Course Description:

This course tackles the tools that can aid in building the organization’s ability to assess its current functioning and to achieve its goals. These tools will aid the OD professional in gathering data, making diagnosis, giving feedback and in evaluating the formative and summative results of the intervention.

Course Objectives:

At the end of the two half-day course, the participants will be able to:

• Understand the importance of enabling the organization to assess its current situation in the identification of drivers and impediments in the entire planned change process
• Have a deeper appreciation of data-based tools in diagnosing the organization and in implementing and assessing the effectiveness of OD interventions
• Use the OD tools in coming up with the best intervention plan and in monitoring its progress and impact on the overall organizational effectiveness

Course Outline:

I. Overview of Organization Development

This topic tackles Organization Development as a process that applies behavioral science knowledge and practices to help organizations achieve greater effectiveness, including increased financial performance and improved quality of work life.

• What is Organization Development
• A Brief History of Organization Development
• Evolution of Organization Development
• The Organization Development Practitioner
  • Skills and Knowledge of an Effective OD Practitioner
  • Roles of an OD Practitioner
  • Careers of OD Professionals
  • Ethical Guidelines for OD Professionals

II. The Process of Organization Development

This refers to the activities that must take place to initiate and carry out successful planned change.

• The Nature of Planned Change
• General Model of Planned Change-
  This model shows the four basic activities that practitioners and organization members jointly carry out in organization development:
  • Entering and Contracting
  • Roles of an OD Practitioner
  • Diagnosing
  • Planning and Implementing Change
  • Evaluating and Institutionalizing Change

III. Rationale of using OD Tools

This will provide the concepts and principles used in the utilization of OD tools. This will present the features and benefits of the varied tools that can aid the OD practitioner in carrying out the planned change interventions in every phase of the OD process.

IV. Organization Development Tools

1. Diagnostic Tools

These are the tools that will help in the process of collecting information that will be shared with the client in jointly assessing how the organization is functioning and determining the best change intervention.

1. 1. • 1.1. Tools for Collecting and Analyzing Diagnostic Information
      • 1.1.1. Questionnaires
      • 1.1.2. Interviews
      • 1.1.3. Observations
      • 1.1.4. Unobtrusive Measures
      • 1.2. Tools for Analyzing Data
      • 1.2.1. Qualitative
      • 1.2.2. Quantitative

2. Feedback Tools

These are the tools for communicating back the diagnostic information to the client organization.

1. 1. • 2.1. Contract of Engagement and Service Level Agreement
      • 2.2. Survey Feedback

3. Process Tools

These are the tools for laying out the systematic steps to be carried out in the planned change intervention.

1. 1. • 3.1. Process Consulting
      • 3.2. Role and Responsibility Charting
      • 3.3. Work-flow Mapping
      • 3.4. Pareto Charts

4. Evaluation Tools

These are the tools for measuring the progress and impact of the intervention.

1. 1. • 4.1. Organizational Climate Survey
      • 4.2. Organizational Health Index
      • 4.3. Team Effectiveness Grid
      • 4.4. Behavioral Measures

Methodology:

1. 1. • – Interactive Lecture
      • – Group Discussion
      • – Case Study
      • – Simulation

Facilitator:

TBA