Ignou solved assignment 2014 Essay

Describe the evolutionary process of judicature concept and contrastive perspectives of arranging bearing and their relevance. Q. Explain the meaning and usance of frolic design and briefly discuss the impact technology has on trick design. Q. establish the heading of organizational analysis and briefly describe the tools which could be employ for organizational analysis and their effectiveness. Q. Identify different kinds of change which impress place in organization and strategies which be used for change and their effectiveness. treat how resistance to change can be handled before implementing it. Give examples. Q. Discuss the process of institution building and the role of chief executive in institution building with an example. 1. giving medication design-A process for ameliorate the prob energy that an organization provide be successful. More particularally, Organization Design is a represental, manoeuvre process for integrating the hoi polloi, information a nd technology of an organization. It is used to match the form of the organization as closely as possible to the purpose(s) the organization seeks to achieve. make the design process, organizations act to improve the probability that the collective efforts of members give be successful. Typically, design is approached as an internal change under the guidance of an outer facilitator. Managers and members work together to define the needs of the organization then throw systems to meet those needs most effectively. The facilitator assures that a systematic process is followed and go ons fictive thinking. Hierarchical SystemsWestern organizations have been heavily influenced by the command and realise organize of ancient military organizations, and by the turn of the century conception of Scientific Management. Most organizations to twenty-four hour period are knowing as a bureaucracy in which authority and responsibility are arranged in a hierarchy. Within the hierarchy rul es, policies, and procedures are uniformly and impersonally employ to exert control over member behaviors. Activity is organized inside sub-units (bureaus, or de go againstments) in which plurality perform specialized functions such as manufacturing, sales, or accounting.People who perform similar tasks are clustered together. The aforesaid(prenominal) basic organizational form is assumed to be earmark for any(prenominal) organization, be it a government, school, business, church, or fraternity. It is familiar, predictable, and rational. It is what comes immediately to mind when we discover that we in reality have to get organized As familiar and rational as the functional hierarchy may be, there are distinct disadvantages to blindly applying the same form of organization to all purposeful groups. To understand the problem, start out by observing that different groups wish to achieve different outcomes.Second, rule that different groups have different members, and that each group possesses a different farming. These differences in desired outcomes, and in population, should alert us to the danger of presume there is any single best way of organizing. To be complete, however, in addition observe that different groups will likely choose different methods by which they will achieve their purpose. Service groups will choose different methods than manufacturing groups, and some(prenominal)(prenominal) will choose different methods than groups whose purpose is primarily social.One structure cannot possibly fit all. , the form of organization must(prenominal) be matched to the purpose it seeks to achieve. The Design Process Organization design begins with the creation of a scheme a set of decision guidelines by which members will choose appropriate actions. The strategy is derived from clear, concise statements of purpose, and vision, and from the organizations basic philosophy. Strategy unifies the excogitation of the organization and focuses me mbers toward actions designed to accomplish desired outcomes.The strategy encourages actions that ache the purpose and discourages those that do not. Creating a strategy is planning, not organizing. To organize we must merge people with each other in meaningful and purposeful ways. Further, we must connect people with the information and technology necessary for them to be successful. Organization structure defines the formal relationships among people and specifies both their roles and their responsibilities. Administrative systems govern the organization through guidelines, procedures and policies.Information and technology define the process(es) through which members achieve outcomes. each element must support each of the others and together they must support the organizations purpose. Exercising Choice Organizations are an invention of man. They are contrived social systems through which groups seek to exert influence or achieve a stated purpose. People choose to organize when they make do that by acting alone they are limited in their ability to achieve. We sense that by acting in concert we may bounce back our individual limitations.When we organize we seek to direct, or pattern, the activities of a group of people toward a common outcome. How this pattern is designed and implemented greatly influences effectiveness. Patterns of action mechanism that are complementary and interdependent are more likely to import in the achievement of intended outcomes. In contrast, activity patterns that are uncorrelated and independent are more likely to produce unpredictable, and often unintentional results. The process of organization design matches people, information, and technology to the purpose, vision, and strategy of the organization.Structure is designed to enhance communication and information flow among people. Systems are designed to encourage individual responsibility and decision making. Technology is used to enhance gentlemans gentleman capabili ties to accomplish meaningful work. The end product is an integrated system of people and resources, tailored to the specific direction of the organization. 2. Job design refers to the way that a set of tasks, or an entire rail line, is organized. Job design helpers to determine What tasks are done? How the tasks are done, how many tasks are done, and in what order the tasks are done.It takes into account all factors which affect the work, and organizes the content and tasks so that the whole job is less likely to be a risk to the employee. Job design involves administrative areas such as job rotation, job enlargement, task/ simple machine pacing, work breaks, and Working hours. A well designed job will encourage a variety of good body positions, have credible strength requirements, require a reasonable amount of mental activity, and help foster feelings of achievement and self-esteem. 3. Organizational analysis may be done for different purposes.These allow 1) Enhancin g the general ground of the go of Organizations (i. e. educational or research purposes. ) (The direct beneficiary is the researcher or the analyst kind of than the Organization). Such a study may aim at enhancing the understanding of human behaviour through a study of it in organisation, or to enhance the understanding of the society as reflected in organisational life. 2) prep for gain and diversification An analysis or a diagostic study may be necessary for planning growth, diversification, expansion etc.teraOrganisational analysis may refund upon the strengths that could be used for growth and diversification, weak spots that need to be removed in the new plans, the precautions to be taken, structural dimensions to be unplowed in mind etc. Several insights may be provided on structure, people, systems, styles, technology etc. that have implications for growth. 3) Improving Organisational Effectiveness or Planning General Improvements Organisational Analysis may be used also for improving the general efficiency of an organisation.On the basis of a diagnosis do out of the analysis action steps could be initiated in basis of toning up administration, introducing new management systems and processes, reduction of wasteful expenditure, introduction of condemnation savers, change of personnel policies to enhance employee motivation, restructuring of some parts, training, elimination of unwanted structures and teasers, improvements in general health of the organisation etc. 4) Organisational Problem Solving Whenever some subsystems departments, units etc.fall sick or start creating problems a diagnosis may be undertaken with a view to identify the source of the problem and take tonic action. A sick unit, a bottleneck, a communication block, a silly performing department, frequently occurring conflict between two departments, repeated failures of a management system or an organisational process, a frequent violation of an organisational norm, fall in discipline, reduction in output absenteeism, increase in conflicts etc. can all lead to the need for an organisational diagnosis of a part of the organisatioin or the entire organisation. tools of organisational analysisObservation represents the careful and planned method of recording authorized phenomena, objects, events in conjunction with a given situation. Constantinescu, etc. (2008) considers it necessary, within the organisation, to focus on observing the interaction between employees, in order to find answers to questions such as What is the working pace of the employees slow, methodical, alert, self-produced? What rituals do you notice in the enterprise? What are the values disseminated? Do the meetings primarily provide revealing information? Who participates in these meetings? Who speaks? Whom do these people speak to?To what extent is sincerity situated in these meetings? How much condemnation is devoted to different topics? The topics which often recur and which a re discussed in insight frequently represent indications of the organisational culture values. Observations are used for gathering data on the symbols which are analyzed by the qualitative analysis methods. Observations allow in mostly behavioural material, but also semantic symbols. Observations of behavioural symbols include monitoring and recording the organizational rituals, such as, for example, the celebration of company day as a ritual of integration.There will also be careful attention focused on the state and architecture of the buildings, decor, billboards, round dress code, behaviour and habits, working environment, the way in which everyone fulfils their role, employee behaviour in conflict situations. The analysis of these aspects allows knowing the reality, the working environment, both the organisations physical components and the emotional, psychological elements, harder to decipher at first glance. The opinion audience technique always involves oral information, having the advantage of flexibility, of the ability to get specific answers to each question.Along with the use of the questionnaire, it is one of the techniques most often used in qualitative research. The interview is, however, a complex technique that requires certain abilities and skills from the researcher, especially social, communication and self-reflection skills. The interview is used in the study of organisational culture to collect qualitative data about the cognitive elements of the culture, such as assumptions, values, norms and attitudes. Interviews may also serve to identify symbols, certain expressions, stories, anecdotes specific to the organisation.To successfully use the interview in organisational culture research, it is important to determine the persons that will be interviewed, when, where and how the interview will be conducted, the set of questions that will be used and the method of recording it (Janicijevic, 2011 , p 85). Interviews help us get the pictu re the consistency between what the interviewees say and the facts recorded from other sources. These perceptions are generally useful for defining an updated vision of the history, the important events and its impact on the functioning of the organisation