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6Jan, 2025
Management of financial institutions services

Unit I: Financial System

1. Financial System

  • Explanation: A network facilitating the flow of funds from savers to borrowers. It includes institutions, markets, instruments, and services.
  • Diagram:
     
    Financial System ├── Institutions (Banks, NBFCs) ├── Markets (Capital, Money) ├── Instruments (Shares, Bonds) └── Services (Credit, Insurance)
  • Key Points:
    1. Promotes resource allocation.
    2. Encourages savings and investments.
    3. Links surplus and deficit units.

2. Financial Markets

  • Explanation: Platforms for trading financial instruments. Categorized into money markets (short-term) and capital markets (long-term).
  • Diagram:
    Financial Markets ├── Money Market (Treasury Bills, Commercial Paper) └── Capital Market (Equity, Bonds)
  • Key Points:
    1. Provide liquidity and transparency.
    2. Enhance resource allocation efficiency.

3. Reserve Bank of India (RBI)

  • Explanation: Central bank regulating monetary policy, financial stability, and credit control in India.
  • Key Functions: Issuer of currency, banker to the government, and regulator of banks.
  • Diagram:
     
    RBI Functions ├── Monetary Authority ├── Issuer of Currency ├── Banker to Government └── Regulation and Supervision of Banks
  • Key Points:
    1. Maintains economic stability.
    2. Regulates the financial system.

4. Credit Control

  • Explanation: Tools used by the RBI to regulate money supply and credit in the economy.
  • Types: Quantitative (CRR, SLR) and qualitative methods.
  • Diagram:
     
    Credit Control ├── Quantitative (CRR, SLR) └── Qualitative (Margin Requirements)
  • Key Points:
    1. Controls inflation.
    2. Promotes economic growth.

5. Monetary Policy

  • Explanation: The RBI’s policy for controlling inflation and liquidity.
  • Tools: Repo Rate, Reverse Repo Rate, Cash Reserve Ratio (CRR).
  • Diagram:
     
    Monetary Policy ├── Expansionary Policy (Increase Liquidity) └── Contractionary Policy (Decrease Liquidity)
  • Key Points:
    1. Stabilizes prices.
    2. Influences interest rates.

6. Fiscal Policy

  • Explanation: Government’s use of taxation and expenditure to influence the economy.
  • Components: Revenue Policy and Expenditure Policy.
  • Key Points:
    1. Aims at economic growth.
    2. Reduces unemployment.

7. Regulation of Interest Rates

  • Explanation: Controlled by the RBI to maintain economic stability and promote savings and investments.
  • Key Points:
    1. Influences borrowing and lending.
    2. Impacts inflation and liquidity.

8. Foreign Exchange Market

  • Explanation: Facilitates currency exchange between countries, influencing imports, exports, and investments.
  • Diagram:
    Forex Market ├── Spot Market └── Forward Market
  • Key Points:
    1. Determines exchange rates.
    2. Supports international trade.

9. Financial Sector Reforms in India

  • Explanation: Liberalization measures like privatization of banks, reduced CRR, SLR, and introduction of new financial instruments.
  • Key Points:
    1. Improves financial inclusion.
    2. Enhances efficiency and competitiveness.

10. Overview of Financial Services

  • Explanation: Includes banking, insurance, investment, and advisory services.
  • Key Points:
    1. Supports the financial system.
    2. Ensures efficient resource utilization.

Unit II: Banking Industry

1. Banking Industry in India

  • Explanation: The banking sector in India consists of public, private, cooperative, and regional banks. It plays a critical role in financial intermediation.
  • Key Features:
    1. Public Sector Banks (e.g., SBI).
    2. Private Sector Banks (e.g., HDFC, ICICI).
    3. Specialized Institutions (e.g., RRBs).
  • Diagram:
    y code
    Banking Industry
    ├── Public Sector Banks
    ├── Private Sector Banks
    ├── Cooperative Banks
    └── Regional Rural Banks

  • Key Points:
    1. Backbone of the economy.
    2. Promotes savings and investments.

2. Banking Sector Reforms in India

  • Explanation: Initiated in 1991 to improve efficiency and competitiveness in the banking sector.
  • Key Reforms:
    1. Deregulation of interest rates.
    2. Introduction of Basel norms.
    3. Focus on NPAs.
  • Key Points:
    1. Enhanced financial stability.
    2. Boosted investor confidence.

3. Determination of Commercial Interest Rates

  • Explanation: Rates are determined by market factors like demand/supply of funds, inflation, and RBI policies.
  • Key Points:
    1. Impacts borrowing and lending.
    2. Affects economic growth.

4. Management of Capital Funds

  • Explanation: Ensuring adequate capital adequacy for risk mitigation and operational stability.
  • Key Points:
    1. Follows Basel III norms.
    2. Balances profitability and solvency.

5. Liquidity Management

  • Explanation: Maintaining adequate cash flow to meet short-term obligations.
  • Diagram:
    Liquidity Management
    ├── Maintaining CRR
    ├── Ensuring SLR
    └── Using Repo/Reverse Repo
  • Key Points:
    1. Prevents liquidity crises.
    2. Stabilizes the financial system.

6. Asset Liability Management (ALM)

  • Explanation: Balancing assets and liabilities to manage risks like liquidity and interest rate risk.
  • Diagram:
    Asset Liability Management
    ├── Gap Analysis
    ├── Duration Analysis
    └── Stress Testing
  • Key Points:
    1. Reduces risk.
    2. Enhances profitability.

7. Management of Non-Performing Assets (NPAs)

  • Explanation: Strategies to recover or restructure bad loans.
  • Key Steps:
    1. Asset Reconstruction Companies (ARCs).
    2. Insolvency and Bankruptcy Code (IBC).
  • Key Points:
    1. Reduces financial stress.
    2. Improves credit quality.

8. Strategies for Making Commercial Banks Viable

  • Explanation: Measures like cost optimization, technological upgrades, and improved risk management to ensure profitability and sustainability.
  • Key Points:
    1. Enhances operational efficiency.
    2. Strengthens customer trust.

Unit III: Securitization, DFIs, NBFCs, and Insurance

1. Securitization

  • Explanation: The process of converting illiquid assets (e.g., loans) into tradable securities. It provides liquidity to financial institutions.
  • Steps:
    1. Pooling of assets.
    2. Issuance of securities.
    3. Selling to investors.
  • Diagram:
     
    Securitization Process
    ├── Originator (e.g., Bank)
    ├── Special Purpose Vehicle (SPV)
    ├── Securities Issued
    └── Investors
  • Key Points:
    1. Improves liquidity.
    2. Diversifies risk.

2. Development Financial Institutions (DFIs) in India

  • Explanation: DFIs provide long-term capital for infrastructure and industrial projects. Examples: IDBI, NABARD.
  • Key Points:
    1. Focus on development projects.
    2. Facilitate economic growth.

3. Apex Banking Institutions

  • Explanation: Institutions like NABARD and SIDBI that oversee and support specific banking operations.
  • Key Points:
    1. Promote rural and small-scale industries.
    2. Act as refinancing agencies.

4. Regional Rural Banks (RRBs) in India

  • Explanation: Localized banking institutions aimed at rural development by providing credit and other facilities.
  • Key Features:
    1. Joint ownership by the Government of India, state governments, and sponsor banks.
    2. Focus on small farmers and rural artisans.
  • Key Points:
    1. Enhances financial inclusion.
    2. Reduces rural poverty.

5. Non-Banking Financial Companies (NBFCs)

  • Explanation: Financial institutions that provide banking services but do not hold a banking license. Examples: Bajaj Finance, LIC Housing Finance.
  • Key Points:
    1. Play a critical role in credit delivery.
    2. Focus on underserved sectors.

6. Insurance Organizations

  • Explanation: Provide risk management solutions to individuals and businesses. Key players include LIC, GIC, and private insurers like HDFC Life.
  • Key Features:
    1. Life Insurance and General Insurance.
    2. Focus on risk coverage and financial security.
  • Key Points:
    1. Protects against financial losses.
    2. Promotes savings and investments.

Unit III: Securitization, DFIs, NBFCs, and Insurance

1. Securitization

  • Explanation: The process of converting illiquid assets (e.g., loans) into tradable securities. It provides liquidity to financial institutions.
  • Steps:
    1. Pooling of assets.
    2. Issuance of securities.
    3. Selling to investors.
  • Diagram:
     
    Securitization Process
    ├── Originator (e.g., Bank)
    ├── Special Purpose Vehicle (SPV)
    ├── Securities Issued
    └── Investors
  • Key Points:
    1. Improves liquidity.
    2. Diversifies risk.

2. Development Financial Institutions (DFIs) in India

  • Explanation: DFIs provide long-term capital for infrastructure and industrial projects. Examples: IDBI, NABARD.
  • Key Points:
    1. Focus on development projects.
    2. Facilitate economic growth.

3. Apex Banking Institutions

  • Explanation: Institutions like NABARD and SIDBI that oversee and support specific banking operations.
  • Key Points:
    1. Promote rural and small-scale industries.
    2. Act as refinancing agencies.

4. Regional Rural Banks (RRBs) in India

  • Explanation: Localized banking institutions aimed at rural development by providing credit and other facilities.
  • Key Features:
    1. Joint ownership by the Government of India, state governments, and sponsor banks.
    2. Focus on small farmers and rural artisans.
  • Key Points:
    1. Enhances financial inclusion.
    2. Reduces rural poverty.

5. Non-Banking Financial Companies (NBFCs)

  • Explanation: Financial institutions that provide banking services but do not hold a banking license. Examples: Bajaj Finance, LIC Housing Finance.
  • Key Points:
    1. Play a critical role in credit delivery.
    2. Focus on underserved sectors.

6. Insurance Organizations

  • Explanation: Provide risk management solutions to individuals and businesses. Key players include LIC, GIC, and private insurers like HDFC Life.
  • Key Features:
    1. Life Insurance and General Insurance.
    2. Focus on risk coverage and financial security.
  • Key Points:
    1. Protects against financial losses.
    2. Promotes savings and investments.

Unit IV: Leasing, Hire Purchase, Factoring, and Plastic Money

1. Leasing

  • Explanation: A contract where the owner of an asset (lessor) allows another party (lessee) to use the asset in exchange for periodic payments.
  • Types:
    1. Operating Lease
    2. Financial Lease
  • Diagram:

    Leasing Process
    ├── Lessor (Owner of Asset)
    ├── Lessee (User of Asset)
    └── Lease Payments
  • Key Points:
    1. Provides access to assets without ownership.
    2. Helps preserve working capital.

2. Hire Purchase

  • Explanation: A method of financing where the buyer pays for an asset in installments while using it. Ownership transfers after the final payment.
  • Key Points:
    1. Suitable for acquiring expensive assets.
    2. Encourages deferred payments.

3. Factoring

  • Explanation: A financial service where a company sells its accounts receivable to a third party (factor) at a discount for immediate cash.
  • Types:
    1. Recourse Factoring
    2. Non-Recourse Factoring
  • Diagram:
    Factoring Process
    ├── Seller
    ├── Factor (Buys Receivables)
    └── Buyer (Debtor)
  • Key Points:
    1. Improves cash flow.
    2. Reduces credit risk.

4. Forfaiting

  • Explanation: A financing mechanism where exporters sell their receivables to a forfaiter (financial institution) at a discount in exchange for immediate cash.
  • Key Points:
    1. Used in international trade.
    2. Eliminates credit risk for exporters.

5. Bill Discounting

  • Explanation: A short-term financing method where businesses sell their bills of exchange to a bank at a discount before maturity to get immediate cash.
  • Key Points:
    1. Enhances working capital.
    2. Reduces credit risk.

6. Consumer Credit

  • Explanation: Credit extended to individuals for personal, family, or household purposes, such as loans for education, vehicles, or homes.
  • Types:
    1. Secured Loans (e.g., vehicle loans).
    2. Unsecured Loans (e.g., credit cards).
  • Key Points:
    1. Drives consumer spending.
    2. Boosts economic growth.

7. Plastic Money

  • Explanation: Refers to electronic payment cards such as credit cards, debit cards, and prepaid cards.
  • Advantages:
    1. Convenient and secure.
    2. Reduces the need for carrying cash.
  • Key Points:
    1. Promotes cashless transactions.
    2. Encourages digital payments.

Unit V: Mutual Funds, Underwriting, and Investments

1. Mutual Funds

  • Explanation: A pooled investment vehicle where funds from multiple investors are collected and managed by a professional fund manager to invest in securities like stocks, bonds, and money market instruments.
  • Types:
    1. Equity Funds
    2. Debt Funds
    3. Hybrid Funds
    4. Index Funds
  • Diagram:

    Mutual Fund Process
    ├── Investors
    ├── Fund Manager
    ├── Securities (Stocks, Bonds)
    └── Returns (Dividends, Capital Gains)
  • Key Points:
    1. Diversification reduces risk.
    2. Provides professional management.
    3. Offers liquidity to investors.

2. Mutual Funds in India

  • Explanation: The Indian mutual fund industry is regulated by SEBI and has grown significantly over the years. Major players include SBI Mutual Fund, HDFC Mutual Fund, and ICICI Prudential Mutual Fund.
  • Key Features:
    1. Offers tax-saving schemes (ELSS).
    2. Caters to various investment goals.
  • Key Points:
    1. Attracts retail investors.
    2. Contributes to the financial inclusion drive.

3. Underwriting

  • Explanation: A process where an underwriter guarantees to purchase the unsubscribed portion of securities during an IPO or bond issuance.
  • Types:
    1. Firm Commitment
    2. Best Effort
    3. Syndicate Underwriting
  • Diagram:
    code
    Underwriting Process
    ├── Issuer (Company)
    ├── Underwriter (Bank/Institution)
    └── Investors
  • Key Points:
    1. Ensures full subscription of securities.
    2. Minimizes risk for the issuer.
2Jan, 2025
Exam Guideline

Exam Guideline

 

Dear Students,

 

Please adhere to the following instructions for your upcoming examination:

 

Time Allocation:

 

The total examination duration is 3 hours (180 minutes).

If you plan to allocate 2.5 hours (150 minutes) for answering questions, divide this time equally among all questions.

Question Selection and Answering Strategy:

 

Begin with the longer-answer questions, followed by the shorter ones.

For six questions, allocate approximately 25 minutes to each.

Answer Quality:

 

Each answer should include a brief explanation of the relevant topic, along with charts, diagrams, tables, or examples where applicable.

If a question requires more time, adjust accordingly, but ensure all questions are answered.

Time Management:

 

Regularly monitor the time to ensure all questions are addressed.

Subject-Specific Focus:

 

Pay special attention to each subject and incorporate relevant topics into your answers.

 

Shubham

Meritorious Learning

2Jan, 2025
Organisational Development 304 HR

Detailed Unit-wise Content and Summaries

Unit 1: Introduction to Organisational Development (OD)

Meaning

Organisational Development (OD) is a planned, systematic approach to improving organisational effectiveness through interventions in the organisation’s culture, structure, and processes. It focuses on achieving both individual and organisational goals.

Topics with Detailed Summaries

  1. Definition, Nature, and Characteristics of Organisational Development:
  • OD is a field of research and practice dedicated to understanding and improving the functioning of organisations through people.
  • Key characteristics: long-term focus, systemic approach, and collaborative effort involving all organisational members.
  1. Objectives and Importance of OD:
  • Objectives include enhancing organisational performance, promoting innovation, and improving workplace culture.
  • Importance lies in adapting to change, resolving internal conflicts, and fostering a motivated workforce.
  1. Historical Development of OD:
  • Emerged from behavioural sciences in the mid-20th century.
  • Influenced by human relations movements, leadership theories, and management studies.
  1. Key Concepts: Change, Transition, and Transformation:
  • Change: A shift in processes or behaviours.
  • Transition: The psychological adaptation to change.
  • Transformation: A fundamental rethinking of organisational goals and strategies.
  1. Organisational Culture and OD:
  • Organisational culture shapes how employees perceive and respond to OD initiatives.
  • Aligning OD efforts with cultural values is crucial for success.

Summary

Unit 1 provides a foundational understanding of OD, focusing on its definition, objectives, and the role of culture in successful change initiatives. It also introduces key concepts of change and its impact on organisations.

Unit 2: Theories and Models of OD

Meaning

Theories and models provide structured frameworks for implementing and understanding OD processes, ensuring systematic change and improvement.

Topics with Detailed Summaries

  1. Foundational Theories of Organisational Development:
  • Behavioural science theories form the basis of OD, focusing on individual and group behaviours.
  • Systems theory views organisations as interdependent systems requiring holistic solutions.
  1. Kurt Lewin’s Change Model:
  • Three stages:
    • Unfreeze: Preparing the organisation for change by breaking existing norms.
    • Change: Implementing new behaviours and processes.
    • Refreeze: Stabilizing the changes to integrate them into the culture.
  1. Action Research Model:
  • A cyclical process involving problem identification, data collection, action planning, and evaluation.
  • Emphasizes participatory and collaborative efforts.
  1. Burke-Litwin Model:
  • Identifies the interaction between organisational variables such as leadership, work environment, and performance.
  • Useful for diagnosing and planning large-scale change.
  1. Systems Theory in OD:
  • Views organisations as open systems interacting with their environment.
  • Highlights the importance of feedback and adaptability.

Summary

Unit 2 emphasizes the theoretical foundations of OD, offering practical models like Lewin’s Change Model and the Action Research Model to guide implementation. These frameworks ensure effective planning and execution of change initiatives.

Unit 3: Organisational Diagnosis and Assessment

Meaning

Organisational diagnosis involves identifying and understanding current organisational issues and opportunities through systematic analysis and assessment.

Topics with Detailed Summaries

  1. Importance of Organisational Diagnosis:
  • Essential for uncovering root causes of performance issues.
  • Helps in creating targeted interventions.
  1. Methods and Tools for Diagnosis:
  • Techniques include:
    • Questionnaires: Structured surveys for employee feedback.
    • Interviews: In-depth discussions to explore specific issues.
    • Observation: Direct monitoring of workplace activities.
  1. Data Collection and Feedback Mechanisms:
  • Involves gathering accurate data from diverse sources.
  • Feedback mechanisms ensure transparency and buy-in from employees.
  1. Understanding Resistance to Change:
  • Common reasons include fear of the unknown, loss of control, and lack of trust.
  • Strategies to overcome resistance: communication, training, and involving employees in the change process.
  1. Case Studies on Organisational Diagnosis:
  • Real-world examples highlight successful diagnosis and interventions.

Summary

Unit 3 focuses on diagnosing organisational problems using various tools and techniques. It emphasizes overcoming resistance and ensuring effective feedback to pave the way for successful change.

Unit 4: OD Interventions

Meaning

OD interventions are planned activities designed to improve organisational processes and outcomes by addressing specific issues.

Topics with Detailed Summaries

  1. Definition and Types of OD Interventions:
  • Individual-level: Coaching, mentoring, role analysis.
  • Team-level: Team building, conflict resolution.
  • Organisational-level: Cultural transformation, strategic change.
  1. Individual-level Interventions:
  • Focus on personal development to enhance performance.
  1. Team-level Interventions:
  • Activities aimed at improving collaboration and communication.
  1. Organisational-level Interventions:
  • Broader initiatives targeting overall culture and strategy.
  1. Evaluating OD Interventions:
  • Success is measured by improved performance, employee satisfaction, and goal achievement.

Summary

Unit 4 categorizes OD interventions by their scope and application. It highlights the importance of evaluating interventions to ensure their effectiveness.

Unit 5: Leadership and Organisational Development

Meaning

Leadership is integral to OD, as effective leaders guide organisations through change and foster a culture of continuous improvement.

Topics with Detailed Summaries

  1. Role of Leadership in OD:
  • Leaders drive change by setting a vision and motivating employees.
  1. Leadership Styles and their Impact on OD:
  • Different styles (e.g., transformational, participative) influence the success of OD efforts.
  1. Building Effective Leadership for Change Management:
  • Training and development programs enhance leadership skills.
  1. Case Studies on Leadership in OD:
  • Examples illustrate how leaders successfully implement change.

Summary

Unit 5 underscores the critical role of leadership in OD, focusing on the impact of leadership styles and strategies for fostering effective change management.

Unit 6: Contemporary Issues and Future Trends in OD

Meaning

This unit explores modern challenges and opportunities in OD, preparing organisations for the future.

Topics with Detailed Summaries

  1. OD in Global and Multi-cultural Settings:
  • Highlights the need for cultural awareness and adaptability.
  1. Impact of Technology on OD Practices:
  • Examines digital tools and platforms transforming OD processes.
  1. Ethical Considerations in OD:
  • Addresses dilemmas like data privacy and employee consent.
  1. Emerging Trends in Organisational Development:
  • Focuses on agile practices, virtual collaboration, and employee well-being.
  1. Future Challenges and Opportunities in OD:
  • Identifies areas like AI integration and workforce diversity.

Summary

Unit 6 prepares students to navigate the evolving landscape of OD, emphasizing adaptability and ethical practices to address emerging challenges.

Overall Summary

The course “MBA Organisational Development 304 HR” offers an in-depth understanding of change management, leadership, and modern OD practices. Each unit builds upon theoretical and practical knowledge, equipping students to implement effective organisational improvements.

1. Organizational Development (OD)

a) Definition: OD is a planned effort to improve an organization’s effectiveness through structured interventions and behavioral science.
Features: Focus on culture, continuous improvement, participative management, long-term focus, and systemic change.

b) Competencies of an OD Practitioner:

  • Interpersonal and communication skills
  • Analytical and problem-solving abilities
  • Knowledge of change management and behavioral science
  • Leadership and facilitation skills
  • Adaptability and cultural awareness

2. Organizational Diagnosis and Growth

a) Organizational Diagnosis: It is the process of assessing an organization’s current functioning to identify strengths and weaknesses.
Need: Helps in problem identification, planning change, improving effectiveness, and aligning strategy.

b) Organizational Growth and Implications: Growth brings complexities, requiring new structures, policies, and processes, which often demand cultural and operational changes.

3. Intervention in OD

a) Intervention: Planned actions to improve performance or address issues within the organization.
Features: Goal-oriented, participative, systematic, and based on behavioral science.

b) Third-Party Peace Making: A neutral party helps resolve conflicts by improving communication, addressing grievances, and fostering collaboration.

4. Organizational Effectiveness and Politics

a) Approaches to Effectiveness:

  • Goal Achievement
  • System Resource Model
  • Internal Process Model
    Parameters: Productivity, adaptability, employee satisfaction, and innovation.

b) Impact of Politics on OD: Politics can create resistance, influence decisions, and either support or hinder the success of OD initiatives.

5. Emerging Trends and Globalization

a) Emerging Trends in OD: Digital transformation, employee well-being, agile practices, diversity and inclusion, and sustainability.

b) Globalization: The integration of markets and economies worldwide.
Impact: Increases competition, necessitates cultural adaptability, promotes innovation, and demands global strategies.

6. Relevance of OD for Managers

a) Relevance: Helps managers lead change, improve team dynamics, enhance productivity, and foster a positive work culture.

b) Phases and Levels of Diagnosis:

  • Phases: Entry, data collection, feedback, and action planning.
  • Levels: Individual, group, and organizational.

7. Steps in OD Interventions

a) Steps:

  1. Entry and contracting
  2. Data collection and analysis
  3. Feedback
  4. Action planning
  5. Implementation
  6. Evaluation

b) Effectiveness vs. Efficiency:

  • Effectiveness: Achieving goals and objectives.
  • Efficiency: Optimal use of resources to achieve results.

8. Use of OD and Skills for Change Agents

a) Use of OD: Enhances communication, boosts employee morale, resolves conflicts, and supports long-term growth.

b) Skills for Change Agents:

  • Leadership and motivation
  • Problem-solving and decision-making
  • Negotiation and conflict resolution
  • Emotional intelligence and adaptability

Diagrams and Charts for Organizational Development Topics

1. Organizational Development (OD) Process

Diagram: Flowchart

  1. Entry and Contracting
  2. Data Collection and Diagnosis
  3. Feedback and Planning
  4. Implementation of Interventions
  5. Evaluation and Continuous Improvement

2. Competencies of an OD Practitioner

Diagram: Venn Diagram

  • Interpersonal Skills
  • Analytical Abilities
  • Leadership Skills
  • Cultural Awareness
  • Knowledge of Behavioral Science

3. Organizational Diagnosis

Chart: Pyramid

  • Top Level: Organization-wide Diagnosis
  • Middle Level: Departmental or Team Diagnosis
  • Base Level: Individual Employee Diagnosis

4. Organizational Growth Stages and Change Implications

Chart: Ladder

  1. Start-up Phase
  2. Growth Phase
  3. Maturity Phase
  4. Decline Phase or Renewal

Implications for Change: Structure, culture, leadership, and processes adapt at every stage.

5. OD Interventions

Diagram: Circular Process

  1. Diagnosis
  2. Feedback
  3. Action Planning
  4. Intervention
  5. Evaluation

6. Third-Party Peace Making Intervention

Diagram: Mediation Process

  • Conflict Identification
  • Communication Facilitation
  • Problem Solving
  • Resolution Agreement

7. Approaches to Organizational Effectiveness

Chart: Table

Approach Focus Area Example
Goal Achievement Meeting objectives Profit targets met
System Resource Model Resource allocation Skilled workforce
Internal Process Model Efficiency and processes Streamlined workflows

8. Impact of Politics on Organizational Development

Diagram: Cause-and-Effect Chart

  • Causes: Power Struggles, Personal Interests
  • Effects: Resistance to Change, Bias in Decision Making

9. Emerging Trends in OD

Diagram: Radar Chart

  • Digital Transformation
  • Employee Well-being
  • Agile Practices
  • Diversity and Inclusion
  • Sustainability

10. Globalization and OD

Diagram: World Map

  • Highlights areas affected by globalization: Communication, Strategy, Innovation, Market Expansion

11. Steps in OD Interventions

Diagram: Process Chart

  1. Entry
  2. Diagnosis
  3. Feedback
  4. Action Planning
  5. Implementation
  6. Evaluation

12. Effectiveness vs. Efficiency

Chart: Comparison Table

Aspect Effectiveness Efficiency
Focus Achieving goals Optimal resource use
Measurement Outcomes Inputs vs. Outputs
Example Product meets demand Cost-effective process

13. Skills for Change Agents

Diagram: Spider Chart

  • Leadership
  • Problem-Solving
  • Negotiation
  • Emotional Intelligence
  • Communication
  • Conflict Resolution
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