Course Objectives

At the end of this course the learner is expected to

• To understand the concept and knowledge about organizational change and its impact towards development.
• To provide a conceptual knowledge of organizational structures and changes for development.

UNIT - I

Organizational Change - Concept -History-Process- Lewins Model-Organizational Life Cycle-Values and Assumptions of Organizational Development (OD). Operational Components of OD - Diagnostic Components-Action Component-Process - Management Component

UNIT - II

Characteristics and Foundation of Organizational Design Process - On-going interactive process-Form of Applied Business Strategy -Strategy of changing -Systems approach - Approach to planned change: Experience-based -Goal Setting Planning -Focus on work teams.

UNIT - III

OD Action Research -Process -Approach -Use of action research on OD. OD Interventions - Nature of OD interventions -Major families of OD interventions– Dimensions: individual -Group & Task -Process.

UNIT - IV

Team Interventions - Teams and work groups -Team Building interventions -Diagnostic meeting -Team building meeting -Role Analysis technique -Role Negotiation techniques -Gestalt Orientation to team building –Inter-group interventions. Personal& Interpersonal Group Process Interventions: Process Consultation-Third-party intervention -Sensitivity Training - Transactional Analysis - Career Planning Interventions.

UNIT - V

Structural Interventions: Job Design - MBO, QWL, Socio-Technical Systems – Physical Setting Conditions for OD - Re-engineering.

REFERENCES

• Ramanarayan, S. Rao, T. V., “Organizational Development”.
• Cummings and Worley, “Organizational Development and Change”.
• French and Bell, “Organizational Development”