Class Advanced Methods of Organisational Intervention and Development

With this CU, we intend that students become aware that change is undoubtedly a reality and also a necessity in our increasingly complex world. With it comes the need to lead, promote, encourage and stimulate change. Any change represents a challenge for everyone in any organization. For leaders, there is the challenge of making the necessary changes happen, and for everyone else, there is the challenge of dealing with changes that they often have no control over. These changes involve new activities, behaviors and thoughts, and the even more difficult task of letting go and unlearning activities, behaviors and thoughts. As the main result of the change, individual, group, organizational and social development is expected. To encourage a more practical mastery of learning, professionals from companies will be invited to share real work experiences, highlighting practices and results at the level of organizations.

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CP1. From the diagnostic process to the organizational intervention 1.1 Change and its challenges nowadays 1.2 The object of the intervention and organizational development 1.3 Types of change and organizational intervention 1.4 Levels of organizational intervention 1.5 Resistance factors to change CP2. Methods and techniques of organizational intervention 2.1 Models for implementing change 2.2 Specific techniques of organizational intervention CP3. Stages of an organizational intervention process CP4. Intervention Report CP5. Evaluation and conclusion of the process 5.1 Organizational evaluation programs 5.2 Evaluation criteria for organizational change 5.3 Institutionalizing change CP6. Competencies of a consultant and ethical conduct

Active method: a) case studies, including those presented by company guests, and group discussions; b) bibliographic research and self-study; c) analysis and discussion of scientific articles related to the practices under study; d) carrying out and defending practical work in a business context and reality. Expository and interrogative methods, for the presentation and reflection on the basic theoretical frameworks. Continuous evaluation: (a) Practical group work (50%); (b) Individual written test (50%); Final Exam: The absence of a positive classification in the continuous assessment regime leads to the final written exam regime (100%).

Anderson, D. L. (2020). Organizational development: the process of leading organizational change (5th ed.). Sage. Caetano, A. (2020). Mudança e desenvolvimento organizacional. In A.Caetano, J.G.Neves, & J.M.C.Ferreira (Eds.), Psicossociologia das organizações (pp. 465-490). Edições Sílabo. Cameron, E., & Green, M. (2020). Making sense of change management: A complete guide to the models, tools and techniques of organizational change (5th ed.). Kogan Page Deszca, G., Ingols, C., & Cawsey, T. F. (2019). Organizational Change: An action-oriented toolkit (4th ed.). Sage Publications, Inc. Stouten, J., Rousseau, D. M., & De Cremer, D. (2018). Successful organizational change: Integrating the management practice and scholarly literatures. Academy of Management Annals, 12 (2), 752-788. Rothwell, W. J., Imroz, S. M. & Bakhshandeh, B. (2021). Organization Development Interventions Executing Effective Organizational Change. Routledge.