DYNM 629: Organizational Consulting: Proseminar in Organizational Development

Program Information

This is a graduate course that satisfies the following requirements:

Session Information

This course starts on 09/18/2008 during the Fall 2008 Semester.

Course Information

The information on this page is intended only to provide, as is available, a summary of the course objectives, requirements, and readings. A full course syllabus will be given out in class.

Description

This course describes and examines Organization Development (OD) competencies identified by the Academy of Management and professional OD societies. OD practitioners, theorists, and corporate officers visit class to describe - for example – establishing and managing organizational coaching programs; applying different models in large-scale organization change initiatives; managing change in virtual and global teams; and using change methodologies such as Appreciative Inquiry (a blend of positive psychology and systems thinking) to create idealized development and growth. Students interested in organization consulting and/or coaching should consider this course as a first step. Most research, readings and methods of analysis and evaluation are based on assumptions, theories, models and research conducted by psychologists and social scientists from the human relations tradition.

Course Objectives

Students will learn to:

• Understand and critically evaluate expectations, applications and outcomes of OD interventions and promoted by OD practitioners
• Understand how OD competencies are addressed by practitioners/consultants
• Understand how to establish an OD intervention

Approach/Disciplinary Lens/Focus

Most research, readings and methods of analysis and evaluation are based on assumptions, theories, models and research conducted by psychologists and social scientists from the human relations tradition.

Requirements

• Critical evaluation paper #1 (20%): This is designed to demonstrate your ability to integrate and evaluate OD assumptions, methods, applications or outcomes.

After listening to one of the guest speakers and reading the handouts or text materials provided, submit a summary and evaluation of the topic and “competency” addressed. Discuss the following: (1) theoretical and/or empirical validity; (2) applicability to your own organization, or an organization with which you are familiar; (3) anticipated acceptance or other feedback from an organization if used to manage an organizational problem; (4) overall evaluation.

The preferred type of paper would be one that is strong on analysis or evaluation of the practitioner's content, style, or methodology. Specifically, was there a case for validity and reliability? Would the theory/method/process be useful to prevent (ahead of time), treat (manage) or simply describe (explain) change or development issues? How well was the underlying competency (associated with the person) met? How well would the methodology, process or approach be accepted at your organization? Papers average 3-5 pages.

• Critical evaluation paper #2 (20%): Repeat this for a second guest speaker. Or, you may write a “compare and contrast” between speakers using the same criteria noted above.
• Final Paper (60%): Each student will submit a final paper. The format is written text, although Power Point slides may be included. The paper should be either a proposed intervention or a research summary.
• Class attendance (variable %): This is not a course that can be made up by reading information or writing separate papers. The competency and methodology of each practitioner/consultant may only be appreciated by attending the class discussion.

Readings

Readings will be assigned from:

• Bolman, L. & Deal, T. Reframing Organizations: Artistry, Choice and Leadership, 3rd Edition, Jossey-Bass/Wiley, 2003.
• McLean, G. Organization Development, Berrett-Koehler, 2006
• Freedman, A & Zackrison, R. Finding Your Way in the Consulting Jungle, Jossey-Bass/Pfeiffer, 2001.
• Bulkpack

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