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Organisation Development

Module description

This module introduces the techniques and practices of organisational development that form the organisation development pathway for the Senior People Professional apprenticeship. It explores ways in which organisations can develop by drawing on theories and models to understand how to maximise the potential of individual employees and to achieve overall organisational objectives. The module introduces the psychology of change and identifies methods of managing change. It investigates the complexity of organisations and introduces systems thinking. This module is of interest to anyone working in organisational development, with an interest in using a systematic approach to drive organisational performance.    

Module aims - intentions of the module

The module aims to:

• introduce learners to organisation development/design theories and principles
• develop learners’ understanding of organisational culture and behaviour
• explore the complexity of managing and influencing people to create change
• develop learners’ skills in identifying appropriate approaches for different organisations
• introduce learners to the essential elements of systems thinking
• provide learners with practical techniques, such as consultancy processes and diagnostic tools, to assist in developing organisations

Intended Learning Outcomes (ILOs)

ILO: Module-specific skills

On successfully completing the module you will be able to...

• 1. Critically discuss models and measures of culture and behaviour in organisational development (K13).
• 2. Assess organisation development theories, principles, models, tools, and interventions, including systems thinking (K15, K16).
• 3. Evaluate organisational design theories, principles, models, structures, good work design and job design (K14).

ILO: Discipline-specific skills

On successfully completing the module you will be able to...

• 4. Select and apply organisation development models, theories, principles, tools (including scenario planning), and measures to design and implement interventions to enable cultural development (S16, S18).
• 5. Explain the essential concepts of systems thinking and apply them to organisational development and design (S19).
• 6. Justify the selection of appropriate design theories, principles, models, structures, for good work design and job design (S17).

ILO: Personal and key skills

On successfully completing the module you will be able to...

• 7. Select and apply a range of consulting processes, styles and diagnostic tools appropriate to the role of the organisation development professional (S11, B6).

Syllabus plan

• Introduction to the theories and practices of organisation development and design
• The concept of systems thinking and seeing the organisation as a dynamic system of inter-relationships and dependencies (complexity)
• Consultancy skills and tools to evaluate and diagnose organisational development and design interventions.
• Evaluation of the impact of organisational development initiatives
• The psychology of change and change management; understanding the effects of change on people and how to manage it to ensure change is sustained
• Introduction to behavioural perspectives to understanding organisational development and the achievement of objectives.
• Influencing skills to impact organisational culture development and lead change; understanding organisational power dynamics
• How to get employees motivated to engage with change and meet their potential, including topics such as job design and good work.
• How the strategic aims of an organisation translate to employees through leadership, and the importance of leveraging leadership to achieve the organisation’s objectives. 
• Exploring major challenges facing organisations and organisational development?and how these may be tackled

Learning activities and teaching methods (given in hours of study time)

Details of learning activities and teaching methods

Formative assessment

Summative assessment (% of credit)

Details of summative assessment

Details of re-assessment (where required by referral or deferral)

Re-assessment notes

Deferral – if you miss an assessment for certificated reasons judged acceptable by the Mitigation Committee, you will normally be either deferred in the assessment or an extension may be granted. The mark given for a re-assessment taken as a result of deferral will not be capped and will be treated as it would be if it were your first attempt at the assessment.

Referral – if you have failed the module overall (i.e. a final overall module mark of less than 50%) you will be required to submit a further assessment as necessary. If you are successful on referral, your overall module mark will be capped at 50%.

Indicative learning resources - Basic reading

Cheung-Judge, M-Y. and HOLBECHE, L. (2021). Organization development: a practitioner's guide for OD and HR. 3rd ed. Kogan Page.

Hodges, J (2020) Organization Development,Bloomsbury Smith, P.E., Yellowley, W. and McLachlan, C.J. (2020). Organizational Behaviour: Managing People in Dynamic Organizations. ?Routledge. 

Van Nistelrooij, A. (2021).  Embracing Organisational Development and Change: An Interdisciplinary Approach Based on Social Constructionism, Systems Thinking, and Complexity Science. Springer.

Indicative learning resources - Web based and electronic resources

• The module will have a dedicated page available on ELE.

Indicative learning resources - Other resources

• As a student member of the Chartered Institute of Personnel and Development you will also have access to the entirety of the Institute's website, including all published research reports, archived articles from 'People Management', fact sheets, discussion papers and briefings.

Key words search

Learning and development; psychology of learning; coaching and mentoring cultures; organisational learning