COURSE OVERVIEW:

Organisational development offers a prescription for improving the “fit” between the individuals and the organisation, between the organisation and the environment, and among the organisational components such as strategy, structure and process. The prescription is implemented through inventions and activities that address specific problematic conditions.

Organisational development is a continuous process. Organisation development as a practice involves an ongoing, systematic process of implementing effective organisational change. OD is both a field of applied science focused on understanding and managing organisational change and a field of scientific study and inquiry. It is interdisciplinary in nature and draws on sociology, psychology, particularly industrial and organisational psychology, and theories of motivation, learning, and personality.

Diagnosis, interventions, and program management are critical to all the organisations that venture to OD program. The more people learn about these three components, the more effective they will become in organisational development efforts. Key concepts of OD theory include: organisational climate, organisational culture and organisational strategies

Action research is the bedrock of organisational development. It is related to theory and practice in the field of OD. It relates to identification of problem, collecting data, applying the data to the problem and evaluating results.

This course delves into the intricacies of organisational development. The initial segment delves into the fundamental aspects, such as the essence of organisational culture, the historical evolution of OD, the goals of OD programs, and the attributes required for effective OD. It also elaborates on the values, assumptions, and beliefs inherent in organisational development.

Moving forward, the course dissects diagnostic strategies and OD processes, encompassing models like the six-box model, components crucial for effective OD programs, types of OD interventions, management phases within OD programs, models proposed by Cummings and Worley, and Kotter's change model.

Further, it explores various intervention strategies in organisational development, including concepts in OD, organisational approaches for individual concerns, process consultation, job-related interventions, socio-technical interventions, structural interventions, and the concept of learning organisations. The course also delves into action research and its application in OD as an approach to problem-solving.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand:

·       The foundation of organisational development

·       The latest trends in OD

·       The dynamics of OD

·       Organisational culture and profile of organisation culture

·       The autocratic/feudal culture

·       The bureaucratic culture

·       The entrepreneurial culture

·       The technocratic culture

·       The eight important values of OCTAPACE that are relevant to any organisation

·       The history of organisational development

·       Structural changes in OD

·       The objectives of organisational development program

·       The OD characteristics/competencies

·       The values, assumptions and beliefs in organisation development

·       The early statements of OD values and assumptions

·       The implications of OD for individuals, groups and organisations

·       The organisation strategies for development

·       Diagnostics strategies and OD processes 

·       The basic component of any OD program for organisational development to be successful

·       The first model of diagnosis and the six-box model

·       The considerations and action components of OD program

·       The nature of OD interventions

·       The phases of OD program management

·       The Cummings and Worley’s model for change

·       The eight steps for successful organisation transformation: The Kotter’s model of change

·       Organisation development intervention strategies

·       The concepts of organisation development

·       The classification of OD strategies

·       Organisational strategies for personal concern

·       The transactional analysis

·       Process consultation

·       Third party peace-making interventions

·       Individual counselling

·       The job related interventions, job evaluation and job redesign strategies

·       The socio-technical interventions

·       The structural interventions

·       The single-loop and double-loop in learning organisations

·       Action research and organisation development

·       The types of action research

·       The activities involved in the action research process

·       How action research is a generic process in organisational development program?

·       How action research is an approach to problem-solving?

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

COURSE REQUIREMENTS:

You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.

COURSE DELIVERY:

Purchase and download course content.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.