Organization Development (OD) focuses on planned change in a total system. That system can range from a work unit through a company division up to an entire organization.
Organization Development is both a science and an art. Effective OD is achieved through a system focus and approach. Yet both the choice and the success of OD implementations are also strongly influenced by organizational needs, organizational politics, market forces and fad. Thus, in examining and discussing OD interventions, we will seek to maintain a focus on the business problem/issue that is the target of the implementation.
By the end of the course, participants should:
- Have awareness and understanding of Organization Development theories and concepts and be able to apply the theories and concepts to their own experiences, observations and future involvement in change processes.
- Understand the dynamics of the change process and resistance to change in organizations.
- Have a familiarity with a range of Organization Development interventions and techniques and an understanding of their appropriate application, capabilities and limitations for effecting successful change in organizations.
- Introduction to OD, its history and importance.
- Steps of OD, different models of OD.
- Role and Style of the OD Practitioner
- Entering and contracting for OD
- The Diagnostic process
- Overcoming resistance to change
- OD Interventions at Individual, Team and Organization Level:
- Process interventions skills
- Employee Empowerment and Interpersonal Interventions
- Team Development Interventions
- Intergroup Development Interventions
- Organization Transformation and Strategic Change Interventions Focusing on the Relationship
This course could be for top management and department Managers.
No prerequisites needed.