Welcome to

MBA-MGT6255:

Organization Development & Change

Professor DR. AAHAD M. OSMAN-GANI,

MBA, MA, PhD (USA)

Department of Business Administration

Kulliayyah of Economics & Management Sciences

REQUIRED Texts:

Organization Development and Change(10th Edition)

2015. By Cummings, T.G. & Worley, C.G. (C & W). Ohio. USA:
Cengage Learning

Human Resource Development in Malaysia (2012). By

Islam, M. & Osman-Gani, AAhad M. K.L.-Singapore: Pearson Publishing
ADDITIONAL REFERENCES: (see course outline)
JOURNALS: (see course outline)

WEBSITES: (Use any search engine to identify OD professional

society, scholarly association, & specific organization)
See Internet Resources mentioned in the textbook chapters.

AAhad

Class Participation+Tazkirah
(5%) and Case Analysis (15%):
Applied OD Project: (Report &
Presentation)

= 20%
= 25%

Mid-Term Examination

= 15%

Final Examination

= 40%

TOTAL:

= 100%
3

Case Analysis & Presentation

Identify the major problem/issue and the related minor
problems/issues

List all the possible courses of actions/alternatives

to address the identified problems/issues
Evaluate each of the alternatives /courses of actions
(pros & cons)
Recommend the best possible courses of action(s) /
solution(s), and the implementation procedures

Mention the possible implications of

implementing the recommended courses of
actions.
(c) AAhad

Applied OCD Project

Case Study of Change Mgt in a Dynamic Organization
Identify a dynamic organization, preferably an MNC or large local
company/org. (needs approval of the Professor): Due by 4th week
Study the organization- nature of business, customers/clients, financial
performance, social contributions, organization structure, management
system, changes experienced, consultants usedetc.
Develop interview schedule/questions (based on text &literature review)
for: (a) change agents/OD consultants, (b) HR director/managers, (c)
employees, (d) customers/clients, (e) Org. leaders.
Conduct interviews with: (a) Org. leader (CEO, MD/GM), (b) change
agents/OD consultants, (c)HR director/managers, (d) selected employees,
(e) customers/clients, suppliers of the organization
Analyze, synthesize the collected information, and Identify a major
Change Management Project that the org. experienced/experiencing
As an OD Consultant, review what went well, and reflect on what could
have been done better, and give your recommendations for improvements!
Develop an exhaustive project report for your client: (Due by 11th week)
(c) AAhad

 Change is the drive for progress via

adaptability, experimentation, trial and

error, opportunistic thinking and fast action
Changes can be:
Planned or, Unplanned (Proactive or,
Reactive)
Radical or, Incremental
Institutionalized or, Ad-hoc
Systemic or, Localized

Contributions to the Field of OD: HRD,

Management, Psychology, Sociology, & others
(c) AAhad

1-6

Changes in:
Organization, Human Behavior
Performance, leading to Indiv. &
Org. Development!

Performance Vs Behavior?

(c) AAhad

1-7

 AAhad

Burkes Definition of OD
OD is a planned process of change in
an organizations culture through the
utilization of behavioral science
technology, research, and theory.

(c) AAhad

1-9

Frenchs Definition of OD
OD refers to a long-range effort to
improve an organizations problem-solving
capabilities and its ability to cope with
changes in its external environment with
the help of external or internal behavioralscientist consultants.

(c) AAhad

1-10

Beckhards Definition of OD
OD is an effort (1) planned, (2)
organization-wide, and (3) managed from
the top, to (4) increase organization
effectiveness and health through (5)
planned interventions in the organizations
processes, using behavioral science
knowledge.
(c) AAhad

1-11

Beers Definition of OD
OD is a system-wide process of data collection,
diagnosis, action planning, intervention, and
evaluation aimed at: (1) enhancing congruence
between organizational structure, process, strategy,
people, and culture; (2) developing new and creative
organizational solutions; and (3) developing the
organizations self-renewing capacity. It occurs
through collaboration of organizational members
working with a change agent using behavioral science
theory, research, and technology.
(c) AAhad

1-12

Organization Development is...

a system wide application and transfer of
behavioral science knowledge to the
planned development, improvement, and
reinforcement of the strategies,
structures, and processes that lead to
organization effectiveness.

(c) AAhad

1-13

Growth & Relevance of OD

Three Major Trends Shaping Change:
Globalization:

Global economic, political, social, health, environmental

issues

Infocomm Technology:

E-commerce, E-learning, Social networking, Search

engines.

Managerial Innovation:

New organizational forms, Mergers & Acquisitions,

Strategic Alliances, FWA, QWL, .

(c) AAhad

1-14

Five Stems of OD Practice

Laboratory Training (NTL)

Current Practice

Action Research/Survey Feedback

Normative Approaches
Quality of Work Life
Strategic Change
1950

1960

1970
(c) AAhad

1980

1990

2000

Today
1-15

Short History & Evolution of OD

NTL (Training Lab):
T-Group (unstructured learning process through personal
interactions). Training workshop, discuss problems, feedback
Action Research:
Collection of survey data, Analyze for causes of problems, feedback
to client, action planning & implementation
Normative Background:
Human relations approach, Participative management:

Exploitive authoritative systems, Benevolent authoritative systems,

Consultative systems, Participative group systems
Black & Moutons Managerial Grid

Productivity & QWL:

1st phase: Developed work designs integrating technology & people,

later Theory-Z, Quality circle, .

2nd phase: Employee Involvement (Empowerment), TQM, Six sigma

Strategic Change:
Open Systems Planning: Org. Mission- Env. Demand-Org.
Response, Performance Improvement- Change agents
(multidisciplinary skills)
(c) AAhad

1-16

See you next week!