Organization Development Courses
Explores the relationships among individuals, groups, organizations, and society within the context of a globalized, ever-changing world. A dynamic, holistic, systems approach frames the examination of individual behavior, interpersonal relationships, and organizational processes, structures, and cultures with emphasis on the interdependencies that impact organizational functioning.
Investigates the nature of change, forces for change, and the impact of change on its recipients. Students are introduced to the history and practice of organization development with respect to change efforts in organizations as they examine their own roles and skill sets as leaders of change.
Introduces research methods, qualitative and quantitative and statistical methods relevant to the practice of OD. Emphasis is on applied research methods and statistical techniques used in developing research studies and performing data analyses.
Reviews emerging issues and topics in the field of organization development. The course focuses on the values and ethics underlying OD as applied to practice, and the essential skills for the OD practitioner, including entering, contracting, developing client capability, and managing unplanned events in the change process.
Focuses on the design and implementation of various organizational interventions. Students learn to choose between, and then design, appropriate interventions to move an organization from a current to a desired future state. Prerequisite: concurrent OD 633
Incorporates the Balanced Scorecard in the development and evaluation of change initiatives in organizations. Four questions: (1) How do customers see us?; (2) What must we excel at?; (3) Can we continue to improve and create value?; and (4) How do we look to stakeholders/shareholders form the foundation for studying critical organizational goals and metrics for effecting change.
Examines theories of group process and team dynamics, as well as practical techniques for facilitating productivity as a team member or outside facilitator. Topics include group formation and structure, cohesion, power, conflict and negotiation, and decision-making
Explores the relationships among individuals, groups, organizations, and society within the context of a globalized and ever-changing world. A dynamic, holistic, systems approach frames the examination of individual behavior, interpersonal relationships, and organizational processes, structures, and cultures with emphasis on the interdependencies that impact organizational functioning. Students reflect on their competence as leaders in the Jesuit tradition of service to others and respect for diverse ideas and backgrounds.
Investigates the nature of change, forces for change, and the impact of change on its recipients. Introduces students to the practice of organization development with respect to change efforts in organizations as they examine their own roles and skill sets as change agents.
Focuses on how people's behavior is influenced by others in organizational settings. Relates previous studies of motivation, attitudes, politics, decision-making and culture to productive, creative, and ethical actions in order to better understand how people shape the environment in which they work.
Develops skills in person-to-person negotiations in which the stakes are high, people have different points of view, and strong emotions often support these views. This course is skills-based, experiential and participatory in nature.
Introduces research methods - qualitative and quantitative - relevant to the practice of OD. Emphasis is on applied research methods used in developing research studies and performing data analyses.
Integrates research methods and the statistical, accounting and financial information leaders and managers rely on as they consider the viability of change initiatives. Focuses on the budgeting and strategic processes so that managers can make decisions to ensure the organization's long-term viability.
Reviews the consulting process, especially with respect to organization development. Focuses on the values and ethics underlying the consulting practice, and the essential skills for a consultant, including entering, contracting, developing client capability, and managing unplanned events in the change process.
Examines theories of group process and team dynamics, as well as practical techniques for facilitating productivity as a team member or outside facilitator. Topics include team formation and structure, cohesion, power, conflict, and decision-making.
Stresses the design and implementation of various organizational interventions by applying the diagnosis-intervention-evaluation process. Students learn to choose between, and then design, appropriate interventions to transform an organization from a current state to a desired future state.
Engages students in the critique of contemporary leadership theory and practice through personal reflection, assessment and feedback, and case analysis. Students are challenged to develop their own voices as leaders of change by integrating leadership with such topics as ethics, cultural and generational influences, coaching, and complexity science.
Requires a diagnostic and data-based approach to conducting an applied research project within an existing organization. Students analyze an organization's current state and recommend strategies for change.
Requires a diagnostic and data-based approach to conducting an applied research project within an existing organization. Students analyze an organization's current state and recommend strategies for change.
By special arrangement.
By special arrangement.
