PGDBM (SEM – I)
Paper-IManagement Process and Organisation BehaviourA History of Organization Devlopment :
The Labouratory Training Stem, TheSurvey Research and Feedback Stem, The Action Research Stem, TheSocioclinical Stem, The Changing Context, Second-Generation OD.
Values, Assumptions, and Beliefs in OD :
Chronology of Events in Managementand Organization Thought, Early Statements of OD Values and Assumptions, AValues Study.
Foundations of Organization Development :
Models and Theories of PlannedChange, Systems Theory, Participation and Empowerment, Teams andTeamwork, Parallel Learning Structures, A Normative-Reeducative Strategy ofChaning, Applied Behavioral Science, Action Research.
Managing the OD Process :
Diagnosis, The Action Components : ODInterventions, The Program Management Component.
Action Research and Organization Development :
Action Research : A Processand an Approach, History and Varieties of Action Research, Examples of ActionResearch in Organization Devlopment.
Comprehensive OD Interventions :
"Getting the Whole System in the Room",Search Conferences and Future Search Conferences, Beckhard's ConfrontationMeeting, Strategic Management Activities, Real Time Strategic Chang, StreamAnalysis, Survey Feedback, Systems 1-4T, Grid Organization Development,Schein's Cultural Analysis, Large-Scale Change and Hig-Performance Systems,Transorganizational Development.
Structural Interventions and The Applicability of OD :
Sociotechnical Systems,Self-Managed Teams: Problesm in Implementation, Work Redesign, MBO andAPPaisal, Quality Circles, Quality of Work Life Projects, Parallel LearningStructures, Physical Settings and OD, Total Quality Management,Reengineering, The Self-Design Strategy, High-Involvement and High-Performance Work Systems, Large-Scale Systems Change and OrganizationalTransformation.
Training Experiences :
T-Groups, Behavioural Modeling, Life and CareerPlanning, Coaching and Mentoring, Instrumented Training.
Issues in Consultant-Client Relationships :
Entry and Contracting, Defining theClient System, The Trust Issue, The Nature of the Consultant's Expertise,Diagnosis and Appropriate Interventions, Depth of Intervention, On BeeignAbsorbed by the Culture, The Consultant as a Microcosm, Action Research andthe OD Process, The Dependency Issue and Terminating the Relationship,Ethical Standards in OD, Implications of OD for th Client.
System Ramifications :
Human Resources Leadership and Involvement,Resistance to Change Efforts, Leadership and Leadership Style, Training and theDevelopment of Consultation Skills, Rewards, Staffing and Career Development,Organizational Justice, Labor Relations, Monetary Costs and Skill Demands.
Power, Politics, and Organization Development :
Assessing the Effects of OD :Some Issues and Problems, Positive Developments in Research on OD, DoesOD Work? A Review of Reviews.
The Future and Organization Development :
The Changing Environment,Fundamental Strengths of OD, OD's Future.