Psych 342/Mgmt 353 - Organizational Development, Assessment, and Intervention Ageno School of Business Golden Gate University Summer 2011 San Francisco Wednesdays 6:50 to 9:30 pm COURSE OUTLINE Week 1 5/04 Course and Organization Development Overview Readings: Chapters 1, 2, & 3 Class Objective: In this session, the objective is twofold. First, students should come away with a thorough understanding of the course content and learning objectives, what is expected of them, and how they will be evaluated. Second, an overview of the field of OD will be presented with class discussion on key topics. Topics Covered: Course Syllabus, General introduction to OD, the role of Organization Development practitioner. Week 2 5/11 OD Intervention Overview with focus on Consulting Process Readings: Chapter 4 Class Objective: Students gain an understanding of the building blocks of the OD intervention with emphasis on the first important step in the consulting process. Topics Covered: Entering into the OD relationship, clarifying the organizational issue, determining the relevant client, selecting an OD practitioner, and personal process issues in entering and contracting. Case discussion on Applications 4-1 & 4-2, Alegent Healthcare. Teams will be formed and requirements reviewed for the Group Facilitation assignment which will occur during class #7. Week 3 5/18 The OD Process: Diagnosis, Intervention, and Levels of Engagement Readings: Chapters 5 & 6 Class Objective: Students understand the relevance and significance of properly conducting the discovery and diagnosis phase of an organization intervention and the essential elements of the data collection and diagnosis process. Topics Covered: Need for diagnostic models, the open systems model, comprehensive model for diagnosing organization systems, organization, group, and individual level diagnosis. Becoming a systems thinker as an OD practitioner will be explored via an experiential activity. Week 4
5/25 Collecting & Feeding Back Diagnostic Information Readings: Chapters 7 & 8 *Read Diagnose the System article posted on cyber campus. Class Objective: Students explore and understand the need for collecting quality diagnostic data, the different types of OD data collection methodologies, and the proper ways to feed back the results of diagnostic information collected. Topics Covered: Methods for collecting data, sampling, techniques for analyzing data, determining the content of the feedback, characteristics of the feedback process. Real-world case examples will be used for application. Week 5 6/1 Designing and Evaluating Organization Development Interventions Readings: Chapters 9 Class Objective: Students gain a thorough understanding of the building blocks of the organization development intervention and the methods utilized to evaluate the effectiveness of interventions. Topics Covered: What are effective interventions? Discussion on how to design effective interventions, implementation and evaluation feedback, measurement, research design, and institutionalizing interventions. Introduction and discussion of intervention template to be utilized for individual intervention projects. Week 6 6/8 Leading Change Readings: Chapter 10 & 11 Read all the cases in both chapters of the text. *Also, read John Kotter s HBR article on Leading Change. Class Objective: Students understand the mechanics of change management and the importance of covering all the necessary bases in attempting planned change within an organization. Topics Covered: Motivating change, overcoming resistance to change, creating a vision for change, developing political support, managing the transition, and sustaining momentum of the change. Leading change article and HP case study used for application. Week 7 6/15 Evaluating & Institutionalizing OD Interventions and Group Facilitation Exercises! Class Objective: A brief overview of how to evaluate and institutionalize OD interventions will be discussed. Then, we have some fun and you get to meet the course requirement of practicing the techniques of the facilitator. Each team will conduct their facilitation exercise with the class per the assignment made in class #2. Topics Covered: That s up to you!
Week 8 6/22 Human Process Interventions: Individual and Group Levels Readings: Chapter 12 Class Objective: Students develop an understanding of the many areas of human process interventions focused at the individual and group level interpersonal relations and group dynamics. As detailed in the topics covered, these interventions are ones that HR professionals are most often exposed to and familiar with in a variety of organizational settings. Topics Covered: Process consultation, Group process, facilitating conflict and team building. Real-world examples of process consultation and leading group process will be shared; and team-building activities will be used for application. Week 9 6/29 Human Process Interventions: Organization Level Readings: Chapter 13 Class Objective: The continued exploration of the human process interventions shifting to the organization level systemwide process interventions. Topics Covered: Organization confrontation meetings, intergroup relations intervention, and large-group interventions. Discussion of Ben & Jerry s (A) Team Development Intervention, pages 304-313. Week 10 7/6 Technostructural Interventions: Restructuring Organizations; Employee Involvement & Work Design Readings: Chapters 14, 15 & 16 Class Objective: Students gain a thorough understanding of one of the most widely-utilized organization development tools, the reorganization of the organization s functions and processes. Different types of organization designs are introduced and discussed. Students also learn how employee involvement and work design mechanisms can be utilized to improve the effectiveness and efficiency of people and organizations. Topics Covered: Structural Design (functional, divisional, matrix, process, network), downsizing, and reengineering. Discussion of assigned case: City of Carlsbad, CA: Restructuring the Public Works Department (A), pages 405-407.
Week 11 7/13 Human Resource Management Interventions Guest Lecturer Sindri Anderson, MBA Readings: Chapter 17 Class Objective: Students explore another widely utilized organization development tool, the performance management system and are exposed to some tools that can help improve the effectiveness of these important mechanisms. Topics Covered: A model of performance management, goal setting, performance appraisal, reward systems. The reinvention of performance management will be shared by an external OD consultant with expertise in this area. Real-world applications will be utilized. *Team Intervention Proposals reviewed assignments made 7/20 No Class! Week 12 7/27 Week 13 8/3 Human Resource Management Interventions continued Readings: Chapters 18 & 19 Class Objective: Students explore the topic of developing talent which includes coaching, career planning and development and management/leadership development processes. Topics Covered: Real-world applications that cover coaching, career development, leadership development and diversity will be covered. This session will be highly hands-on, so be prepared to work! Pepsico and Microsoft cases will be utilized. Team Intervention Project Class Objective: Each team will present their intervention project to their classmates and the professor. Classmates will role play members of the client organization and challenge the team to defend their proposal. Topics Covered: That s up to you!
Week 14 8/10 Strategic Change Interventions: Organization Transformation Readings: Chapters 20 & GE Case Study posted on Cyber Campus Class Objective: Students gain an understanding of how essential a clearly articulated organizational strategy is and what the critical linkages are between the organization s strategy, their external environment, their people, their structure, and their culture. Students gain an in-depth knowledge of the magnitude of effort required to truly achieve an organizational transformation through first understanding theory and then applying theory to one of the great business transformations, General Electric, using the case study method. Topics Covered: Characteristics of transformational change, culture change, culture as a competitive advantage, self-designing organizations, and organization learning and knowledge management. Additional focus on why transformation efforts fail. Week 15 8/17 Future directions in OD Guest Panelists Senior OD practitioners Readings: Chapters 23 & 25 Class Objective: Students explore the future of OD with several seasoned OD practitioners. Topics Covered: Trends within OD, Changes in the OD field practitioner and scholarly perspective; changes in the external environment. Closing session and course evaluation, celebration!
Psych 342 - Organizational Development, Assessment, and Intervention Ageno School of Business Golden Gate University Summer 2011 San Francisco Wednesdays 6:50 to 9:30 pm Dates: May 4th August 17th, 2011 Professor: Pamela Hopkins Phone (cell): (510) 410-6356 Email: phopkins@enactglobalconsulting.com Course Description Psych 342, from the GGU catalogue: Explores how systematic organizational interventions are accomplished within complex human networks. You will learn how to use behavioral science to assess an organization s current state and discover routes to its improvement. Also covered will be the role of internal and external consultants in intervention and the resulting impact on human behavior and organizational performance. Course Objectives At the end of this course, students should have acquired sufficient knowledge of the field of organization development that they should (1) understand the basic theories upon which the field of OD is based, (2) have developed an understanding of the challenges of leading a planned change initiative and methods to increase the likelihood of success, (3) have developed a working knowledge of all aspects of the OD intervention process including entering and contracting, data collection and diagnosis, intervention methodologies, implementation, and sustaining change, (4) understand the unique challenges of attempting an organization transformation, (5) understand the roles that consultants, internal or external, can play in the OD process, and (6) have improved their own facilitation skills through a team facilitation assignment. Required Text Cummings, T., & Worley, C., (2005) Organization Development and Change. 9 th edition. Cincinnati, Ohio: South-Western College Publishing ISBN 0-324- 42138-9 Optional Text Organization Development, Joan V. Gallos, Editor, 2006 Readings/Cases: General Electric: Jack Welch s Second Wave (A) HBS 9-391-248 You must buy this from Harvard Business School Publishing. http://www.hbsp.harvard.edu
Leading Change: Why Transformation Efforts Fail. Harvard Business Review, March April 1995 This article is already posted in the doc sharing section under John P Kotter Article. Student Evaluation This course will present core content necessary to understand the field of organization development. Your role is to challenge yourself in each assignment area by leveraging what you know and discovering what you don t know. I encourage each of you to strive for high performance in every assignment listed below, but most importantly, to challenge your assumptions, mental models and capabilities. You will be responsible for ensuring that you get what you need from this course in the spirit of both personal and professional growth. I will be basing your grade on the following six essential elements: 1. Class Participation preparedness (25%) 2. Group Facilitation Assignment (5%) 3. Midterm Paper (20%) 4. Intervention Proposal (15%) 5. Team Intervention Project (15%) 6. Final Paper (20%) Academic Integrity This course will abide by all principles of academic integrity as described in the Standards of Academic Integrity: A Guide for GGU Students. If you have not reviewed this publication, it is available through GGU4YOU at the following link: http://www.ggu.edu/student_services/classroom_guidance_student_resources/attachment/ Student+Guide+to+Academic+Integrity.pdf Note: There will be a 5% per day late penalty assessed on assignments submitted late unless arrangements have been made with me in advance for late submittal. Papers will not be accepted after three days past the due date and a zero will be given for that assignment. Assignment Detail Class Participation Peer-to-peer learning in classroom environments such as this can be very powerful. In this particular course, it is essential. However this can only be achieved if all members come to class prepared, having read all assignments listed for that class, and then voluntarily contribute their thoughts and ideas to the discussion. The best class discussions occur when differing views are presented and defended while maintaining an atmosphere of mutual respect for all viewpoints. Of course you cannot participate if you are not in class. The following grade deductions will occur for missed class sessions: 1 class missed: no deduction 2 classes missed: ½ grade deduction 3 classes missed: full letter grade deduction
If you miss four class sessions, you will have missed over 25% of the classroom content and this will result in an automatic withdrawal from the course by the instructor. Be advised that perfect attendance does not automatically constitute full points for class participation. You must be actively engaged in class discussions in order to earn a perfect score in this important aspect of your grade. Group Facilitation Assignment Here the class will be split into teams which will facilitate an exercise with the rest of the class and the instructor. You will be asked to research some simple OD intervention processes and chose one to facilitate. Examples might be facilitating a brainstorming methodology, conducting an icebreaker which could be used prior to a meeting, or facilitating a simple group exercise with a specific goal to improve teamwork. The facilitation should be brief, approximately 15 minutes, with a short debrief at the conclusion. Midterm The midterm exam will be take home. I will e-mail the exam to each of you about the middle of the term and it will be due one week from the time you receive it. The midterm will be one essay question and will be a good way for you to prepare for the final exam at the end of the term. Intervention Proposal First, you will submit a thumbnail sketch of the intervention situation you have chosen. One or two succinct paragraphs that give me the background, what s driving the need for the intervention, the scope of the intervention you are proposing and a little on how you will evaluate it. An email is acceptable. Secondly, you will submit the final product of your intervention proposal based upon the template that was provided and the idea you submitted earlier. The proposal should follow the exact same format as the template, and is the only document you will submit that is single spaced so that it looks like an actual proposal. The document should be approximately 5 pages when complete, not counting any attachments (survey samples, etc.). Team Intervention Project This is your second opportunity to work on a team project, although this one is a bit more involved than the first. Your team will be making a presentation to class members and the professor (and possibly a guest instructor) based upon a chosen intervention. The idea here is that your team has completed the diagnosis phase of the intervention process, and they are reporting to the client organization on the findings of their diagnosis, AND their proposed plan of action for the intervention. Class members will role play members of your client organization and challenge you to defend your analysis and your recommendations. Final Exam The final exam will be take home. I will e-mail the exam to each of you during the last week of the term and it will be due one week from the time you receive it.
Instructor s Bio Pamela Hopkins Managing Partner/Owner, Enact Global Consulting For the past 17 years, Pamela has held both internal and external consulting positions in Human Resources Development spanning multiple industries including: high tech, financial services, retail, merchandising, biotech, consulting, higher education and healthcare. Her expertise areas include: executive coaching, formal assessment centers, training and development programs, 360- degree processes (e.g. PDI, DDI, CCL), organization effectiveness solutions, succession planning initiatives, change management processes, leadership development education and meeting design/facilitation. Prior to co-founding Enact Global Consulting, Pamela held internal leadership roles in a variety of organizations, including Levi Strauss & Co., Context Integration and PeopleSoft. As an external consultant, Pamela honed her consulting skills at Interaction Associates and Personnel Decisions International. By applying her business and line experiences in combination with her consulting expertise to real-world business challenges, Pamela brings an integrated approach to solving strategic issues facing her clients in today s turbulent environment. Pamela is currently enrolled as a doctoral student at Fielding Graduate University in the School of Human & Organization Development. She received her B.A. degree in Liberal Arts from Russell Sage College in New York and one M.A. degree in Human Development from Fielding Graduate University and another M.A. degree in Educational Psychology from Rhode Island College. She has participated in post-graduate work with National Training Lab in organizational development. She has also been an adjunct faculty member at the University of San Francisco and has also served as guest lecturer for SF State University and Golden Gate University. Some of my clients include Advent Software, The American Red Cross, Bio-Rad, Charles Schwab, Cisco Systems, The Clorox Company, Dolby Laboratories, Flextronics, Genentech, Kaiser Permanente, Nike, Silicon Valley Bank, Stanford Medical School, Wells Fargo, Williams Sonoma/Pottery Barn.