Business Finance
Saudi Electronic Strategic Orientation & Group Level Diagnostic Model Paper

mgt 404

Saudi electronic university

MGT

Question Description

I’m trying to study for my Management course and I need some help to understand this question.

  • Q.1. (1.5 marks) (Lo 2.9)
  • Q.2 Explain why it is important for a group design to be congruent with the larger organization design. Support your answer using an example from this case study (1.5 marks) (Lo 1.5 & 3.1)
  • Q.3 Based on your understanding of the group-level diagnostic model, describe and evaluate each of the Ortiv’s team design components:
  • Q.4 Discuss how the group design of Ortiv’s Glass Corporation could positively or negatively impacts on the diagnosis of design components at the individual level. (2 Marks) (Lo 2.9)

- Goal clarity (1 mark) (Lo 2.5)

- Task structure (1 mark) (Lo 2.5)

- Team functioning (1 mark) (Lo 2.5)

- Group composition (1 mark) (Lo 2.5)

- Group norms (1 mark) (Lo 2.5)

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College of Administrative and Financial Sciences Assignment 2 Deadline: 02/04/2020 @ 23:59 Course Name: Organization Design & Development Student’s Name: Course Code: MGT404 Student’s ID Number: Semester: II CRN: Academic Year: 1440/1441 H For Instructor’s Use only Instructor’s Name: Students’ Grade: Level of Marks: Instructions – PLEASE READ THEM CAREFULLY • The Assignment must be submitted on Blackboard (WORD format only) via allocated folder. • Assignments submitted through email will not be accepted. • Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page. • Students must mention question number clearly in their answer. • Late submission will NOT be accepted. • Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions. • All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism). • Submissions without this cover page will NOT be accepted. Department of Business Administration Organization Design and Development- MGT 404 Assignment 2 Marks: 10 Course Learning Outcomes: • Analyze the strategic role of change in the organization and its impact on organizational performance (Lo 2.9) • Identify and apply the basic steps of the organizational development process (Lo 2.5) • Define the human, structural and strategic dimensions of the organizational development (Lo 1.5 & 3.1) Assignment Instructions: • Be sure to use at least two scholarly, peer-reviewed references in support of each answer and also incorporate the key concepts from the course. Assignment Workload: • This Assignment comprise of a Case study. • Assignment is to be submitted by each student individually. Assignment-1 • Please read the case study entitled as “Top Management Team at Ortiv Glass Corporation.” available in the textbook “Organization Development & Change” 9th edition by Cummings, T and Worley, C and answer the following questions: Assignment Question(s): • Q.1 Discuss why ‘strategic orientation’ is fundamental to diagnosis in OD. Support your answer using two examples from this case study. (1.5 marks) (Lo 2.9) • Q.2 Explain why it is important for a group design to be congruent with the larger organization design. Support your answer using an example from this case study (1.5 marks) (Lo 1.5 & 3.1) • Q.3 Based on your understanding of the group-level diagnostic model, describe and evaluate each of the Ortiv’s team design components: - Goal clarity (1 mark) (Lo 2.5) - Task structure (1 mark) (Lo 2.5) - Team functioning (1 mark) (Lo 2.5) - Group composition (1 mark) (Lo 2.5) - Group norms (1 mark) (Lo 2.5) • Q.4 Discuss how the group design of Ortiv’s Glass Corporation could positively or negatively impacts on the diagnosis of design components at the individual level. (2 Marks) (Lo 2.9) Answers: A.1… A.2… A.3… 3.1… 3.2… 3.3… 3.4… 3.5… A.4… © Pixmann/Imagezoo/Getty Images 10e Organization Development & Change Thomas G. Cummings University of Southern California Christopher G. Worley University of Southern California Pepperdine University Australia • Brazil • Mexico • Singapore • United Kingdom • United States Organization Development & Change, Tenth Edition Thomas G. Cummings and Christopher G. Worley Senior Vice President, LRS/Acquisitions & Solutions Planning: Jack W. Calhoun Editorial Director, Business & Economics: Erin Joyner Product Director: Michael Schenk Product Manager: Scott Person Content Developer: Sarah Blasco Product Assistant: Tamara Grega Brand Manager: Robin LeFevre © 2015, 2009 Cengage Learning ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced, transmitted, stored or used in any form or by any means graphic, electronic, or mechanical, including but not limited to photocopying, recording, scanning, digitizing, taping, Web distribution, information networks, or information storage and retrieval systems, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without the prior written permission of the publisher. For product information and technology assistance, contact us at Cengage Learning Customer & Sales Support, 1-800-354-9706. For permission to use material from this text or product, submit all requests online at www.cengage.com/permissions. Further permissions questions can be emailed to permissionrequest@cengage.com Market Development Manager: Emily Horowitz Library of Congress Control Number: 2013935704 Marketing Coordinator: Michael Saver ISBN-13: 978-1-133-19045-5 Manufacturing Planner: Ron Montgomery Art and Cover Direction, Production Management, and Composition: PreMediaGlobal Associate Media Developer: Courtney Bavaro Rights Acquisition Director: Audrey Pettengill Senior Rights Acquisition Specialist, Text and Image: Amber Hosea Cover Image: © Pixmann/Imagezoo/ Getty Images ISBN-10: 1-133-19045-6 Cengage Learning 200 First Stamford Place, 4th Floor Stamford, CT 06902 USA Cengage Learning is a leading provider of customized learning solutions with office locations around the globe, including Singapore, the United Kingdom, Australia, Mexico, Brazil, and Japan. Locate your local office at: www.cengage.com/global. Cengage Learning products are represented in Canada by Nelson Education, Ltd. To learn more about Cengage Learning Solutions, visit www.cengage.com. Purchase any of our products at your local college store or at our preferred online store www.cengagebrain.com. Printed in the United States of America 1 2 3 4 5 6 7 17 16 15 14 13 Dedication To Chailin and Debbie, still the loves of our lives And to our wonderful children, Catherine Cummings and Sarah, Hannah, and Samuel Worley In Memory of the Fallen Larry Greiner Richard Hackman Tony Raia Edie Seashore Charlie Seashore In Loving Memory Jessica Joan Worley © Pixmann/Imagezoo/Getty Images Brief Contents Preface xvi About the Authors xxii CHAPTER 1 General Introduction to Organization Development CHAPTER 2 The Nature of Planned Change CHAPTER 3 The Organization Development Practitioner 1 20 CHAPTER 4 Entering and Contracting CHAPTER 5 Diagnosing CHAPTER 7 Designing Interventions CHAPTER 8 Managing Change 45 CHAPTER 12 Restructuring Organizations iv Transformational Change Continuous Change CHAPTER 20 157 179 207 264 438 439 473 497 Transorganizational Change 528 529 569 605 PART 7 Special Applications of Organization Development 658 CHAPTER 21 Organization Development for Economic, Ecological, and Social Outcomes 659 CHAPTER 22 Organization Development in Nonindustrial Settings: Health Care, School Systems, the Public Sector, and Family–Owned 685 CHAPTER 23 297 PART 4 Technostructural Interventions Interventions CHAPTER 19 123 403 PART 6 Strategic Change 89 Interpersonal and Group Process Approaches 265 Organization Process Approaches Workforce Diversity and Wellness CHAPTER 18 CHAPTER 10 CHAPTER 11 Talent Management 75 PART 3 Human Process Interventions CHAPTER 15 CHAPTER 17 CHAPTER 9 Evaluating and Institutionalizing Organization Development Interventions Interventions CHAPTER 16 74 375 PART 5 Human Resource 21 CHAPTER 6 Collecting, Analyzing, and Feeding Back Diagnostic Information CHAPTER 14 Performance Management PART 2 The Process of Organization Development Employee Involvement Work Design PART 1 Overview of Organization Development CHAPTER 13 338 339 Future Directions in Organization Development 731 Glossary 784 Name Index 793 Subject Index 797 © Pixmann/Imagezoo/Getty Images Contents Preface About the Authors CHAPT ER 1 xvi xxii General Introduction to Organization Development 1-1 Organization Development Defined 1 1-2 The Growth and Relevance of Organization Development 1-3 A Short History of Organization Development 7 1-3a Laboratory Training Background 8 1-3b Action Research and Survey-Feedback Background 8 1-3c Normative Background 9 1-3d Productivity and Quality-of-Work-Life Background 11 1-3e Strategic Change Background 13 1-4 Evolution in Organization Development 13 1-5 Overview of the Book 15 1 4 Summary 17 Notes PART 1 CHAPT ER 2 17 Overview of Organization Development The Nature of Planned Change 20 21 2-1 Theories of Planned Change 2-1a Lewin’s Change Model 2-1b Action Research Model 2-1c The Positive Model 26 2-1d Comparisons of Change 22 22 24 2-2 General Model of Planned Change 28 2-2a Entering and Contracting 28 2-2b Diagnosing 29 2-2c Planning and Implementing Change 29 2-2d Evaluating and Institutionalizing Change 30 2-3 Different Types of Planned Change 30 2-3a Magnitude of Change 30 Models 27 Application 2.1 Planned Change at the San Diego County Regional Airport Authority 31 2-3b Degree of Organization 34 2-3c Domestic versus International Settings 35 Application 2.2 Planned Change in an Underorganized System 36 2-4 Critique of Planned Change 40 2-4a Conceptualization of Planned Change 2-4b Practice of Planned Change 41 40 v vi CONTENTS Summary Notes CHAPT ER 3 42 42 The Organization Development Practitioner 45 3-1 Who Is the Organization Development Practitioner? 46 3-2 Competencies of an Effective Organization Development Practitioner 3-2a Intrapersonal Skills or “Self-Management” Competence 48 3-2b Interpersonal Skills 51 3-2c General Consultation Skills 51 3-2d Organization Development Theory 52 3-3 The Professional Organization Development Practitioner 52 3-3a Role of Organization Development Professional Positions 52 47 Application 3.1 Personal Views of the Internal and External Consulting Positions 55 3-3b Careers of Organization Development Professionals 59 3-4 Professional Values 60 3-5 Professional Ethics 61 3-5a Ethical Guidelines 61 3-5b Ethical Dilemmas 62 Application 3.2 Kindred Todd and the Ethics of OD 65 Summary Notes 67 Appendix PART 2 CHAPT ER 4 66 70 The Process of Organization Development Entering and Contracting 75 4-1 Entering into an OD Relationship 76 4-1a Clarifying the Organizational Issue 76 4-1b Determining the Relevant Client 77 4-1c Selecting an OD Practitioner 78 4-2 Developing a Contract 79 Application 4.1 Entering Alegent Health 4-2a Mutual Expectations 81 4-2b Time and Resources 81 4-2c Ground Rules 82 4-3 74 80 Interpersonal Process Issues in Entering and Contracting 82 Application 4.2 Contracting with Alegent Health 83 Summary Notes CHAPT ER 5 87 87 Diagnosing 89 5-1 What Is Diagnosis? 5-2 The Need for Diagnostic Models 91 90 5-3 Open-Systems Model 92 5-3a Organizations as Open Systems 92 5-3b Diagnosing Organizational Systems 94 vii CONTENTS 5-4 Organization-Level Diagnosis 96 5-4a Inputs 96 5-4b Design Components 98 5-4c Outputs 100 5-4d Alignment 100 5-4e Analysis 101 Application 5.1 Steinway & Sons 5-5 102 Group-Level Diagnosis 106 5-5a Inputs 106 5-5b Design Components 107 5-5c Outputs 108 5-5d Alignment 108 5-5e Analysis 109 Application 5.2 Top-Management Team at Ortiv Glass Corporation 110 5-6 Individual-Level Diagnosis 112 5-6a Inputs 112 5-6b Design Components 113 5-6c Outputs 113 5-6d Alignment 114 5-6e Analysis 114 Application 5.3 Job Design at Pepperdine University 115 Summary 119 Notes CHAPT ER 6 119 Collecting, Analyzing, and Feeding Back Diagnostic Information 6-1 The Diagnostic Relationship 123 6-2 Collecting Data 126 6-2a Questionnaires 127 6-2b Interviews 129 6-2c Observations 130 6-2d Unobtrusive Measures 123 131 6-3 Sampling 132 6-4 Analyzing Data 133 6-4a Qualitative Tools 133 6-4b Quantitative Tools 135 Application 6.1 Collecting and Analyzing Diagnostic Data at Alegent Health 136 6-5 Feeding Back Data 142 6-5a Content of Feedback 142 6-5b Process of Feedback 144 6-6 Survey Feedback 145 6-6a What Are the Steps? 145 Application 6.2 Training OD Practitioners in Data Feedback 146 6-6b Survey Feedback and Organizational Dependencies 148 Application 6.3 Survey Feedback and Planned Change at Cambia Health Solutions 149 6-6c Limitations of Survey Feedback 152 6-6d Results of Survey Feedback 152 Summary 154 Notes 154 viii CONTENTS CHAPT ER 7 Designing Interventions 7-1 Overview of Interventions 157 7-1a Human Process Interventions 157 7-1b Technostructural Interventions 159 7-1c Human Resources Management Interventions 7-1d Strategic Change Interventions 161 160 7-2 What Are Effective Interventions? 7-3 How to Design Effective Interventions 163 7-3a Contingencies Related to the Change Situation 164 7-3b Contingencies Related to the Target of Change 171 Summary Notes CHAPT ER 8 157 162 173 175 Managing Change 179 8-1 Overview of Change Activities 179 8-2 Motivating Change 181 8-2a Creating Readiness for Change 181 8-2b Overcoming Resistance to Change 183 8-3 Creating a Vision 184 Application 8.1 Motivating Change in the Sexual Violence Prevention Unit of Minnesota’s Health Department 185 8-3a Describing the Core Ideology 186 8-3b Constructing the Envisioned Future 187 8-4 Developing Political Support 188 Application 8.2 Creating a Vision at Premier 189 8-4a Assessing Change Agent Power 192 8-4b Identifying Key Stakeholders 192 8-4c Influencing Stakeholders 192 8-5 Managing the Transition 193 Application 8.3 Developing Political Support for the Strategic Planning Project in the Sexual Violence Prevention Unit 194 8-5a Activity Planning 196 8-5b Commitment Planning 196 8-5c Change-Management Structures 196 8-5d Learning Processes 196 8-6 Sustaining Momentum 197 Application 8.4 Transition Management in the HP–Compaq Acquisition 198 8-6a Providing Resources for Change 200 8-6b Building a Support System for Change Agents 200 8-6c Developing New Competencies and Skills 200 8-6d Reinforcing New Behaviors 201 8-6e Staying the Course 201 Application 8.5 Sustaining Change at RMIT University Library in Melbourne, Australia 202 Summary Notes 205 204 ix CONTENTS CHAPT ER 9 Evaluating and Institutionalizing Organization Development Interventions 9-1 Evaluating Organization Development Interventions 9-1a Implementation and Evaluation Feedback 208 9-1b Measurement 211 9-1c Research Design 216 Application 9.1 Evaluating Change at Alegent Health 9-2 Institutionalizing Organizational Changes 9-2a Institutionalization Framework 222 9-2b Organization Characteristics 222 9-2c Intervention Characteristics 223 9-2d Institutionalization Processes 224 9-2e Indicators of Institutionalization 226 207 207 219 221 Application 9.2 Institutionalizing Structural Change at Hewlett-Packard 227 Summary 229 Notes 229 Selected Cases 232 Sunflower Incorporated 232 Kenworth Motors 234 Peppercorn Dining 238 Diagnosis and Feedback at Adhikar 257 Managing Change: Action Planning for the Vélo V Project in Lyon, France 262 PART 3 CHAPT E R 10 Human Process Interventions 264 Interpersonal and Group Process Approaches 265 10-1 Diagnostic Issues in Interpersonal and Group Process Interventions 10-2 Process Consultation 267 10-2a Basic Process Interventions 266 268 Application 10.1 Process Consultation at Christian Caring Homes, Inc. 271 10-2b Results of Process Consultation 273 10-3 Third-Party Interventions 274 10-3a An Episodic Model of Conflict 275 10-3b Facilitating the Conflict Resolution Process 276 10-4 Team Building 277 Application 10.2 Conflict Management at Ross & Sherwin 278 10-4a Team-Building Activities 282 10-4b Interventions Relevant to Individual Behavior 285 10-4c Interventions Relevant to the Group’s Behavior 285 10-4d Interventions Affecting the Group’s Integration with the Rest of the Organization 286 Application 10.3 Aligning Senior Teams at Vaycot Products 10-4e The Manager’s Role in Team Building 291 10-4f The Results of Team Building 292 Summary 293 Notes 294 287 x CONTENTS CHAPT E R 11 Organization Process Approaches 297 11-1 Diagnostic Issues in Organization Process Interventions 298 11-2 Organization Confrontation Meeting 298 11-2a Application Stages 299 Application 11.1 A Work-Out Meeting at General Electric Medical Systems Business 300 11-2b Results of Confrontation Meetings 301 11-3 Intergroup Relations Interventions 301 11-3a Microcosm Groups 301 11-3b Resolving Intergroup Conflict 304 Application 11.2 Improving Intergroup Relationships in Johnson & Johnson’s Drug Evaluation Department 307 11-4 Large Group Interventions 309 11-4a Application Stages 310 Application 11.3 Using the Decision Accelerator to Generate Innovative Strategies in Alegent’s Women’s and Children’s Service Line 314 11-4b Results of Large Group Interventions 318 Summary Notes 319 320 Selected Cases 322 Lincoln Hospital: Third-Party Intervention 322 Large Group Interventions at Airbus’ ICT Organization PART 4 CHAPT E R 12 329 Technostructural Interventions 338 Restructuring Organizations 339 12-1 Structural Design 339 12-1a The Functional Structure 340 12-1b The Divisional Structure 342 12-1c The Matrix Structure 344 12-1d The Process Structure 346 12-1e The Customer-Centric Structure 349 Application 12.1 Healthways’ Process Structure 12-1f The Network Structure 353 350 12-2 Downsizing 356 Application 12.2 Amazon.com’s Network Structure 357 12-2a Application Stages 359 Application 12.3 Downsizing in Menlo Park, California 12-2b Results of Downsizing 363 362 12-3 Reengineering 364 12-3a Application Stages 365 12-3b Results from Reengineering 368 Application 12.4 Honeywell IAC’s TotalPlant™ Reengineering Process 369 Summary Notes CHAPT E R 13 371 371 Employee Involvement 13-1 Employee Involvement: What Is It? 376 13-1a A Working Definition of Employee Involvement 376 375 xi CONTENTS 13-1b The Diffusion of Employee Involvement Practices 377 13-1c How Employee Involvement Affects Productivity 377 13-2 Employee Involvement Interventions 13-2a Parallel Structures 379 379 Application 13.1 Using the AI Summit to Build Union–Management Relations at Roadway Express 382 13-2b Total Quality Management 385 Application 13.2 TQM at the Ritz-Carlton 391 13-2c High-Involvement Organizations 392 Application 13.3 Building a High-Involvement Organization at Air Products and Chemicals, Inc. 396 Summary 399 Notes CHAPT E R 14 399 Work Design 403 14-1 The Engineering Approach 404 14-2 The Motivational Approach 405 14-2a The Core Dimensions of Jobs 14-2b Individual Differences 407 14-2c Application Stages 407 405 Application 14.1 Enriching Jobs at the Hartford’s Employee Relations Consulting Services Group 410 14-2d Barriers to Job Enrichment 412 14-2e Results of Job Enrichment 413 14-3 The Sociotechnical Systems Approach 414 14-3a Conceptual Background 414 14-3b Self-Managed Work Teams 415 14-3c Application Stages 419 Application 14.2 Developing Self-Managed Teams at WI, Inc. 421 14-3d Results of Self-Managed Teams 423 14-4 Designing Work for Technical and Personal Needs 425 14-4a Technical Factors 425 14-4b Personal-Need Factors 426 14-4c Meeting Both Technical and Personal Needs 428 Summary 429 Notes 429 Selected Cases 433 City of Carlsbad, California: Restructuring the Public Works Department (A) 433 The Sullivan Hospital System 435 PART 5 CHAPT E R 15 Human Resource Interventions 438 Performance Management 439 15-1 A Model of Performance Management 440 15-2 Goal Setting 442 15-2a Characteristics of Goal Setting 15-2b Application Stages 443 442 xii CONTENTS 15-2c Management by Objectives 444 15-2d Effects of Goal Setting and MBO 445 Application 15.1 Changing the Human Capital Management Practices at Cambia Health Solutions 446 15-3 Performance Appraisal 448 15-3a The Performance Appraisal Process 449 15-3b Application Stages 451 15-3c Effects of Performance Appraisal 452 15-4 ...
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Attached.

College of Administrative and Financial Sciences

Assignment 2
Deadline: 02/04/2020 @ 23:59
Course Name: Organization Design &
Development

Student’s Name:

Course Code: MGT404

Student’s ID Number:

Semester: II

CRN:

Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade:

Level of Marks:

Instructions – PLEASE READ THEM CAREFULLY
• The Assignment must be submitted on Blackboard (WORD format only) via allocated
folder.
• Assignments submitted through email will not be accepted.
• Students are advised to make their work clear and well presented, marks may be
reduced for poor presentation. This includes filling your information on the cover page.
• Students must mention question number clearly in their answer.
• Late submission will NOT be accepted.
• Avoid plagiarism, the work should be in your own words, copying from students or
other resources without proper referencing will result in ZERO marks. No exceptions.
• All answered must be typed using Times New Roman (size 12, double-spaced) font.
No pictures containing text will be accepted and will be considered plagiarism).
• Submissions without this cover page will NOT be accepted.

Department of Business Administration
Organization Design and Development- MGT 404
Assignment 2
Marks: 10

Course Learning Outcomes:
• Analyze the strategic role of change in the organization and its impact on organizational
performance (Lo 2.9)
• Identify and apply the basic steps of the organizational development process (Lo 2.5)
• Define the human, structural and strategic dimensions of the organizational
development (Lo 1.5 & 3.1)

Assignment Instructions:
• Be sure to use at least two scholarly, peer-reviewed references in support of each
answer and also incorporate the key concepts from the course.

Assignment Workload:
• This Assignment comprise of a Case study.
• Assignment is to be submitted by each student individually.

Assignment-...

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Carnegie Mellon University

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