Course Description:

In this course, we looked into the ideas of how organizations can be developed through consulting, via a look at the paradigms, competencies, and values practiced in organizational development. This helped us learn further about the ideas behind consulting including the consultant/client relationship and how to outline deliverables while looking at how to best make an organization effective in the future. Then, we focused on the ideas of planned change and the nature of what happens in organizational change regarding the responses of people, communication, and culture. This showed us the tactics of what to do and what not to do during major (potentially disruptive) organizational change. This allowed us to explore systems thinking when looking and organizational development interventions and changes, and how to pick out positive ones to support growth and strategic goals of the people and the organization both. Lastly, we heavily focused on the ideas of team building and how this is an integral part of organizational change and development, so that people understand how and why their roles and systems are changing. This plays in with organizational culture and creating a positive and sustainable change. This ultimately provides the organization with the foundation needed to implement and build an effective methodology for organizational development.

 

Course Artifact:

I’ve added my third and final paper for this class that takes a look at the “systems approach valuation.” In this paper, I reflect on the communication used in my organization and how it can benefit from a systems approach that better incorporates all users and systems on a unified level. In addition, the effective and ineffective approaches are learned about in order to put together an opportunity for positive change and resolution.

 

 

 

 

 

 

 

Course Materials:

 

Books:

Gallos, J. V. (2006). Organization development: A Jossey-Bass reader. San Francisco, CA: Jossey-Bass.