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Organisational Development& Change Management
Inhoud
CHAPTER 1 General Introduction to Organization Development...........................................................4
1. What is OD?....................................................................................................................................4
EXAMEN OD example: Vodafone....................................................................................................5
2. OD: How did it evolve?...................................................................................................................6
5 steps of OD..................................................................................................................................6
3. Evolution in Organization Development.......................................................................................11
4. Why should I care?.......................................................................................................................11
CHAPTER 2 The Nature of Planned Change..........................................................................................12
1. Theories of planned change..........................................................................................................12
5 theories / change models..........................................................................................................12
2. General model of planned change................................................................................................16
To bear in mind… (critiques).........................................................................................................16
Pitfalls...........................................................................................................................................17
3. Example Case Discussion..............................................................................................................17
CHAPTER 5 Diagnosing with the Open Systems Framework.................................................................18
1. What is diagnosis?........................................................................................................................18
2. Open-Systems Model/thinking.....................................................................................................18
How all (sub)systems work:..........................................................................................................18
Importance of open systems thinking: An example......................................................................20
5. Organization-Level Diagnosis........................................................................................................21
4. Group-Level Diagnosis..................................................................................................................22
5. Individual-Level Diagnosis.............................................................................................................23
6. Diagnosis in practice.....................................................................................................................24
CHAPTER 7 Designing interventions.....................................................................................................25
1. Overview of interventions............................................................................................................25
Human process interventions (H10-H11)......................................................................................26
Technostructural interventions (H12-H13-H14)...........................................................................26
Human resource management interventions (H15-H16-H17)......................................................27
Strategic change interventions (H18-H19-H20)............................................................................27
2. What are effective interventions?................................................................................................27
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,CHAPTER 17 Workforce diversity and wellness....................................................................................28
First generation diversity interventions............................................................................................29
Second generation diversity interventions: INCLUSION...................................................................29
CHAPTER 8 Managing Change..............................................................................................................30
Overview of change activities...........................................................................................................30
Motivate commitment to change.....................................................................................................31
Create readiness for change.........................................................................................................31
Reduce resistance to change........................................................................................................31
Create a vision for change................................................................................................................33
Core ideology................................................................................................................................33
Envisioned future..........................................................................................................................34
Develop political support..................................................................................................................34
Manage the transition......................................................................................................................35
Sustain momentum..........................................................................................................................36
Critical reflections: self-study...........................................................................................................36
Summary..........................................................................................................................................36
NIET KENNEN Guest lecture: The role of the leader in managing organizational development and
change..................................................................................................................................................37
Neurotraining Lab.............................................................................................................................38
Basic model, important for OD.........................................................................................................39
Purpose.............................................................................................................................................39
Neuroscience principles....................................................................................................................40
Change principles.........................................................................................................................41
Organizational Coaching...................................................................................................................42
Paradoxes & development...............................................................................................................44
Organizational forces....................................................................................................................45
Psychological forces......................................................................................................................45
Conclusion........................................................................................................................................46
EXAMEN Guest lecture: Organisational Development, the Protime case.............................................46
HR Software market.........................................................................................................................48
Our ‘ambitious’ goals....................................................................................................................48
Some Interventions over the years...................................................................................................49
Change takes time........................................................................................................................49
99 Procent of organisations..........................................................................................................50
Steps in our approach just to change this.....................................................................................51
Why a Mission and Purpose in your team?......................................................................................52
2
, Steps in our approach...................................................................................................................53
Culture..............................................................................................................................................54
Our way of putting focus on team Culture....................................................................................54
TEAMOO: monitoring what matters.................................................................................................54
State of the union.............................................................................................................................55
Our goals and how did we actually do?💪....................................................................................55
Our newest intervention..................................................................................................................56
Summary ODCM in a nutshell...............................................................................................................57
OD and CM.......................................................................................................................................57
Steps behind OD process..................................................................................................................57
Interventions in organizations..........................................................................................................58
Successfully manage change.............................................................................................................58
CHAPTER 9 Evaluating and Institutionalizing Organization Development Interventions......................59
Implementation and Evaluation Feedback.......................................................................................59
Evaluation: why?...........................................................................................................................59
Evaluation: what? The process.....................................................................................................60
EXAMEN: Example Case Implementation Evaluation....................................................................62
Measurement...................................................................................................................................66
What is a good measure?.............................................................................................................66
Summary..........................................................................................................................................67
Podclass: ‘Organizational Development’..........................................................................................68
EXAM INFO.......................................................................................................................................71
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, CHAPTER 1 General Introduction to Organization
Development
1. What is OD?
“If you think there is consensus on what OD is, you haven't been around long enough” (Craig Yeatman)
A lot of different def of OD…
70 years ago…
Stable jobs, stable industries, stable environments
Low-skilled, manufacturing work more hand working
BUT today: CHANGE
Changes of manufacturing jobs and service jobs, crises… changes how org look like and how employees
need to work.
Differences in:
1) How the workforce look like change a lot, a lot of diff employees, gender, diff races…
2) Pay more attention to work-life balance, high-employee well-being, develop career, want to grow
high burn out rate
Example article Ulrich 1989:
OD
Org working in an environment full of change
Status qu0: things we used to do, the current situation,
the way things are now
!!! Org need constantly change = OD = how this change
should take place, should be manage
OD = Change Management? YES… but NO!!!
OD is a type of change management
“All OD involves change management, but change management may not involve OD”
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