Managing Change
Organizational Assessment
Module Introduction
The way an organization transforms its resources into results through work processes or organizational systems. These systems are subject to all sorts of influence from within and outside the organization. Organizations are open systems, i.e., they are constantly both influenced by and trying to influence external forces. In this dynamic context—the institutional environment—organizations and the groups that comprise them, are constantly trying to adapt, survive, perform and influence. Organizations seek to understand what to change and influence to improve their ability to perform. Organizations usually conduct self-assessments to better understand their own performance and to address their strategic issues and thus, ultimately, to improve their performance. Organizational self-assessment is often used as a diagnostic, or a starting point, for organizations implementing an internal change or strategic planning process, or both. It can also be used as a way to engage in dialogue with other stakeholders, such as the Board of Directors or donor agencies.
Organizational self-assessment refers to an approach to organizational diagnosis in which the organization has some measure of control over the assessment. The degrees of control range from assessments controlled entirely by the organization to those commissioned by an entity external to the organization but in which the organization fully participates and owns the results. Systematic diagnosis is an important part of this process, and there are many ways to conduct such an organizational examination.
The training program is aimed at developing an understanding of the scope, methods and process of conducting organizational self-assessment either to conduct a full-scale assessment to identify issues for strategic planning or conduct a problem-based assessment to identify solutions or issues for strategic planning.
Learning Objectives
By the end of the module, you should be able to:
- Understand the need for organizational assessment
- Understand approaches to organizational self-assessment
- Understand the preparations for organizational self-assessment
- Understand the stakeholders for organizational self-assessment
- Understand the framework of organizational self-assessment
- Understand the data collection methods for organizational self-assessment
- Understand the methods of analysis for organizational self-assessment
- Understand the methods of communicating the results of self-assessment
- Perform the assessment of organizational performance
- Perform the assessment of the organizational external environment
- Perform the assessment of organizational motivation
- Perform the assessment of organizational capability
Individual Outcomes
Participants would be able to understand the need, scope, methods and process of conducting organizational self-assessment covering the aspects of organizational environment, organizational performance, organizational motivation and organizational capacity to enable the organization to make strategic decisions, program decisions, financial decisions or people decisions.
Organizational Outcomes
The organization would build internal capabilities for conducting self-assessment of its environment, performance, motivation and capacities to aid decision-making in the areas of strategy, programs, finances and people.
Change Management
Module Introduction
Change is constant in organizations. The external and internal environments of organizations always change. It is, therefore, imperative that organizations must recognize, plan for, and adapt to change in order to survive and be effective. Organizational change involves some form of planned alteration of organizational components to improve the effectiveness of the organization. Organizations are systems with various sub-systems and components. Any change in one subsystem or component of the organization could have an impact on other subsystems and components. Any change in the environment of the organization necessitates a need to re-align one or more sub-systems or components of the organization. Both instances necessitate a change management initiative. The factors involved in organizational change often pertain to human resources practices, culture, structure, technology and operational processes that underlie all sub-systems and components of the organization. Organizational change management is a process involving specific steps to develop, implement, and institutionalize change and methods to introduce, facilitate, actualize, and reinforce change.
The training program is aimed at developing capabilities for managing any organizational change initiative.
Learning Objectives
By the end of the module, you should be able to:
- Understand the need for organizational change
- Understand the role of managers in organizational change
- Understand the factors that trigger organizational change
- Understand diagnostic models for planning organizational change
- Understand the approaches to managing organizational change
- Understand the approaches to managing resistance to change
- Understand the approaches to communicate organizational change
- Apply the methods of introducing planned organizational change
Individual Outcomes
Participants would be able to develop knowledge and skills in introducing planned organizational change.
Organizational Outcomes
Organizations would develop capabilities for responding to the vulnerable, complex, uncertain and ambiguous external environment and build capabilities to enhance organizational performance through planned change initiatives.
Organizational Culture
Module Introduction
Organizational culture refers to a system of shared assumptions, values, and beliefs that help individuals understand what appropriate and inappropriate behaviour is. Cultures can be a source of competitive advantage or liability for an organization. Strong organizational cultures can be an enabling or constraining mechanism for organizations. Organizational culture may be related to increased performance as well as an effective control mechanism for directing employee behavior.
Organizational culture has an immense impact on employee engagement, productivity, performance, and overall experience. Understanding the nuances of organizational culture can empower you to improve overall organizational performance. Though only a small part of the culture is reflected above the surface for people to perceive it, the deeper values and beliefs can have a profound effect on driving the organization towards success.
The training program is aimed at developing knowledge in understanding and managing organizational culture as an aid to improving individual and organizational performance.
Learning Objectives
By the end of the module, you should be able to:
- Understand the attributes of an organizational culture
- Understand the functions and impact of organizational culture at individual and organizational levels
- Understand frameworks for characterizing organizational culture (Hofstede and Organizational Cultural Profile)
- Understanding how organizational culture is created
- Understanding how organizational culture is sustained
Individual Outcomes
Individuals would be able to create, manage and change organizational culture as enablers of an individual, group and organizational performance.
Organizational Outcomes
Organizations would be able to build enabling cultures that enhance individual, group and organizational performance.