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ORGANIZATION DEVELOPMENT AND CHANGE
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Learning outcome (at course level) |
Learning and teaching strategies |
Assessment Strategies |
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On completion of this course, the students will be able to;
CO 1. Analyze and evaluate the process of Organizational Development. CO 2. Develop an insight into how to lead, adopt and manage change. CO 3. Develop skills to collaboratively manage the culture of an organization CO 4. Develop the skills to design interventions as needed. CO 5. Analyse and evaluate various aspects of Change Management and Key roles involved in managing change in organizations. CO 6. Examine the technicalities of counselling and develop skills for counselling as intervention. |
Approach in teaching: Interactive Lectures, Group Discussion, Tutorials, Case Study Learning activities for the students: Self-learning assignments, presentations |
Class test, Semester end examinations, Quiz, Assignments, Presentation |
Organization Development:
Concept, Characteristics of OD, Historical background of OD-First Generation, Second Generation and Third Generation OD, Process of OD.
Values, Beliefs and Assumptions in OD: Concept, Types of Values-Humanistic, Optimistic and Democratic values, Implications of OD Values, Beliefs and Assumptions
Organization Development interventions: Concept, Types of OD Intervention
Team Intervention-Concept, Types of Teams, Characteristics of effective team, Formal Group Diagnostic Meeting, Process Consultation, Gestalt Approach to Team–building, Role Analysis Technique, Role Negotiation Technique, Force field analysis and Responsibility Charting Inter group and third party peace-making interventions-Concept, Intergroup team building intervention. Third party peace-making Intervention, organization Mirroring and Partnering
Organization Development interventions
Comprehensive Intervention-Concept, Approaches of Comprehensive Intervention- Getting the whole system in one room, Confrontation Meetings, Stream analysis, Strategic Management Activities, Grid OD and Transformational Development.
Structural Interventions-Concept, Approaches of Structural Intervention- Sociotechnical Systems, Work Redesign, Quality Circles, MBO and appraisal, Quality of Work Life Projects, Parallel Learning Structures, Total Quality Management, Self- Design Strategy, Large Scale System Change
Change Management
Meaning, Factors of Change-External and Internal, Types of Change, Process of Change
Resistance to Change- Meaning, Factors affecting resistance of Change-Individual, Group and Organization, Strategies to overcoming resistance to change
Change Agent-Meaning, Role of Change Agents- consultant, internal resource persons, implementation team and chief implementer
Transition Management: introduction, rules, stages, process of managing transition.
*Case studies related to entire topics are to be taught.
Essential Readings
- French, Bell & Vohra., “Organizational Development”, Pearson Publications, New Delhi, Sixth Edition
- Ashwathappa K. “ Organizational Behaviour”,Himalaya Publishing House,12th Edition 2017
Suggested Readings:
- Ramnarayan,Rao., ”Organization Development”,SAGE Publications,2nd Edition 2011
- Bhattacharya D Kumar., “Organization Change & Development,Oxford Publications 2012
- Krishnamacharyulu, Ramakrishnan., “ Organization Development”, PHI Learning Pvt. LTd. 2014
- Udai Pareek., “HRD & Organizational Development”, Tata Mc Graw Hill, New Delhi.
E-resources:
- Organization Development and Training,French & Bell,Mc Graw Hill Education., https://www.expresslibrary.mheducation.com/bookshelf
Journals:
- Vikalpa , http:// sagepub.com
- Asian Journal of Management Cases, http:// sagepub.com
- South Asian Journal of Business and Management Cases, http:// sagepub.com
- Journal of Organizations and Human Behaviour., http://publishingindia.com
