DHRM404– CHANGE MANAGEMENT

Description

SESSION	JUL-AUG’25
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	IV
COURSE CODE & NAME	DHRM404 CHANGE MANAGEMENT

 

 

Assignment Set – 1

 

 

Q1. Explain the factors involved in communicating change. 10  

Ans 1.

Communicating change is one of the most crucial elements in the change management process. When organisations implement new systems, structures, or processes, the success of these initiatives largely depends on how effectively the change is communicated to employees. Clear and consistent communication minimises uncertainty, reduces resistance, and helps employees understand the rationale behind the change. Several key factors influence how well change communication is received, interpreted, and acted upon.

Clarity of the

 

Its Half solved only

Buy Complete from our online store

 

https://smuassignment.in/online-store/

 

MUJ Fully solved assignment available for session Jul-Aug 2025.

 

Lowest price guarantee with quality.

Charges INR 198 only per assignment. For more information you can get via mail or Whats app also

Mail id is aapkieducation@gmail.com

 

Our website www.smuassignment.in

After mail, we will reply you instant or maximum

1 hour.

Otherwise you can also contact on our

whatsapp no 8791490301.

 

Q2. What do you mean by organizational transformation? Explain different types of changes.  3 + 7          

Ans 2.

Organisational Transformation

Organisational transformation refers to a fundamental, strategic change in the structure, processes, culture, or operations of an organisation aimed at improving performance and long-term sustainability. It goes beyond incremental improvements and involves a deep shift in how the organisation functions. Transformation may be triggered by technological advancements, market

 

Q3. What do you understand by Organized Resistance? Explain the behavioural reactions of employees towards change. 2 + 8          

Ans 3.

Organised Resistance

Organised resistance refers to a coordinated, collective opposition by employees or groups within an organisation towards proposed changes. Unlike individual resistance, which is personal and isolated, organised resistance is systematic, structured, and often supported by groups such as unions, informal networks, or employee committees. It arises when employees perceive change as a threat

 

Assignment Set – 2

 

 

Q4. Highlight the concept of ‘Learning Organisations’. Explain different types of learning. 4 + 6

Ans 4.

Concept of Learning Organisations

A learning organisation refers to an organisation that continuously expands its capacity to create, acquire, and transfer knowledge while encouraging adaptive and innovative behaviours among employees. The concept, popularised by Peter Senge, emphasises an environment where people continually learn how to learn, challenge existing assumptions, and enhance collective problem-solving skills. In a learning organisation, knowledge is viewed as a

 

Q5. Why do individuals resist change?  10

Ans 5.

Resistance to change is a natural human response because change disrupts routines, challenges existing beliefs, and introduces uncertainty. When organisations implement new systems, structures, or processes, employees often react with hesitation or opposition. Understanding why individuals resist change is essential for designing effective change management strategies. Resistance does not always indicate unwillingness; it may reflect legitimate concerns,

 

Q6. Write a short note on “organizational culture”.  10   

Ans 6.

Organisational culture refers to the shared beliefs, values, norms, and behavioural patterns that shape how employees interact, make decisions, and perform their work. It represents the collective personality of the organisation and influences both internal practices and external reputation. Culture develops over time through leadership practices, organisational history, employee experiences, and existing systems. A strong organisational culture aligns behaviour with strategic goals and fosters stability, identity, and commitment among employ