Trident MGT423 All Modules Discussions Latest 2020 JUNE

MGT423 Organizational Development and Change

Module 1 Discussion

Action Research and Organizational Development Videos

There are a huge number of individuals and firms who are out there selling their organizational development services. Take a look at videos and/or webpages of OD consultants and find a company or individual that really stands out in a good or bad way. Share the link to the video or webpage, and explain what made this particular consultant or consulting firm stand out to you. Also, discuss whether or not the material presented in the video or webpage seems to be consistent with what you read about in the background readings. For example, does this consultant seem to practice a form of action research or do they do something entirely different?

One consultant whose videos or webpage you may want to check out is Dr. Jeremy Lurey, as he is the author of one of your readings for this module and the CEO of Plus Delta Consulting. Take a look at one of his videos if you find one that looks interesting, and let your classmates know how the video is similar or different to his reading in the background materials.

 

MGT423 Organizational Development and Change

Module 2 Discussion

Gurus of Large Group Interventions

Sandra Janoff and Marvin Weisbord are the original developers of the Future Search method and are the founders of the Future Search Network. Corporations pay a lot of money for their services, but fortunately they have a few videos up on YouTube so you can get a taste of what kind of material they go through when giving a seminar. Find some videos from one or both of them and share the link to the video that you find the most useful.

owen-open space technologyHarrison Owen is the developer of Open Space Technology. He also has a few videos up on YouTube as well. Take a look at some of his videos and share the link to one that you found to be the most useful.

Answer the following questions concerning the videos on Future Search and Open Space:

Did the videos help you understand any of the concepts from the background readings? Be specific as to what concepts were covered in the videos that were also covered in the readings.

Was the video well organized and presented? Based on the video, are you surprised that Weisbord, Janoff, and Owen are successful consultants?

 

 

 

 

 

 

MGT423 Organizational Development and Change

Module 3 Discussion

Job Design and Job Crafting Surveys

For this discussion, you will be filling out some surveys based on the concepts of job redesign and job crafting. The job design survey is pretty simple, self-explanatory, and follows the five core job dimensions discussed in the background readings: http://www.nwlink.com/~donclark/leader/jobsurvey.html

The job crafting survey appears in a complicated article, but the survey is relatively straightforward and appears on page 177 of the article linked below. For each question, a “5” indicates strong agreement, a “4” means moderate agreement, a “3” means neutral, a “2” means mild disagreement, and a “1” means strong disagreement. There are four dimensions of job crafting on this survey. All of these dimensions have five questions, with the exception of “decreasing hindering job demands,” which has six questions. The total possible score on each dimension is either 25 or 30, depending on the number of questions: http://www.academia.edu/2796261/Development_and_validation_of_the_job_crafting_scale. You may also click the following link to access the Job Crafting Survey.

Report your scores on both surveys to your classmates and explain whether or not the results accurately describe your current job situation and the overall usefulness of each survey.

Also, discuss any practical implications that the results of each survey has on your organization. Do the results indicate that any specific job redesign or job crafting intervention should be done? Would you recommend either survey be used for a wider range of employees at your organization to assist in deciding on a job redesign or job crafting strategy?

 

MGT423 Organizational Development and Change

Module 4 Discussion

Appreciative Inquiry Interview Questions

Suppose your supervisor has asked you to lead an Appreciative Inquiry process and as a first step you need to conduct some interviews with your coworkers. Do a search on “Appreciative Inquiry Questions” or “Appreciative Inquiry Interview Questions” and find two or three questions that you think would work best for interviewing your coworkers.

For your first post, list the questions that you found and the links to the Web pages where you found the questions. Explain why you chose the questions and why you think they would work well with your coworkers. Don’t just use the first two Web pages that pop up when you do your search unless you really think these links provide the best questions.

Remember to follow up and comment on the posts of your classmates. For those of you who are brave or are especially interested in Appreciative Inquiry, try asking a coworker or two some of the questions that you found and see how they respond. Share your experiences with your classmates.

 

 

 

 

MGT423 Organizational Development and Change

Module 4 Reflective Discussion

Summary and Reflection

For this discussion, carefully reflect upon what you’ve learned both in this class and in your elective concentration. Many of you may be taking this class as a capstone for the management or leadership concentration so think about how this class builds upon prior classes that you’ve taken.

More specifically, answer the following questions in your first post:

What concepts from this class did you find the most useful or most likely to use for your career?

What concepts from prior management or leadership classes did this class reinforce the most?

After responding to the Reflective Discussion questions above, please complete an anonymous Course Evaluation Survey. Instructors are not able to view course evaluation reports until after the grade submission period is over. Thank you for your feedback.