IGNOU MMPH-001 Important Questions With Answers June/Dec 2026 | Organisational Theory and Design Guide

IGNOU MMPH-001 Important Questions With Answers June/Dec 2026 | Organisational Theory and Design Guide

Free IGNOU MMPH-001 Important Questions June/Dec 2026 Download Pdf, IGNOU MMPH-001 Organisational Theory and Design Important Questions Completed Important Questions for the current session of the MBA Programme Program for the years June/Dec 2026 have been uploaded by IGNOU. Important Questions for IGNOU MMPH-001 students can help them ace their final exams. We advise students to view the Important Questions paper before they must do it on their own.

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Block-wise Top 10 Important Questions for MMPH-001

We have categorized these questions according to the IGNOU Blocks

1. What is an Organisation? Explain its Key Characteristics and Functions

An organisation is a structured group of people working together to achieve common goals efficiently. It involves coordination of human, financial, and physical resources within a defined system of roles and responsibilities. Organisations exist in various forms such as businesses, government institutions, NGOs, and educational institutions.

Key Characteristics of an Organisation

1. Common Objectives
Every organisation is formed to achieve specific goals. For example, a company aims to earn profit, while a hospital focuses on providing healthcare.

2. Division of Work
Tasks are divided among individuals or groups to improve efficiency and specialization. This ensures that each person performs a specific role.

3. Coordination
Different activities and departments are coordinated to ensure smooth functioning and achievement of objectives.

4. Hierarchy of Authority
Organisations have a clear chain of command that defines who reports to whom. This helps in maintaining discipline and accountability.

5. Rules and Procedures
Organisations operate based on established rules, policies, and procedures to maintain consistency and order.

6. Dynamic Nature
Organisations are not static; they continuously adapt to changes in the external environment such as market conditions and technology.

Functions of an Organisation

1. Planning
Setting goals and determining the best course of action to achieve them.

2. Organising
Arranging resources and assigning tasks to individuals or departments.

3. Staffing
Recruiting, selecting, and training employees to perform organisational tasks.

4. Directing
Guiding and motivating employees to work effectively towards goals.

5. Controlling
Monitoring performance and taking corrective actions when necessary.

In conclusion, an organisation provides a framework for systematic coordination of efforts to achieve desired objectives efficiently.

2. Formal vs Informal Organisations with Examples

Organisations can be broadly classified into formal and informal types based on structure and relationships.

Formal Organisation

A formal organisation is deliberately created by management with a defined structure, roles, and authority relationships.

Features

Clearly defined roles and responsibilities
Official hierarchy and chain of command
Rules, regulations, and procedures
Goal-oriented and task-focused

Example

A corporate company like a bank has departments such as HR, Finance, and Marketing, each with defined roles and reporting structures.

Informal Organisation

An informal organisation develops naturally within a formal organisation based on personal relationships, social interactions, and shared interests.

Features

No official structure
Based on personal relationships
Flexible and dynamic
Influences communication and morale

Example

Employees forming friendship groups or social circles at the workplace.

Differences Between Formal and Informal Organisations

Basis	Formal Organisation	Informal Organisation
Formation	Deliberately created	Spontaneous
Structure	Well-defined	No fixed structure
Focus	Goals and tasks	Social relationships
Authority	Official	Unofficial

Conclusion

Both types are important. Formal organisation ensures efficiency and goal achievement, while informal organisation enhances communication, teamwork, and employee satisfaction.

3. What is Organisational Structure? Explain its Key Components

Organisational structure refers to the framework that defines how tasks are divided, grouped, and coordinated within an organisation. It determines reporting relationships and communication flow.

Key Components

1. Hierarchy
It represents the levels of management in an organisation, forming a chain of command from top to bottom.

2. Authority
Authority is the power given to individuals to make decisions and give orders. It flows from top management to lower levels.

3. Responsibility
Responsibility refers to the obligation of employees to perform assigned tasks.

4. Accountability
Employees are answerable for their performance and outcomes.

5. Division of Work
Tasks are divided into smaller units to increase efficiency and specialization.

6. Span of Control
It refers to the number of subordinates a manager can effectively supervise.

7. Departmentalisation
Grouping of activities into departments based on function, product, or geography.

Conclusion

An effective organisational structure ensures clarity in roles, smooth communication, and efficient use of resources.

4. Mechanistic vs Organic Structures

Organisations adopt different structures based on their environment and needs. Two important types are mechanistic and organic structures.

Mechanistic Structure

This is a rigid and highly formalised structure.

Features

Clear hierarchy
Centralised decision-making
Strict rules and procedures
Narrow span of control

Suitable For

Stable environments
Large organisations
Routine tasks (e.g., manufacturing firms)

Organic Structure

This is flexible and adaptable.

Features

Flat hierarchy
Decentralised decision-making
Flexible roles
Open communication

Suitable For

Dynamic environments
Innovative industries (e.g., tech startups)

Conclusion

Mechanistic structures are efficient in stable conditions, while organic structures are better suited for innovation and change.

5. Organisational Design and Its Influencing Factors

Organisational design is the process of creating or modifying an organisation’s structure to achieve its goals effectively. It involves aligning structure with strategy and environment.

Factors Influencing Organisational Design

1. Environment
External factors such as market conditions, competition, and regulations influence design.

o Stable environment → mechanistic design

o Dynamic environment → organic design

2. Strategy
The organisation’s goals and plans determine its structure.

o Growth strategy may require a divisional structure

o Cost leadership may need a functional structure

3. Technology
The type of technology used affects work processes and structure.

o Routine technology → formal structure

o Advanced technology → flexible structure

4. Size
As organisations grow, they require more complex structures with multiple levels of management.

5. Organisational Culture
Shared values and beliefs influence how work is organised and managed.

Conclusion

Effective organisational design ensures alignment between structure, strategy, and environment, leading to improved performance and adaptability.

1. Organisational Design Models (Functional, Divisional, Matrix)

Organisational design models define how activities and resources are structured to achieve organisational goals. The three common models are functional, divisional, and matrix structures.

1. Functional Structure

In a functional structure, employees are grouped based on their specialised functions such as marketing, finance, HR, and production.

Advantages

Promotes specialization and efficiency
Clear career paths within departments
Economies of scale

Limitations

Poor communication between departments
Slow decision-making
Lack of coordination across functions

2. Divisional Structure

In a divisional structure, the organisation is divided into semi-autonomous units based on product, geography, or customer groups.

Advantages

Focus on specific products or markets
Faster decision-making
Better accountability and performance measurement

Limitations

Duplication of resources
Higher operational costs
Lack of coordination between divisions

3. Matrix Structure

The matrix structure combines both functional and divisional structures. Employees report to two managers—functional and project/product manager.

Advantages

Efficient use of resources
Encourages collaboration across departments
Flexibility in operations

Limitations

Confusion due to dual authority
Conflict between managers
Increased complexity

Conclusion

Each model has its own strengths and weaknesses. The choice depends on organisational goals, size, and environment.

2. Job Design and Its Techniques

Job design refers to the process of organising tasks, duties, and responsibilities into a productive unit of work. It aims to improve efficiency and employee satisfaction.

Techniques of Job Design

1. Job Rotation

Employees are moved from one job to another periodically.

Advantages

Reduces boredom
Enhances skills and knowledge
Increases flexibility

Limitations

Training costs
Temporary productivity loss

2. Job Enlargement

Expanding the number of tasks performed by an employee at the same level.

Advantages

Reduces monotony
Improves job satisfaction

Limitations

May increase workload without motivation
Limited impact on motivation

3. Job Enrichment

Adding more meaningful tasks and responsibilities to make the job more challenging.

Advantages

Increases motivation
Enhances responsibility and autonomy
Improves performance

Limitations

Requires skilled employees
Resistance to change

Conclusion

Effective job design improves both productivity and employee morale by making jobs more engaging and meaningful.

3. Job Characteristics Model and Employee Motivation

The Job Characteristics Model (JCM), developed by Hackman and Oldham, explains how job design affects employee motivation.

Core Job Dimensions

1. Skill Variety – Use of different skills

2. Task Identity – Completing a whole piece of work

3. Task Significance – Impact of the job on others

4. Autonomy – Freedom in decision-making

5. Feedback – Information about performance

Psychological States

These dimensions lead to:

Meaningful work
Responsibility for outcomes
Knowledge of results

Impact on Motivation

Higher job satisfaction
Increased internal motivation
Better performance
Lower absenteeism and turnover

Conclusion

The model shows that well-designed jobs lead to motivated and productive employees.

4. Organisational Culture and Its Importance

Organisational culture refers to shared values, beliefs, norms, and practices that influence how employees behave within an organisation.

Elements of Culture

Values and beliefs
Norms and behaviour
Symbols and rituals
Communication patterns

Importance in Internal Dynamics

1. Guides Employee Behaviour
Culture provides a framework for acceptable behaviour.

2. Enhances Commitment
Employees feel connected to organisational goals.

3. Improves Coordination
Shared values promote teamwork and cooperation.

4. Supports Change Management
Strong culture helps organisations adapt to change.

5. Creates Identity
Differentiates one organisation from another.

Conclusion

A strong organisational culture is essential for maintaining internal harmony and achieving long-term success.

5. Power, Politics, and Conflict in Organisations

Organisations are social systems where power, politics, and conflict are inevitable.

Power

Power is the ability to influence others. Types include:

Legitimate power
Reward power
Coercive power
Expert power
Referent power

Politics

Organisational politics involve activities aimed at gaining power or influence.

Effects

Can be positive (decision-making, innovation)
Can be negative (conflicts, mistrust)

Conflict

Conflict arises when there are differences in opinions, interests, or goals.

Types

Task conflict
Relationship conflict
Process conflict

Management of Conflict

1. Communication
Open discussion helps resolve misunderstandings.

2. Negotiation
Finding mutually acceptable solutions.

3. Collaboration
Working together to solve problems.

4. Compromise
Each party gives up something.

5. Conflict Resolution Techniques
Avoidance, accommodation, competition, collaboration.

Conclusion

Effective management of power, politics, and conflict ensures organisational harmony and improved performance.

(FAQs)

Q1. What are the passing marks for MMPH-001 ?

For the Master’s degree (MBA), you need at least 40 out of 100 in the TEE to pass.

Q2. Does IGNOU repeat questions from previous years?

Yes, approximately 60-70% of the paper consists of topics and themes repeated from previous years.

Q3. Where can I find MMPH-001 Solved Assignments?

You can visit the My Exam Solution for authentic, high-quality solved assignments and exam notes.

Conclusion & Downloads

We hope this list of MMPH-001 Important Questions helps you ace your exams. Focus on your writing speed and presentation to secure a high grade. For more IGNOU updates, stay tuned!