Organizational Change: Definition and Significance; Managing Change; Concept of Analyzing
the Environment, Implications of Change.
-Transformation and Renewal, Organization Renewal-Adapting to change( A model of Adaptive
Orientation), Change triggers-Business Development driven change-Culture driven change-
Strategy driven change-Process driven change-Competency driven change-Innovation driven
change, Types of change-Planned and Unplanned change, System thinking and change, Change
process- unfreezing ,changing and refreezing.
Types of Change: Continuous or Incremental Change; Discontinuous or Radial Change;
Participate Change and Directive Change; Change Levers; Levels of Change: Knowledge
Changes; Attitudinal Changes; Individual Behavior Changes and Organizational Performance
Changes.
Change management principles, Organization Improvement Process through change management,
Implementing change improvement systems, Organizational Effectiveness and Excellence-
Excellence model-Managerial roles theory for achieving organizational effectiveness and
excellence- People Capability Maturity Model (P-CMM) for Organizational Excellence
Implementing Change : Steps-Assembling a Change; Management in Establishing a New
Direction for the Organization; Setting up of Change Teams; Aligning Structure; Systems and
Resources; Removing road Blocks; Absorbing Changes into Organization
Nature of Planned change, Organization Transformation and Development, Definitions and
concepts of OD, OD-The Planned Change Process, Need for OD in Organization, OD Values and
Goals, OD as Action Research Process, Characteristics of OD, History of OD, Organization
Culture & change-creating a winning culture- Impact of key factors, cultural resistance to change,
Psychological contract, Experiential approach to learning
HR and Technological change: Introduction special features of new technology; organizational
implications of technological change; Emerging profile HR; Employee Empowerment, Emotional
Intelligence and employee productivity; Managing work stress
Entering and Contracting- OD Consultant-Role and style-External and Internal Consulting team-
Readiness of the Organization for OD-Consultant and Client Relationship modes-Red flags in the
Consultant- client relationship; Diagnosing Organizations- Process, Diagnostic models-Analytical
model, Emergent-Group Behavior model, Management Consulting Model, Sociotechnical system
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model, Cause maps and social network analysis model, Open systems model, Level of Diagnosis-
Individual, group and Organization- Data Collection Process- Methods for collecting data and
techniques for analyzing data, feeding back diagnostic information- determining the content of the
feedback & Survey Feedback- Designing Interventions- Effective interventions; Designing
effective interventions and Overview of Interventions.
Interpersonal and Group Process Approaches: Process Consultation, Third- Party Interventions,
Team Building, Johari Window and Transactional Analysis.
Organization Process Approaches: Organization Confrontation Meeting, Intergroup Relations
Interventions, and Large-Group Interventions, Restructuring Organizations: Structural Design &
Reengineering. Employee Involvement and Work Design: Motivational Approach, Socio-
technical System Approach and Engineering Approach
Performance Management: Model of Performance Management, Goal Setting and Reward
System. Developing talent: Career Planning and Development Interventions, Coaching and
Mentoring, Management and Leadership Development Interventions. Managing Workforce
Diversity and Wellness: Workforce diversity interventions, Employee Stress and Wellness
Interventions, Transformational change: Organization Design and Culture Change, Self-
Designing Organizations, Learning Organization, Third-wave organization, Trans- Organizational
change- Rationale, Strategic Alliance Interventions, Network Interventions