ISLA IPGT 5961

Change Management

• ApresentaçãoPresentation

  This Course Unit aims to: (1) Understand the meaning and implications of the concept of change within organizations, (2) Understand change as inevitable in today's world and in business, (3) Fit the model of strategic change with human resource management, (4) Analyze and discuss change management models, (5) Provide an understanding of the causes and resistance to change, through the promotion and discussion of practical cases, expanding the manager's perspective, (6) Clarify the various dimensions of change, impact and future consequences.
• ProgramaProgramme

  Organizational Change Concept; Impact on the Organization Different Scope Images; Historical context; Uncertain future; Resistance to change.   Change Process Causes; Environmental Turbulence; Change Predictable; Diagnose Change Situations; Types and Change Processes: Technology, Dialectic; Life cycle; Evolutionist; Steps and Common Errors; Manage the Context Change; Environment Support and Coaching.   Perspectives on Organizational Change Organizational Structure Change; Change Culture; Change Policy; Leadership; Strategy Influence; How to Implement Strategy; The Different Paths for Change; Empowerment; The Control.   Strategies for Change Management System Model Hard; Situations and Systematic Approaches; Model Updates and Applications; Managing change in complex situations.   Organizational Development Philosophy and Assumptions; Organizational Development Process; The Action Model; The Evaluation Model for Change.
• ObjectivosObjectives

  The program designed for this discipline aims to achieve the following result in terms of skills: Professional knowledge - Adhere to change, recognizing its advantages and promoting the necessary adjustments; seek the information necessary for a well-informed decision; Organization - Evaluate the differentiation of strategies used by successful companies with regard to people management; Acting in accordance with the company's strategy, objectives and targets to be achieved; Coordination - Set objectives, establish priorities and make decisions based on cost-benefit analysis; Identify and act quickly through a complex problem, presenting adapted solutions; Management - Define goals that imply added value for the company, work priorities according to the company's objectives; adjusted training plans.
• BibliografiaBibliography

  Câmara, Pedro B., Paulo Guerra e Joaquim Rodrigues (2013). Humanator XXI ¿ Recursos Humanos e Sucesso Empresarial . Lisboa: Publicações Dom Quixote. Cunha, M. P., Fonseca, J. M. & Gonçalves, F. (2001). Empresas, Caos e Complexidade. Gerindo à beira de um ataque de nervos. Lisboa: RH Editora. Drucker, Peter. (1993). Sociedade Pós-Capitalista. Lisboa: Actual Editora. Ferreira, A. I., & Martinez, L.F. (2013). Manual de Diagnóstico e Mudança Organizacional . Lisboa: RH Editora. Kotter, JP. & Cohen, D.S. (2012). The heat of change: Real-life stories of how people change their organizations . Boston: Harvard Business Press. Rego, A. &. (2004). Comprometimento organizacional em organizações autentizóticas:. Um estudo luso - basileiro de administração de empresas. Senge, Peter et. al. (1999). The Dance of Change. The Challenges of Sustaining Momentum in learning organization: London: Nicholas Brealey Publishing. Wood, Jr. Thomas. (2004). Mudança Organizacional. São Paulo: Editora Atlas.  
• MetodologiaMethodology

  The Curricular Unit is structured to allow learning in three stages: (1) Theoretical presentation, (2) individual reading, study and analysis, (3) Discussion in teams to carry out projects related to the program. Teaching Method: Theoretical classes of matter (expository and interrogative) and presentations and discussions by students (an active and participatory) Case study.
• LínguaLanguage

  Português
• TipoType

  Semestral
• ECTS

  7
• NaturezaNature

  Mandatory
• EstágioInternship

  Não