Registry
Module Specifications
Current Academic Year 2012 - 2013
Please note that this information is subject to change.
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| Description | |||||||||||||||||||||||||||||||||||||||||
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The purpose of this module is to examine and critically assess a number of change models, approaches and methodologies that set out to explain the management of change in an organizational context. The course provides change frameworks and tools for introducing and sustaining organizational change and provides opportunities to apply the material in different change situations. Topics include diagnosis, initiation, implementation and institutionalization of change in various change contexts. The course is organized around readings, discussions, cases, lectures and multi-media material. It not only provides an awareness of the challenges of organisational change, but also put a particular emphasis on the role of HRM in effecting organisational change. | |||||||||||||||||||||||||||||||||||||||||
| Learning Outcomes | |||||||||||||||||||||||||||||||||||||||||
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1. Explain the nature of generic, individual, and organisational change processes 2. Critique different change paradigms and concepts of change, as well as different change management models 3. Evaluate the probable impact of known change practices on individual, group and organisational level 4. Interpret change theory and research in an organisational context 5. Apply change theories, concepts and methods in an organisational context | |||||||||||||||||||||||||||||||||||||||||
All module information is indicative and subject to change. For further information,students are advised to refer to the University's Marks and Standards and Programme Specific Regulations at: http://www.dcu.ie/registry/examinations/index.shtml |
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| Indicative Content and Learning Activities | |||||||||||||||||||||||||||||||||||||||||
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The changing context of change and chnage paradigms. This section examines what is meant by organizational change and the reasons why it happens. It recognizes the fact that organizational life is influenced by many factors, mainly those originating outside the organization. It essentially argues that the context of change is dynamic and should therefore be considered anew with every change initiative.. Implementing change. This section explores the formal and informal aspects of organizational life that influence the process of change and within which change happens. It also concentrates on different change models, approaches and methodologies. The experience of change and organizational change. This section investigates the subjective experience of change by employees and organizations and the impact of change.. Leading change. The role of leadership in the change process is discussed as well as applicable leadership models and approaches that can be applied in the facilitation of change.. | |||||||||||||||||||||||||||||||||||||||||
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