(Click on underlined web links for
Introduction & Overview (some
of this you may have covered before--please review in the context of
Formation of OD Teams for the class.
Intro to the OB-OD course series
Change Drivers. What
are the large scale forces that are impacting organizations and
them to change? You may have covered this in a
course, but refamiliarize yourself again.
Behavioral science approach.
is the behavioral science approach to understanding organizations; what
are its strengths and weaknesses? In these
links, note the unexpected consequences of good intentions.
The "Learning Organization" (LO).
is a learning organization and why is interest emerging in it at this
How are changes in the marketplace requiring organizations and
to change the way they work?
Overview of OD. Brief history,
stages, role of change agents, techniques
Team building. Team building
updates, arrangement for team meetings, discussion of potential cases
presentation. Use the team building procedure introduced in previous
The Change Process
Personal theories of change in
do you believe change occurs in organizations? Where does it
what are the drivers, where are the leverage points, how can it be
Formal change theories &
stages of OD.
There are many more theories than these, but these are a good
Climate: Change Readiness. If
you were going to assess change readiness of an organization, what are
would assess? Design a checklist or survey format for those
Localized change. Teams consider
cases for presentation. How does change occur
company--what are the specific mechanisms by which it happens? What are
the stages of change? What should be done differently?
Innovation. Why is innovation
so important currently? What are stages of diffusion of an innovation ?
Some interesting examples of unexpected discoveries when people
organizations are open to it. How can you use this information to
more appropriately to various groups of stakeholders in an organization?
Resistance to change. Why
do people resist change? How are managerial styles related
Overcoming Resistance to Change
Overview of Strategies. Options for
Worst Case Scenario. Assume your
change, yet there are members who passively or actively continue to
implementing proposed changes. What are options for dealing with them
criteria for selecting options?
Ethical Considerations. What are the
ethics of using these
Team Application. In your
team case(s), what kind of resistance to innovation and change would
expect? What the the causes of resistance be? How might they be reduced?
Diagnostic models and processes.
how problems with your physical health, mental health, car, and garden
are assessed--what is the model?
Nomenclature. What are comparable
diagnostic models for OD and what does the nomenclature reflect about
In groups, discuss
what key factors and processes you would attend to, the extent of
how you would assess, and how you would explain the model to the
organization. How would such information guide your intervention?
Team application. Apply the
model(s) to your team OD cases. What utility do they provide for
the case; which cases seem most feasible to work with?
Transition management. Think
of major transitions you have been through in your workplaces--
Transition Plan. If you were
going to facilitate a transition, how would you do it? (preparation for
course paper--come with a problem scenario)
What were the significant events and
stages of organizational
transition? (Read Bridges' Managing Transitions)
What were stakeholder's needs at
each stage? What did
they actually get and what were the effects?
Theory of feedback induced change.
of cognitive dissonance & gap analysis; determining readiness to
& openness to feedback.
Scale development. What is
a scale of measurement and how does one develop a sound scale? What are
the criteria for a good scale?
Outline for developing
a scale in class
Organizational culture and
Organization culture. What
is culture and what are useful dimensions for describing it? Be
able to describe your corporate culture using several of the dimensions
and theories. Whats the difference between culture and climate and how
are they useful?
for Organizational culture change.
of change--historical view of culture change
a large culture.
Culture Change Plan. If you
were going to formalize a general plan for changing culture in
what would it look like?
Localized change. How
can culture be changed? Where would you start in your own
Background. What is the history
of downsizing? How effective is it and what are its collateral effects?
on Downsizing (be familiar with these)
Local experiences. How have
you or acquaintances experienced downsizing? How was it presented? What
was useful and not useful about its presentation and process?
Downsizing Plan. Assume
you have been consulted by a large business to help develop a
plan. What would you want to know in order to make a good decision?
would that plan look like?
Techniques for facilitating change. This
will be a "show and tell" of some of the more interesting and useful
techniques in OD. Be prepared to discuss procedures you have found
in the workplace.
Value Chain Analysis (to be
presented in class)
Change metaphor (to be presented
Change Agent (CA)
Competencies & Skills.
do CA's do? What skills (KSA's) are needed?
Internal/External CA. What
are the advantages and disadvantages of using internal and external
What are the risks and pitfalls of your role as a CA?
Legitimacy & Credibility.
How can you build legitimacy, power and leverage for strategic change?
Conduct a strategy
and risk analysis of your being an internal CA on several current
in your workplace.
Team Presentations of OD
will present case based on case selection from among its members.
should include problem, background, system dynamics that allow problem
to occur & maintain, leverage points, change agent considerations,
recommended intervention & rationale, and evaluation methodology.
Team Presentations of OD
Team Presentations of OD
You're Hired! Assume that
you are promoting or interviewing for a position as consultant or
specialist with an organization. Be prepared to discuss the areas
Each member of a pair will be interviewer & interviewee. The
should prepare some challenging questions and situations for response.
OD brochure. This is a promotional
brochure (one sheet of paper) describing your skills and range of
as a consultant/CA.
Your model/approach to planned
Ethical issues. What
have you encountered (or expect to), what is the principle involved,
how would you deal with it?
Finals week: Final paper on Transition