Organizatioinal Change and Development

Organizatioinal Change and Development, Pdf notes, Past papers, Syllabus

CHRP 11 Organizatioinal Change and Development


This course unit covers theoretical models and the process of OD; group/team and organizational performance through the use of OD techniques or interventions like group dynamics; work-life balance training; management of change, and culture change.

General Objective

To equip the learners with the knowledge and skills required for enhancing organizational efficiency, effectiveness and overall performance.

Learning Outcomes

At the end of this course unit, the learner will be able to:

  1. Discuss the philosophical, historical, theoretical, political and practical underpinnings of OD as a core area of practice within HRD.
  2. Apply different tools that are used to diagnose organizations as well as interventions used through hands-on experience.
  3. Demonstrate ability in facilitation, OD skills, group formation process, communication, and developing collaborations.

General Introduction to Organizational Change and Development

  • Definition of Organization Introduction to Development (OD)
  • Growth and relevance of OD
  • Short History of OD
    • Evolution in OD
    • History and values of OD
    • Organizational change

The Nature of Planned Change

  • Theories of planned change
  • General model of planned change
  • Different types of planned change
  • Critique of planned change

The OD Practitioner

  • Who is the OD practitioner?
  • Competencies of an Effective OD practitioner
  • The Professional OD practitioner
  • Professional values
  • Professional Ethics

Entering and Contracting

  • Entering in to an OD relationship
  • Developing a contract
  • Interpersonal process issues in entering and contracting

Diagnosing Groups and Jobs

  • Group-level diagnosis
  • Individual-level diagnosis

Collecting and Analyzing Diagnostic Information

  • Methods for collecting data
  • Sampling
  • Techniques for analyzing data

Feeding Back Diagnostic Information

  • Determining the content of the feedback
  • Characteristics of the feedback process
  • Survey feedback

Designing Interventions

  • What are effective interventions?
  • How to design effective interventions
  • Types of interventions

Interpersonal and Group Process Approaches

  • Process consultation
  • Third-party interventions
  • Team building

Organization Process Approaches

  • Organization confrontation meeting
  • Intergroup relations interventions
  • Large-group interventions

Restructuring Organizations

  • Structural design
  • Rightsizing
  • Reengineering

Employee Involvement

  • Meaning of employee involvement
  • Types of employee involvement interventions

Work Design

  • The engineering approach
  • The motivational approach
  • The socio technical systems approach

 Performance Management

  • Goal setting
  • Performance appraisal
  • Rewards systems

Developing Talent

  • Coaching and mentoring
  • Career planning and development interventions
  • Management and leadership development interventions

Managing Workforce Diversity and Wellness

  • Workforce diversity interventions
  • Employee stress and wellness interventions

Transformational Change

  • Characteristics of transformational change
  • Integrated strategic change
  • Organization design
  • Culture change

Continuous Change

  • Self-designing organizations
  • Learning organizations
  • Built-to-change organizations

Trans- Organizational Change

  • Trans organizational rationale
  • Strategic alliance interventions
  • Network interventions

Evaluating and Institutionalizing Organization Change Development

  • Evaluating organization development interventions
  • Institutionalizing organizational changes

Leave a Reply

Your email address will not be published. Required fields are marked *