Organizational change- Introduction, nature of change, Internal & External changes, types ofchange, Models of change- Lewis’s Force field, Systems Model, Action research model,organizational vision and strategic planning.
Resistance to change- reasons for the resistance, overcoming resistance for the change, changeand person and manager, systematic approach to making change- factors for effective change,skills of leaders in change management, designing the change
Organization development-Introduction, history, evolution of OD, OD interventions:Definition, factors to be considered, choosing and sequencing, intervention activities,classification of OD interventions, results of OD, typology of interventions based on targetgroups.Process of Organization Development: Entering into OD relationship, developing a contract.
Diagnosing Organizations- Need for diagnostic models, organization, group, individual leveldiagnosis, Collecting and analyzing the diagnostic information, Feeding Back of diagnosticinformation, Designing interventions, overview of interventions, evaluating andInstitutionalizing OD Interventions
Human Process Interventions: Human process interventions (individual, group and inter-grouphuman relations): Individual based: coaching, counselling, training, behavioural modelling,delegating, leading, morale boosting, mentoring, motivation, etc., Group based: conflictmanagement, dialoguing, group facilitation, group learning, self-directed work teams, large scaleinterventions, team building, and virtual teams.Inter-group based: Organization mirroring, third party peacemaking interventions.
Techno-structural Interventions: Restructuring Organizations, Employee Involvement, workDesign, Balanced scorecard; business process reengineering; downsizing and outsourcing;Strategic Interventions: Competitive and Collaborative Strategies, OrganizationTransformation.
The Future of OD: The changing environment, Fundamental strengths of OD, Implications ofOD for the client, ethical standards in OD, OD’s future. OD Consultant’s role, issues inconsultant-client relationship, Power, Politics & OD, Research on OD.Teaching Methods:Lectures, Management Games, Exercises, Assignments, Discussions, Case study, Seminars, RolePlay & Process lab.Labs:• To conduct Force field analysis for MBA department• Group activity-Identify the need for OD intervention for your college and call thedirector/ principal of your college to the classroom to explore the possibility for ODintervention.• Presentation by students: Identify and explore the possibility for OD intervention in yourcollege level, group level and individual level.• Hold a debate in the classroom about downsizing the workforce.• Organization change questionnaire data collection and analyzation.• Group Presentation: Health care, FOO, Education, PSU, Retail, ManufacturingIndustries• Design a role play event for students, so that they will play it out to mobilize support fora change implementation programme.• Students are expected to study the changes that have taken place in various industriesover a period of ten years and submit a report.