Notes: * Planned change as a cyclic process * Research = guide to action * Action = Information = Research * Process requires considerable collaboration among interested parties * Problem focused change * Heavy emphasis on data gathering and diagnosis prior to action planning and implementation… and evaluation of results after action * Two focus areas * Help specific organizations implement planned change * Developing more general knowledge that can be applied to other settings * Main application is on planned change * Eight Steps 1. Problem identification * When problem(s) identified from higher level * Who is defining the problem? Is this the real problem? * What are the intentions behind the defined problem? * Who are the players? * What do they get out of the change project? * Is it genuine, political, or filler? 2. Consultation with Behavioural science expert * Appraisal of beliefs, assumptions, values to create understanding and level playing field * How do you identify/define competence of the OB expert? * How is alignment between OB expert and Business achieved? * Time requirements/limits to understand influences, positive and negative 3. Data gathering and preliminary diagnosis * Usually completed by OD practitioner * Gathering appropriate information and analysis * Root cause analysis * Four basic methods: 1. Interviews 2. Process observation 3. Questionnaires 4. Organizational performance data * OD competence? * What other methods of investigation may be used? * What are the problems with these techniques? 5. Interviews