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IOP3705 Assignment 4 (QUESTIONS & ANSWERS) Semester 2 2024
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  • Organisational Development and Change (IOP3705)
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  • University Of South Africa

IOP3705 Assignment 4 Full Solutions Semester 2 2024 ;100 % TRUSTED workings, Expert Solved, Explanations and Solutions. For assistance call or W.h.a.t.s.a.p.p us on ...(.+.2.5.4.7.7.9.5.4.0.1.3.2)........... CASE STUDY: Read the following case study carefully and answer the questions that follow. ...

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  • October 1, 2024
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  • 2024/2025
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  • Questions & answers

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  • iop3705 assignment 4 semester 2 2024

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  • Organisational Development and Change (IOP3705)
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IOP3705
ASSIGNMENT 4 SEMESTER 2 2024
UNIQUE NO.
DUE DATE: OCTOBER 2024

, IOP3705

Assignment 4 Semester 2 2024

Unique Number:

Due Date: October 2024

Organisational Development and Change

QUESTION 1: Data Analysis Techniques for BlueSkies Airlines

At BlueSkies Airlines, the data analysis techniques used would play a key role in
understanding the organization's strengths and areas needing improvement. Based on
the case study, a combination of quantitative and qualitative methods would provide
a thorough analysis.

First, since the Organizational Culture Assessment Instrument (OCAI) was used,
this suggests that a quantitative approach was involved. The OCAI is designed to
measure organizational culture through numerical data, allowing the airline to gauge
how employees perceive the current culture versus what they would prefer. Using this
tool, data could be analyzed statistically—such as identifying trends in responses and
comparing different departments’ feedback to pinpoint which areas need more attention.
For instance, if a large portion of employees across departments feels that the
company’s current culture is more bureaucratic but prefers a more flexible, team-
oriented one, the airline can adjust its focus to address this gap.

In addition to quantitative data, interviews and focus groups were conducted, which
are qualitative methods. Here, the OD team would use techniques like thematic
analysis to understand the deeper insights from employees. This involves coding
responses into key themes or patterns that emerge from discussions. For example, if
many employees across different focus groups express frustration with outdated
processes or a lack of communication, these recurring themes would indicate problem
areas to target.

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