Organisation Change and Development Notes
Subject Overview
Organisation Change and Development is the second HR elective — how organizations plan, manage, and implement change. You'll cover models of organisational change (Lewin's Force Field Analysis), how change affects people and strategies for managing it, the meaning and process of organisation development and OD interventions, and close with training methods like T-Groups and team-building interventions. This is a 6-credit elective paper across 4 units, complementary to Industrial Relations and Labour Laws.
Subject at a glance
4
Units
25
Topics
6
Credits
4
Infographics
Unit-wise Syllabus
4 units — open any unit for detailed topic-wise notes, diagrams and important exam questions
- Introduction
- importance and types of organisational change
- forces of change
- systems model of change
- Lewin's Force Field Analysis Model
- the change management process
- 1Unfreeze
Create the need for change
- 2Change (move)
Introduce new ways
- 3Refreeze
Make the new ways stick
Study guide
This unit explains why and how organisations change: the importance and types of change, forces of change, the systems model, Lewin's Force Field Analysis and the change management process. Apply Lewin's unfreeze-change-refreeze to a real change such as a company adopting new software.
- Operational
- psychological and social effects of change on people
- reactions to change — acceptance
- indifference
- organised resistance
- frustration and aggression
- reasons for and methods of minimising resistance
- strategies of change
Education and communication
Explain why
Participation
Involve people in decisions
Facilitation and support
Training, counselling
Negotiation
Trade something of value
Coercion
Last resort: explicit threats
Study guide
You study the effect of change on people (operational, psychological and social), reactions to change from acceptance to resistance, reasons for resistance, ways to reduce it and strategies of change. Learn the main reasons people resist change.
- Meaning
- features
- objectives and history of OD
- the OD process
- OD interventions — concept
- characteristics and classification
- interventions as a tool to improve organisational effectiveness
- 1. Diagnosis: Find the problem
- 2. Data collection: Gather facts
- 3. Feedback: Share data with the client
- 4. Action and intervention: Plan and carry out the change
- 5. Evaluation: Check results
Study guide
You study Organisation Development: its meaning, features, objectives and history, the OD process and OD interventions with their characteristics and classification. Know what an OD intervention is and give two examples.
- T-Groups
- behaviour modelling
- team-building interventions
- issues in the consultant-client relationship
Human process
T-groups, team building, process consultation
Techno-structural
Job design, restructuring
HRM
Goal setting, appraisal, rewards
Strategic
Culture change, large-group work
Study guide
You study T-groups, behaviour modelling, team-building interventions and issues in the consultant-client relationship. Understand why trust matters in consulting.
Why Organisation Change and Development Matters
Change is constant in every organisation, and the ability to lead people through it is a valued management and consulting skill.
How to Prepare for Organisation Change and Development
- Interview someone who has lived through a workplace change and map it to the models.
- Learn Lewin's model and the strategies to reduce resistance.
- Prepare short examples of OD interventions.
Organisation Change and Development: Frequently Asked Questions
What is Lewin's change model?
Lewin's model describes change as three steps: unfreezing the existing situation, moving to the new state and refreezing it so the change lasts.
What is organisation development?
Organisation development is a planned, organisation-wide effort to improve effectiveness and health through behavioural-science interventions.