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Format For Course Curriculum: Course Level: Post Graduation Course Objectives

The document provides details on a course curriculum for "Organization Change and Development". It is a 3 credit post-graduation course with 2 hours of lectures and 2 hours of software/field work per week. The course objectives are to equip students to develop and maintain organizational changes and understand their impact. The course content is divided into 5 modules covering topics like models of change, organizational diagnosis, and interventions. Upon completing the course, students should be able to understand theoretical frameworks of organizational change, examine conceptual frameworks, and apply diagnostic skills to propose solutions related to change and development initiatives.

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57 views

Format For Course Curriculum: Course Level: Post Graduation Course Objectives

The document provides details on a course curriculum for "Organization Change and Development". It is a 3 credit post-graduation course with 2 hours of lectures and 2 hours of software/field work per week. The course objectives are to equip students to develop and maintain organizational changes and understand their impact. The course content is divided into 5 modules covering topics like models of change, organizational diagnosis, and interventions. Upon completing the course, students should be able to understand theoretical frameworks of organizational change, examine conceptual frameworks, and apply diagnostic skills to propose solutions related to change and development initiatives.

Uploaded by

Ayush Mishra
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Annexure ‘CD – 01’

FORMAT FOR COURSE CURRICULUM

L T P/S SW/FW No. of TOTAL


PSDA CREDIT
Course Title: Organization Change and Development Credit Units: 3 UNITS
2 0 0 2 3 3
Course Level: Post graduation Course Code: HR611
Course Objectives:

The Objective of the course is to equip students with the development and maintenance of changes and its impact on the development of the Organization. The
course aims to educate students in the problems and with sufficient role of compliance along with discretionary organizational requirements in the matter. In
addition to learning concepts, approaches, techniques and terms, students will examine the underlying reasons and forces shaping changes in, plans and policy.

Pre-requisites:

The Basic Knowledge of Organizational Behavior is required. The students have already read OB as core course; hence all students are eligible to take this course.

Course Contents/Syllabus:
Weightage (%)
Module I: Introduction to Change and OD 25%

 What is Change
 Change vs. Planned Change;
 Context of Change; Types of Change
 Factors causing & Need for Change,
 OD: Nature, Basic Assumptions, Characteristics & Techniques
Module II: Models of Change: 20%
 Kurt Lewin’s model of change; Force Field Analysis,
 Weisbord’s Six-Box Model;
 Systems’ Theory;
 Action Research: As Process and Approach
Module III: Diagnosis 20%

 Organizational Diagnosis: Survey Feedback;


 Role, Skills and Styles of Change Agents,
 Issues in Client-Consultant Relationship.

Module 1V: OD Interventions 25%

 Typology of OD Interventions
 Organization Interventions designed at Individuals, Dyads, and Triads,
 Teams & Group Interventions;
Module V: Future of OD 10%

 Organization Development and Human Resource Development: OD-HRD Interface;


 Organization as Learning Systems; BPR; TQM%
 Implications for Future Managers.

Course Learning Outcomes:

After completing this course the student should be able to: •


 Remember, understand and illustrate a theoretical framework to identify, distinguish and develop inferences about change, in general and planned change (in
particular) in organizations.
 Build an understanding based on examining the conceptual frameworks of organizational change and identify the emerging challenges
 By the end of the course, graduates of the program will be better positioned to make use of diagnostic skills in organizations for critical thinking and apply, analyze,
develop and propose a solution for the situation-in-hand with respect to organization change and development initiatives

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