Course Detail
Course Detail
Course Description
| Course | Code | Semester | T+P (Hour) | Credit | ECTS |
|---|---|---|---|---|---|
| ORGANIZATIONAL DEVELOPMENT | İKY3257270 | Spring Semester | 3+0 | 3 | 5 |
| Course Program |
| Prerequisites Courses | |
| Recommended Elective Courses |
| Language of Course | Turkish |
| Course Level | First Cycle (Bachelor's Degree) |
| Course Type | Required |
| Course Coordinator | Assoc.Prof. Pınar ACAR |
| Name of Lecturer(s) | Assoc.Prof. Candide ULUDAĞ |
| Assistant(s) | |
| Aim | The aim of the course is to teach methods of analyzing and diagnosing organizational problems in order to provide organizational change, and to gain experiential knowledge about intervention techniques at the level of individual, team and institution suitable for diagnosis. |
| Course Content | This course contains; Organizational Development and Basic Concepts,Organizational Development and Change Environment,Values and Ethical Principles of Organization Development,Understanding the Organization as a System: Individual, Team, and Organization,Contract and Data Collection Process in Organizational Development,Diagnosis and Feedback Process in Organizational Development,Individual-based Intervention Techniques,Team-based Intervention Techniques -1,Team-based Intervention Techniques -1,Structural Interventions,Organizational Structural Design,Cultural Transformation Strategies,Organizational Development Competencies,Causes of Failed Organizational Change. |
| Course Learning Outcomes | Teaching Methods | Assessment Methods |
| 1. Will be able to define organizational change process. | 16, 9 | A |
| 1.1. List the external and internal reasons that force the organization to change. | ||
| 1.2. Explain the historical development of organizational development. | ||
| 1.3. Lists the core values and ethical principles of organizational development. | ||
| 2. Will be able to explain the seven stages of organizational development. | 16, 9 | A |
| 2.1. Knows organizational development approaches. | ||
| 2.2. Understands what to do at the stages of entering, contracting and data collection. | ||
| 2.3. Comprehends the features of diagnosis, feedback and implementation stages. | ||
| 3. Will be able to explain individual level intervention techniques. | 16, 9 | A |
| 3.1. Recognizes the resistances and assumptions that may arise at the individual level. | ||
| 3.2. Knows the tools and evaluations used in personal intervention. | ||
| 3.3. Explain the characteristics and differences of coaching and mentoring. | ||
| 4. Will be able to explain team level intervention techniques. | 16, 9 | A |
| 4.1. Understands Tuckman's stages of team of forming, storming, performing, and adjourning. | ||
| 4.2. Lists the factors of positivity and productivity of a high-performing team. | ||
| 4.3. Knows the problems and solutions encountered in the development stages of the team. | ||
| 5. Will be able to explain the intervention techniques at the organizational level. | 16, 9 | A |
| 5.1. Evaluate the organizational culture. | ||
| 5.2. Knows organizational structures and explains the characteristics of organizational design. | ||
| 6. To be able to evaluate the outputs of organizational development and change processes. | 16, 9 | A |
| 6.1. Explains how to sustain change after intervention. | ||
| 6.2. S/he knows how to end the deal after the intervention |
| Teaching Methods: | 16: Question - Answer Technique, 9: Lecture Method |
| Assessment Methods: | A: Traditional Written Exam |
Course Outline
| Order | Subjects | Preliminary Work |
|---|---|---|
| 1 | Organizational Development and Basic Concepts | |
| 2 | Organizational Development and Change Environment | |
| 3 | Values and Ethical Principles of Organization Development | |
| 4 | Understanding the Organization as a System: Individual, Team, and Organization | |
| 5 | Contract and Data Collection Process in Organizational Development | |
| 6 | Diagnosis and Feedback Process in Organizational Development | |
| 7 | Individual-based Intervention Techniques | |
| 8 | Team-based Intervention Techniques -1 | |
| 9 | Team-based Intervention Techniques -1 | |
| 10 | Structural Interventions | |
| 11 | Organizational Structural Design | |
| 12 | Cultural Transformation Strategies | |
| 13 | Organizational Development Competencies | |
| 14 | Causes of Failed Organizational Change |
| Resources |
| Donald L. Anderson, Örgüt Geliştirme, Nobel Akademik Yayıncılık, 2017 |
| 1. Ömer Dinçer, Örgüt Geliştirme: Teori, Uygulama ve Teknikleri, Alfa Basım Yayım Dağıtım, 2008. 2. Peter Senge, 5. Disiplin, Yapı Kredi Yayınları, 16. ed., 2016. |
Course Contribution to Program Qualifications
| Course Contribution to Program Qualifications | |||||||
| No | Program Qualification | Contribution Level | |||||
| 1 | 2 | 3 | 4 | 5 | |||
| 1 | Defines the theoretical issues in the field of HRM. | X | |||||
| 2 | Describes the necessary quantitative and statistical methods in the field of HRM. | X | |||||
| 3 | Uses at least one computer program in the field of HRM. | ||||||
| 4 | Sustains proficiency in a foreign language required in HRM. | ||||||
| 5 | Prepares HR projects and leads teams. | X | |||||
| 6 | Constantly updates himself / herself by following developments in science and technology with an understanding of the importance of lifelong learning through critically evaluating the knowledge and skills that s/he has got. | X | |||||
| 7 | Uses theoretical and practical expertise in the field of HRM. | X | |||||
| 8 | Follows up-to-date technology using a foreign language at least A1 level, holds verbal / written communication skills. | ||||||
| 9 | Adopts organizational / institutional and social ethical values. | X | |||||
| 10 | Within the framework of community involvement, adopts social responsibility principles and takes initiative when necessary. | ||||||
| 11 | Uses and analyses basic facts and data in various disciplines (economics, finance, sociology, law, business) in order to conduct interdisciplinary studies. | ||||||
| 12 | Have the necessary skills to ascertain person-job fit and person-organization fit. | X | |||||
| 13 | Have enough knowledge to put forward some ideas in all business functions and have aptitude to collaborate with other departments. | X | |||||
Assessment Methods
| Contribution Level | Absolute Evaluation | |
| Rate of Midterm Exam to Success | 40 | |
| Rate of Final Exam to Success | 60 | |
| Total | 100 | |
| ECTS / Workload Table | ||||||
| Activities | Number of | Duration(Hour) | Total Workload(Hour) | |||
| Course Hours | 14 | 3 | 42 | |||
| Guided Problem Solving | 14 | 1 | 14 | |||
| Resolution of Homework Problems and Submission as a Report | 2 | 10 | 20 | |||
| Term Project | 14 | 2 | 28 | |||
| Presentation of Project / Seminar | 3 | 2 | 6 | |||
| Quiz | 0 | 0 | 0 | |||
| Midterm Exam | 2 | 10 | 20 | |||
| General Exam | 1 | 10 | 10 | |||
| Performance Task, Maintenance Plan | 1 | 10 | 10 | |||
| Total Workload(Hour) | 150 | |||||
| Dersin AKTS Kredisi = Toplam İş Yükü (Saat)/30*=(150/30) | 5 | |||||
| ECTS of the course: 30 hours of work is counted as 1 ECTS credit. | ||||||
Detail Informations of the Course
Course Description
| Course | Code | Semester | T+P (Hour) | Credit | ECTS |
|---|---|---|---|---|---|
| ORGANIZATIONAL DEVELOPMENT | İKY3257270 | Spring Semester | 3+0 | 3 | 5 |
| Course Program |
| Prerequisites Courses | |
| Recommended Elective Courses |
| Language of Course | Turkish |
| Course Level | First Cycle (Bachelor's Degree) |
| Course Type | Required |
| Course Coordinator | Assoc.Prof. Pınar ACAR |
| Name of Lecturer(s) | Assoc.Prof. Candide ULUDAĞ |
| Assistant(s) | |
| Aim | The aim of the course is to teach methods of analyzing and diagnosing organizational problems in order to provide organizational change, and to gain experiential knowledge about intervention techniques at the level of individual, team and institution suitable for diagnosis. |
| Course Content | This course contains; Organizational Development and Basic Concepts,Organizational Development and Change Environment,Values and Ethical Principles of Organization Development,Understanding the Organization as a System: Individual, Team, and Organization,Contract and Data Collection Process in Organizational Development,Diagnosis and Feedback Process in Organizational Development,Individual-based Intervention Techniques,Team-based Intervention Techniques -1,Team-based Intervention Techniques -1,Structural Interventions,Organizational Structural Design,Cultural Transformation Strategies,Organizational Development Competencies,Causes of Failed Organizational Change. |
| Course Learning Outcomes | Teaching Methods | Assessment Methods |
| 1. Will be able to define organizational change process. | 16, 9 | A |
| 1.1. List the external and internal reasons that force the organization to change. | ||
| 1.2. Explain the historical development of organizational development. | ||
| 1.3. Lists the core values and ethical principles of organizational development. | ||
| 2. Will be able to explain the seven stages of organizational development. | 16, 9 | A |
| 2.1. Knows organizational development approaches. | ||
| 2.2. Understands what to do at the stages of entering, contracting and data collection. | ||
| 2.3. Comprehends the features of diagnosis, feedback and implementation stages. | ||
| 3. Will be able to explain individual level intervention techniques. | 16, 9 | A |
| 3.1. Recognizes the resistances and assumptions that may arise at the individual level. | ||
| 3.2. Knows the tools and evaluations used in personal intervention. | ||
| 3.3. Explain the characteristics and differences of coaching and mentoring. | ||
| 4. Will be able to explain team level intervention techniques. | 16, 9 | A |
| 4.1. Understands Tuckman's stages of team of forming, storming, performing, and adjourning. | ||
| 4.2. Lists the factors of positivity and productivity of a high-performing team. | ||
| 4.3. Knows the problems and solutions encountered in the development stages of the team. | ||
| 5. Will be able to explain the intervention techniques at the organizational level. | 16, 9 | A |
| 5.1. Evaluate the organizational culture. | ||
| 5.2. Knows organizational structures and explains the characteristics of organizational design. | ||
| 6. To be able to evaluate the outputs of organizational development and change processes. | 16, 9 | A |
| 6.1. Explains how to sustain change after intervention. | ||
| 6.2. S/he knows how to end the deal after the intervention |
| Teaching Methods: | 16: Question - Answer Technique, 9: Lecture Method |
| Assessment Methods: | A: Traditional Written Exam |
Course Outline
| Order | Subjects | Preliminary Work |
|---|---|---|
| 1 | Organizational Development and Basic Concepts | |
| 2 | Organizational Development and Change Environment | |
| 3 | Values and Ethical Principles of Organization Development | |
| 4 | Understanding the Organization as a System: Individual, Team, and Organization | |
| 5 | Contract and Data Collection Process in Organizational Development | |
| 6 | Diagnosis and Feedback Process in Organizational Development | |
| 7 | Individual-based Intervention Techniques | |
| 8 | Team-based Intervention Techniques -1 | |
| 9 | Team-based Intervention Techniques -1 | |
| 10 | Structural Interventions | |
| 11 | Organizational Structural Design | |
| 12 | Cultural Transformation Strategies | |
| 13 | Organizational Development Competencies | |
| 14 | Causes of Failed Organizational Change |
| Resources |
| Donald L. Anderson, Örgüt Geliştirme, Nobel Akademik Yayıncılık, 2017 |
| 1. Ömer Dinçer, Örgüt Geliştirme: Teori, Uygulama ve Teknikleri, Alfa Basım Yayım Dağıtım, 2008. 2. Peter Senge, 5. Disiplin, Yapı Kredi Yayınları, 16. ed., 2016. |
Course Contribution to Program Qualifications
| Course Contribution to Program Qualifications | |||||||
| No | Program Qualification | Contribution Level | |||||
| 1 | 2 | 3 | 4 | 5 | |||
| 1 | Defines the theoretical issues in the field of HRM. | X | |||||
| 2 | Describes the necessary quantitative and statistical methods in the field of HRM. | X | |||||
| 3 | Uses at least one computer program in the field of HRM. | ||||||
| 4 | Sustains proficiency in a foreign language required in HRM. | ||||||
| 5 | Prepares HR projects and leads teams. | X | |||||
| 6 | Constantly updates himself / herself by following developments in science and technology with an understanding of the importance of lifelong learning through critically evaluating the knowledge and skills that s/he has got. | X | |||||
| 7 | Uses theoretical and practical expertise in the field of HRM. | X | |||||
| 8 | Follows up-to-date technology using a foreign language at least A1 level, holds verbal / written communication skills. | ||||||
| 9 | Adopts organizational / institutional and social ethical values. | X | |||||
| 10 | Within the framework of community involvement, adopts social responsibility principles and takes initiative when necessary. | ||||||
| 11 | Uses and analyses basic facts and data in various disciplines (economics, finance, sociology, law, business) in order to conduct interdisciplinary studies. | ||||||
| 12 | Have the necessary skills to ascertain person-job fit and person-organization fit. | X | |||||
| 13 | Have enough knowledge to put forward some ideas in all business functions and have aptitude to collaborate with other departments. | X | |||||
Assessment Methods
| Contribution Level | Absolute Evaluation | |
| Rate of Midterm Exam to Success | 40 | |
| Rate of Final Exam to Success | 60 | |
| Total | 100 | |