Have you prepared the most important questions from Block 1 Unit 4 for IGNOU MAPC MPCE033 Exam? Don't miss this chance to score good marks - start NOW!

Block 1 Introduction

Unit 4 First Order And Second Order Change In Organisational Development

1. What is first order change?

First-order change refers to socio-technical aspects in the organisation. It does not challenge the established context of the organisation and is considered superficial. It does not question the existing culture, mission/purpose, or organisational paradigm. Examples include changing service hours, renovating a building or choosing new choir robes.

2. Describe second order change.

Second-order change calls into question the entire context of the organisation and disrupts the alignment among organisational attributes. It is a paradigm change and challenges other attributes, disintegrating the relationship between them.

3. Explain with examples the first order change in organisational development.

First-order change does not challenge the existing context of an organisation. It is superficial and does not question the culture, mission or paradigm of an organisation. Examples of first-order change include:

• Changing the hours for services in a church.
• Renovating a building.
• Choosing new choir robes.
• Scheduling nursery workers.

4. Explain with the second order change in organisational development.

• Second-order change calls into question the entire context of the organisation. It is a paradigm shift that disrupts the alignment among the organisational attributes and challenges the status quo.
• It involves a revolutionary change which requires more visioning, experimenting and time with simultaneous management of variables.

5. What is action research? Explain its relevance in organisational development.

Action research involves a cyclical process of data collection, action planning, implementation and evaluation of results. It is a continuous process of understanding a system’s problems through data collection, trying new forms of behaviour, and refreezing new behaviours into the system. This approach is highly relevant to adaptive incremental change.

6. Describe the importance of teams and the process of team building.

Team building is an important first order change activity used to improve the effectiveness of a team. Team-building exercises may include communication exercises, problem solving/decision making exercises, planning/adaptability exercises and trust exercises. The goal is to develop trust between team members and help them to work effectively together.

7. Name the elements of first order change

First order change refers to changes in the socio-technical aspects of an organisation and does not challenge the existing culture.

8. Define action research.

Action research is comparative research on social action using a cycle of planning, action, and fact-finding. It's a cyclical process of data collection, action planning, implementation, and evaluation.

9. Discuss any one theory of action research.

Living theory of action research involves individuals explaining their influences on their own learning and the learning of others, using action-reflection cycles.

10. Discuss Lewin’s description of the process of change.

Lewin’s model includes three stages:

• Unfreezing: Creating motivation and readiness to change.
• Changing: Embracing new ways of thinking and doing things.
• Refreezing: Reinforcing the new behaviour so it becomes the norm.

11. Discuss the concept of team building.

Team building is the process of creating teams and improving their effectiveness. It aims to develop trust and help members work effectively together.

12. Explain communication exercises

These are used in team building to improve how people communicate and work together.

13. Describe trust exercises

Trust exercises are used in team-building activities to build trust among team members.

14. Explain any two strengths of process consulting.

• Process consulting helps teams have shorter, more productive meetings.
• It helps build facilitation and consultation skills within the organisation

15. Discuss the benefits of process consultation.

Process consultation focuses on enhancing organisational processes related to communication, interpersonal relationships, problem-solving, and decision-making.

16. Engineering approach to job design.

This approach emphasises planning, efficiency, training and monetary compensation, detailing how and when a job should be done.

17. Discuss the guidelines developed for designing jobs with regard to the socio-technical approach.

This approach integrates the technical and social aspects of jobs, considering people's performance, workplace environment, and technology.

18. Discuss the four process involved in participation.

Participation is a multifaceted process with varying degrees of engagement. One framework outlines four key processes:

1. Information Sharing: This is the most basic level, involving one-way communication where information is provided to participants. It ensures awareness but doesn't necessarily involve active input or decision-making.
2. Consultation: This involves seeking feedback and opinions from participants. It's a two-way process where participants have a voice, but the final decision-making power still rests with the initiating party.
3. Joint Decision-Making: This is a more collaborative process where participants actively engage in making decisions together. It involves sharing ideas, discussing options, and reaching consensus.
4. Empowerment: This represents the highest level of participation where participants have control over decisions and actions. It involves delegating authority and responsibility to participants, enabling them to take ownership.

These processes represent a continuum of participation, with varying levels of influence and control for those involved.

19. Describe any two benefits of participative management.

• Participation ensures acceptance of and commitment towards organisational goals.
• It leads to smoother implementation of organisational change.

20. Discuss management/ leadership training as an organisational development intervention.

OD ensures the training curriculum is practical and relevant to the organisation's needs, with sufficiently participative delivery.

21. Define Total Quality Management.

TQM involves work process analysis, team building, defining quality and setting measurable standards to improve cost-effectiveness and market focus.

22. Explain the concepts such as process consultation, survey feedback, and inter group problem solving in organisational development.

• Process Consultation: Focuses on enhancing communication, interpersonal relationships, problem-solving, and decision-making within an organisation.
• Survey Feedback: Gathers information about obstacles to productivity and satisfaction, engaging members in managing the work environment.
• Intergroup Problem Solving: Works with separate groups before bringing them together to establish common goals and improve their interactions.

23. What is job design? Explain the socio-technical systems approach to job design.

Job design applies socio-technical systems principles to improve job satisfaction and reduce employee problems, with the socio-technical approach integrating technical and social aspects.

24. Highlight the importance of participative management in organisational development.

Participative management encourages employee involvement in decision-making and change, promoting commitment and smoother change implementation.