Organizational Change and Development Notes
Subject Overview
The first HRM group elective, covering theories and foundations of planned change and OD, action research and the OD process (diagnosis, interventions), team and comprehensive interventions and power/
Subject at a glance
4
Units
29
Topics
4
Credits
4
Infographics
Unit-wise Syllabus
4 units — open any unit for detailed topic-wise notes, diagrams and important exam questions
- Definitions and distinguishing characteristics of planned change
- models and theories of change
- triggers and implementation strategies
- conceptual framework of OD
- historical background
- values/assumptions/beliefs
- systems theory
- participation and empowerment
- teams and teamwork
- 1Unfreeze
Create readiness for change
- 2Move
Introduce the change
- 3Refreeze
Stabilise new behaviours
Study guide
This unit covers planned change, models and theories, triggers, implementation strategies, the OD framework, history, values, systems theory, participation and empowerment. Apply a change model to a real change.
- Action research as process and approach
- the Six-Box Model
- third-wave consulting
- phases of an OD program
- models of managing change
- overview and characteristics of OD interventions
- structural interventions
- training experiences (T-groups, behavioral modeling, career anchors)
Purposes
What business are we in?
Structure
How is work divided?
Relationships
How do we manage conflict?
Rewards
Do incentives fit the work?
Leadership
Is someone keeping the boxes in balance?
Helpful mechanisms
Have we adequate coordinating technologies?
Study guide
You study action research, the Six-Box Model, third-wave consulting, OD programme phases, change models and interventions including structural interventions and T-groups. Plan a simple action research cycle.
- Team interventions
- intergroup and third-party peace-making
- comprehensive interventions
- power theories and organizational politics in OD practice
Team building
Diagnose and improve team functioning
Role analysis
Clarify roles and expectations
Intergroup confrontation
Groups share perceptions
Third-party peacemaking
Consultant mediates conflict
Study guide
You study team interventions, intergroup and third-party peacemaking, comprehensive interventions and power and politics in OD. Understand how politics affects change.
- Entry and contracting
- defining the client system
- trust
- consultant expertise
- diagnosis and intervention depth
- dependency and terminating the relationship
- ethical standards
- contemporary issues in OD and the quality movement
- 1
Entry
First contact and fit
- 2
Contracting
Goals, roles, fees
- 3
Diagnosis
- 4
Intervention
- 5
Evaluation
- 6
Termination
Avoid dependency
Study guide
You study entry and contracting, defining the client, trust, expertise, diagnosis, dependency, ending the relationship, ethics and contemporary issues. Prepare a short consultant contracting checklist.
Why Organizational Change and Development Matters
Change management and OD skills are valued in consulting, HR and leadership roles as organisations constantly transform.
How to Prepare for Organizational Change and Development
- Study real change programmes and what made them succeed or fail.
- Learn the main change and OD models.
- Practise diagnosing resistance.
Organizational Change and Development: Frequently Asked Questions
What is action research?
Action research is a cycle of diagnosing a problem, planning and taking action and evaluating results, done with the people affected.