AC1.1 Critically evaluate the theoretical basis of organisational design and development.
- Explore different schools of management thinking, referencing scientific management.
- Examine different schools of thought and practice surrounding organization development.
- Study behavioural science, social psychology, organizational psychology, motivation theory, and job design.
- Understand systems theory and application, learning theory, etc.
- Analyze organizational culture and values and how these are determined.
- Explore the definitional debate and the use of metaphors.
- Investigate new organizational paradigms.
- Understand the relationship of organization design and development with performance management.
- Explore evolving theories, such as organizational design and design thinking.
AC1.2 Examine the rationale for organisational design and development.
- Understand external, internal, and economic drivers.
- Analyze the context of change needs.
- Understand the move from informal to formal structure in growing organizations.
- Consider a broad view of organizational form, including strategy and structure.
- Recognize the collaborative economy and the need for agility.
AC1.3 Evaluate the value and impact of organisational design and development.
- Understand how design vs. development decisions may be reached.
- Understand how people practice strategies that can produce design and development outcomes.
- Establish organizational KPIs, goals, and success criteria.
- Utilize human impact and organizational people measures (e.g., retention, engagement).
- Gather feedback from customers and understand customer perception.
- Measure effectiveness and cost vs. benefit.
AC1.4 Evaluate key contextual variables and limitations that impact organisational design and development.
- Engage in horizon scanning.
- Analyze the impact of existing structure, size, geography, market dynamism, etc.
- Consider the nature of the business and organizational culture.
- Utilize data and data visualization.
AC1.5 Critically appraise the contribution of cross-functional activity and stakeholder management in organisational design and development.
- Identify stakeholders and their roles (partnership, sponsoring).
- Gain buy-in and contract with stakeholders.
- Develop, build, and maintain trust.
- Assign roles, accountability, and responsibility.
- Understand communication implications for people professionals.
- Create vertical and horizontal integration.
- Define different roles and responsibilities in design and development.
AC2.1 Critically evaluate the range of different organisational forms.
- Explore design options and how they are selected (e.g., whole system in the room).
- Understand the role of strategic planning and the predictability of structural outcomes.
- Recognize multiple/different structures within the same organization.
AC2.2 Critically discuss organisational design options within a given context.
- Analyze the strengths and limitations of organizational forms (flat, hierarchical, etc.).
- Consider small and large firms, MNCs, and different sectors.
- Understand the impact of local, regional, and national culture on design options.
AC2.3 Compare the different approaches to implementing organisational design options.
- Understand piloting and prioritizing.
- Implement a step-by-step transition process.
- Understand the influence of context on the approach.
- Evaluate and optimize the transition.
- Prepare a culture of change to support iterative optimization.
- Consider the speed of change and drivers of urgency.
AC2.4 Examine the implications of organisation design for the creation of high-performance work systems.
- Understand tensions between centralized control and devolved responsibility.
- Consider human responses to change and changed structures.
- Understand implications where rapid/radical redesign is needed.
- Understand the role of knowledge workers.
- Verify alignment with organizational aims and objectives.
AC3.1 Investigate different approaches to organisational development.
- Understand the feasibility and complexity of design strategies.
- Implement a multi-level organizational development strategy.
- Explore future-focused theories of OD.
AC3.2 Assess the impact that the drivers for change have on the choice of transformation strategies.
- Consider corporate reporting (e.g., pay gaps).
- Consider stakeholder, technological, socio-political, economic, legal, and environmental factors.
- Uphold ethical people practice.
- Understand how context influences specific modes of change.
AC3.3 Assess the value of sources of evidence and data that support organisational development choices.
- Utilize data visualization to gain support.
- Assess the quality and reliability of evidence and data.
- Decide which data to use and its source.
- Understand the strengths and criticisms of diagnostic tools.
- Utilize descriptive, diagnostic, predictive, and prescriptive analytics.
AC4.1 Discuss the challenges faced by practitioners when trying to adopt holistic approaches to organisational development.
- Understand what needs to change and why.
- Coordinate change at all levels (individual, group, departmental, strategic).
- Communicate change effectively to diverse groups.
- For background awareness: Understand background challenges.
- Analyze the strengths and limitations of change models (e.g., Kotter, Lewin).
- Address issues of parity when managing different types of change.
- Understand power, covert behavior, and emergent approaches to change.
AC4.2 Examine the affective, behavioural and cognitive reactions to organisational change.
- Critique models that predict resistance.
- Understand implications for employee experience, resilience, and readiness.
- Understand leading and managing change.
- Understand the role of positioning, messaging, engagement, and communication.
- Understand human factors of change (emotional/mental response).
AC4.3 Examine strategies for building employee engagement.
- Implement strategies for employee voice and involvement.
- Utilize consultants or in-house leaders.
- Employ tools and techniques (e.g., appreciative inquiry, dialogic approaches, design thinking).
AC4.4 Justify the skills and behaviours that influence successful implementation.
- Understand skills and behaviors needed by people professionals in OD.
- Recognize personal learning and development as key levers.
- Focus on self-awareness, coaching, mentoring, and supervision.
- Create a personal development plan for skills development.
- Emulate valued behaviors among OD professionals.
