The problem of organizational development and organizational changes managing has recently become increasingly important. A modern Manager must be able to manage these processes, with due regard to the situation and predicting the future, and it is possible only by comprehending the psychology of individuals and groups, being able to create a shared vision of the future with the staff, prevent resistance to changes, and be able to choose the necessary strategy and model for implementing organizational changes.
This course is intended for the formation and development of master students' skills to analyze the situation of changes, assess the need for changes, plan the process of changes in the organization and manage the implementation of planned changes. The course includes case-problems based on the activities of different enterprises, management situations, which allow you to make management decisions based on system and situational approaches.
A graduate who has mastered the discipline must have the following competencies:
PC-1 ability to manage organizations, departments, groups (teams) of employees, projects and networks
PC-2 ability to develop corporate strategy, organizational development and change programs and ensure their implementation
PC-4 is able to use quantitative and qualitative methods for conducting applied research and managing business processes, and prepare analytical materials based on the results of their application.
Graduate who has mastered the discipline:
Need to know:
1. Models of change management
2. Ways of overcoming resistance to change
3. cornerstones of the Adizes management methodology;
4. concepts of 'organization life cycle', 'organizational roles', 'organizational styles', 'mutual trust and respect', CAPI, etc.
diagnose any organization: identify and prioritize its problems and opportunities;
create a very effective decision-making structure that addresses priority issues and development issues;
to optimize the implementation of the decisions while minimizing resistance and destructive conflict.
Must be able to:
predict future challenges and opportunities;
make change initiatives understandable and supported by everyone in the organization affected by them;
implement critical changes with high speed and accuracy;
create an atmosphere of mutual trust and respect;
avoid a destructive conflict by actually turning it into a constructive force.
This discipline (module) is included in the variable part "B1.B.03" of the main professional educational master program 38.04.02 "Management (General and strategic management)". It is mastered in the 1st year in the 2nd semester.
The total labor intensity of the discipline is 6 credit units(s).
Contact work - 28 hours( s), including lectures - 10 hours(s), practical classes - 18 hours(s),
Form of control: exam in the 2nd semester.
The main topics:
1. Introduction to the course. What is management. Functional approach to management.
2. The principles of change management
3. Models of change management
4. How a company grows, ages, and dies. Life cycles of organizations
5. How to manage the organization's lifecycle
The Author of the Course: Tatiana F. Palei, professor, Doctor of Science, Head of the General Management Department (Kazan Federal University, Russia).
The Course is based on the Methodology of I.C. Adizes, J. Kotter mostly, also different other change management models are used here.
- Преподаватель: Татьяна Палей