Class Advanced Methods of Organisational Intervention and Development

In this course, we intend for students to become aware that change is undoubtedly a reality as well as a necessity in our complex world. We are all now familiar with change as a constant in our world and that its pace is ever increasing. Inevitably, there exists a need for leading, promoting, encouraging and stimulating change. Nevertheless, all change, no matter how small, presents a challenge for everyone in any organization. For leaders there is the challenge of making the required changes happen, and for everyone else there is the challenge of coping with changes over which they often have no control and for which they have potentially no desire. Such changes invariably involve them in engaging in new activities, behaviors and thinking, and the even more difficult task of letting go and unlearning old activities, behaviors and thinking.

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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

Problem-Based Learning (PBL): Students are presented with challenging, real-world problems, where they must work in groups to investigate, analyze, and solve the posed questions. This methodology encourages critical thinking, collaboration and the search for solutions. Cooperative Learning: Students work in small groups to solve problems or complete assignments. This methodology encourages cooperation, communication and the development of social skills, while promoting peer learning. Concept and Mind Maps: Students create diagrams that visually represent the structure and relationships between the concepts being studied. This approach helps organize information, making it easier to understand and memorize. Case Studies: Students analyze real and complex situations, seeking to identify problems, solutions and possible developments. This methodology encourages critical thinking, decision-making and the application of theoretical knowledge in practical contexts.

Anderson, D. L. (2020). Organizational development: the process of leading organizational change  (5th ed.). Sage.  Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource management practice (15th ed.). Kogan Page Publishers. 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  Cheung-Judge, M. & Holbeche, L. (2021). Organization development : a practitioner's guide for OD and HR. (3th ed) Kogan Page. Deszca, G., Ingols, C.,  & Cawsey, T. F. (2019). Organizational Change: An action-oriented toolkit (4th ed.). Sage Publications, Inc.  Torrington, D., Hall, L., Taylor, S., & Atkinson, C. (2020). Human Resource Management (11th ed.). Pearson. Rothwell, W. J., Imroz, S. M. & Bakhshandeh, B. (2021). Organization Development Interventions Executing Effective Organizational Change.  (1th ed.). Routledge.