence
between different work groups or for members of different groups to become a
cohesive team. It builds better coordination between different groups.
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2) How will the 4Change help in achieving the business objectives/what are the
benefits?

Benefits of changing the workplace

Change can be an inevitable part of running a business, and it is not always accepted with
open arms by employees, managers or business owners.

Workers may be reluctant to give up familiarity in their comfort zone or fear that they may
not be able to adapt to change.

The short-term effects of change can sometimes be painful, and dealing with changes in
the workplace can have a positive impact on business success in the long run.

1. Promotes innovation

Without any distinction, companies can quickly fall behind the curve and lose
ground compared to competitors. They need to adapt to our increasing
technological and evolving times.

The movement should be very good and the fluid should be compatible. Hard-
working environments can paralyze creativity, helping to create new ideas.

It is important for companies to understand that a practice, policy, product or

service that is relevant today will not have consumer value tomorrow.

"Business needs to go very well and be transformed into a fluid."

2. Promotes skill development

A company’s ability to develop new skills and specialties really helps it to be the
best rounded and efficient team member for the entire business, including
employees.
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Employees who do the same work every day do not have the opportunity to
showcase their talents or learn something new to bring to the company. If people
do the same thing every day, they will not develop new skills.

3. Population development

It can sometimes be difficult to convince employees to embrace change, but those

who accept it with a positive attitude can gain a lot for personal growth by working
with new strategies.

Employees who can see the benefits of change are often the most valuable to your
organization - they not only grow personally, but also create an environment in
which business can automatically grow with them.

4. New career opportunities

The ability to adapt to change will continue to help businesses identify and nurture
new business ideas and opportunities. Having star-changing strategies can help
move any business to new areas brought about by new work methods.

This can be expanded through partnerships with other companies or through new
relationships that lead to sales growth.

5. The morale of the best employees

Employees who see that their company can easily adapt and adapt to new situations,
can see the positive attitudes above, always make a difference to the employee and
see the company as appropriate and ready to move forward.

Companies that are not afraid to make a difference. Such as changes in human
resources can lead to a more relaxed work environment.

This leads to more satisfied team members and contributes to greater employee
satisfaction and morale.

3) How will the change help the employees/end stakeholders personally?