最新糖心Vlog

Location: Room 10.35 10, Pulteney Street
Telephone: 61 8 83138332
Email: dr.chris.smith@adelaide.edu.au
Course website:

First Intensive:
Date	0900 – 1000	1000 – 1200	1300 – 1500	1500 – 1700
6 March 2017		Lecture	Tutorial	Consultation
7 March 2017	Consultation	Lecture	Tutorial	Consultation
8 March 2017	Consultation	Consultation	Consultation	Consultation
9 March 2017	Consultation	Lecture	Tutorial	Consultation
10 March 2017	Consultation	Lecture	Tutorial	Consultation

 

Second Intensive:
Date	0900 - 1000	1000 -1200	1300 - 1500	1500 -1700
10 April 2017		Lecture	Tutorial	Consultation
11 April 2017	Consultation	Lecture	Tutorial	Consultation
12 April 2017	Consulation	Consulation	Consultation	Consultation
14 April 2017	Consultation	Lecture	Tutorial	Consultation
14 April 2017	Consultation	Lecture	Tutorial	Consultation

Notes: Consultation times are available for student or lecturer initiated discussions with individuals or groups. They are not compulsory lecture sessions and are based on prior appointments. I.e. they are not ad hoc ‘drop-in’ arrangements.

On successful completion of this course, students will be able to:
1) Demonstrate an understanding of the causes of conflict in organisations and different mechanism for its management and resolution.
2) Critically analyse different frameworks and methods of organizational change.
3) Identify the major processes and practices that underlie successful and unsuccessful change
4) Diagnose the dynamics of environmental and organizational change.
5) Apply conflict management and concepts and theory to real world situations.

There is no prescribed text for this course but readings have been provided. It is expected that students will research and read beyond the material provided. There is a vast literature on change and conflict and using ‘Google Scholar’ and search terms such as ‘change management’; ‘conflict resolution’; ‘negotiation and conflict’; etc. is a good place to start.

International Journal of Conflict Management
Journal of Change Management
Negotiation journal
Strategic Change

Students are encouraged to read widely to enhance their learning of change and conflict. For wider reading, other sources include academic journals. The list below is by no means comprehensive and is offered as a launching point for additional readings. These journals are available through the Barr Smith Library in online databases.

Academy of Management Executive
Academy of Management Journal
Academy of Management Perspectives
Administrative Science Quarterly
(Harvard Business Review – not peer reviewed)
Human Relations
Journal of Applied Psychology
Journal of Change Management
Journal of Organizational Behaviour
Organization Science
Organization Dynamics

This course is taught in intensive mode. Each day there is a two hour lecture and a two hour tutorial. Tutorials are an important component of your learning in this course. Students are expected to attend all classes and ensure that they complete the required exercises and assignments before coming to class. Students are encouraged to actively participate in tutorial discussions as a way of developing sound communication skills.

The 最新糖心Vlog expects full-time students to devote approximately 12 hours a week to each subject they study. The intensive mode of your study means that for each subject you are likely to concentrate your time over the two weeks devoted to the course. However you will need to find time for private study between intensives.

Intensive 1
 Session 1 Theories and reflections on conflict
Conflict at national, organizational, group and individual levels is an ever-present human dynamic. In this session we examine the concepts and manifestation of conflict in its various forms.

Bar-Tal, D. (2000) “From Intractable Conflict Through Conflict Resolution to Reconciliation: Psychological Analysis”, Political Psychology, 21(2): 351-65
Thomas, K.W. (1992) “Conflict and conflict management: Reactions and update” Journal of Organizational Behavior, 13(3): 265-274.

Session 2 Conflict in organizations
In this session we consider the organization and the dynamics of various forms of conflict We will debate whether conflict is an inevitable part of organizational life 


Flink, C. M. (2015) “Multidimensional conflict and organizational performance”, American Review of Public Administration, 45(2):182-200.
Tjosvold, D. (2008) “The conflict-positive organization: it depends on us” Journal of Organizational Behavior, 29(1), p19-28.

Session 3 Resolution and management of conflict
At individual and managerial level the management of conflict and either its elimination or resolution is something that all members of the organization are involved with.

Afzalur Rahim, M. (2002) Toward a theory of managing organizational conflict. International Journal of Conflict Management, 13(3): 206-235.
Ridley-Duff, R. and Bennett, A. (201)1 “Towards mediation: developing a theoretical framework to understand alternative dispute resolution”, Industrial Relations Journal 42(2), p106-123.
Weiss, J. and Hughes, J. (2005) "Want collaboration? Accept and positively manage conflict", Harvard Business Review, March, p93-101.
 Session 4 Negotiation – perspectives and practice
Negotiation is a key process by means of which intra and inter-organizational conflicts are settled. There is a vast literature (and consultancy) on this particular approach and we will come to understand and practice it to some extent in this session.


Fells, R. (1996) "Preparation for negotiation, issues and processes", Personnel Review, 25(2), p50-60.
Malhotra, D. and Bazerman, M.H. (2007) “Investigative negotiation, Harvard Business Review, September, p72-78.
 
Intensive 2
Session 1 Models and dynamics of change
In this session we examine the core dynamics underpinning change and change theories. We will engage with the idea that the preferred approach of managers is only a good ‘tool’ in the right environment

Beer, M. and Nohria, N. (2000) Cracking the Code of Change, Harvard Business Review, May-June: 133-141.
Bilalic, M., McLeod, P. & Gobet, F. (2008). Why good thoughts block better ones: The mechanism of the pernicious Einstellung (set) effect. Cognition 108: 652-661.
Birkinshaw, J. & Heywood, S. (2010) Putting organizational complexity in its place. McKinsey Quarterly, May 1-9.
Oxman, J. A. Smith, B D. (2003). The limits of structural change, Sloan Management Review, Fall: 77-82.
 
Session 2  Preparation and diagnosis
There are a variety of reasons why most change initiatives seem to fail and inadequate preparation and conceptualization of the change process and content is high on the list.

Beer, M., Eisenstat, A. & Spector, B. (1990) Why Change Programs Don’t Produce Change, Harvard Business Review, November-December: 158-166.
Swanson, D.J. & Creed, A.S. (2014) “Sharpening the focus of force field analysis”, Journal of Change Management, 14(1):28-47.
 
Session 3  The change ‘toolkit’.
Heeding the warnings of previous sessions we will discuss the variety of methods and processes that are available to managers once they have decided to embark on the change journey. We will also pay close attention to the (implicit) assumptions underpinning these methods.
 
Applebaum, S. H., Habashy, S., Malo, J. L. & Shafiq, H. (2012) Back to the future: Revisiting Kotter's 1996 change model. Journal of Managment Development, 31(8) 765-782
Boaz, N. and Fox, E. A. (2014) Change leader, change thyself. McKinsey Quarterly March 1-11. 
Kotter, JP and Schlesinger, LA. (2008) "Choosing strategies for change" Harvard Business Review, July-August, p130-139.
Lawson, E. and Price, C. (2003). The psychology of change management’ The McKinsey Quarterly Special Edition. p. 30-41.

Session 4 Change leadership/agency.
A key component (or perhaps the key component) in any change initiative is the individual, the manager or the group of individuals/managers who are tasked with running the change process. No matter how sophisticated the planning or logical the process the overall result is often made or broken by the change agent.

Boaz, N. and Fox, E. A. (2014) Change leader, change thyself. McKinsey Quarterly March 1-11
Higgs, M. & Rowland, D. (2011) What does it take to implement change successfully? A study of the behaviors of successful change leaders. The Journal of Applied Behavioural Science XX(X):1-27.
Pascale, R. T. & Sternin, J. (2005) Your company’s secret change agents. Harvard Business Review 83(5)

  
 

Assessment Task	Weighting	Learning Outcome
Group assignment	30%
Individual assignment	40%
Open book examination	30%
Total	100%

For specific details and due dates please see MyUni.

Students must achieve a pass mark of 50% of individual components of the course.

 Group (30%)

The topic:
‘Conflict – maintaining the good, constraining the bad.’
Output: A PowerPoint presentation to be made on the last afternoon of the first intensive (10/03/17).

Guidelines: Maximum 15 minutes

Structure:
             Slide 1: title and group members
             Slides 2-8 (maximum): content and conclusions
             Explanations on the notes pages of the slides
More details will be given in class

 Individual (40%)
Write a fully cited and referenced essay on the topic:
‘Why organizational change is difficult and what managers can do to make it easier’.
 
Output 2000 words (word format document) to be handed in via MyUni by 12.00midnight 7th May 2017

Exam (30%)

This is an open book examination that will entail the application of conflict and change models to short cases. (15th May)

 Please note that to be eligible for Additional Assessment (previously referred to as Supplementary Examinations) in this course ALL required assessment tasks must be be submitted 

1. Please note that all requests for extensions should be directed in writing to the Lecturer no later than 48 hours before the due date. Extension requests after this time will only be granted for exceptional circumstances. This does not include poor time management or poor file management.
2. Extensions to the due date of individual and group assessment may be granted under special circumstances. An extension request based on illness or on exceptional personal circumstances must include the "Supporting Statement / Certification Form" that is on p. 4 of the Supplementary Assessment application available at:
   a.
   b. Students applying for an extension based on medical reasons must visit their medical practitioner, with the approved 最新糖心Vlog form, and have the medical practitioner complete it. A normal doctor's certificate will not be accepted.
3. All assignments are to be lodged at, or prior to, the due date and time. A late assignment where no extension has been granted will be penalised by a reduction of 5% of the mark given for each day, or part of a day, that it is late.

Presentation of Assignments

1. Students must retain a copy of all assignments submitted.
2. All individual assignments must be attached to an Assignment Cover Sheet that must be signed and dated by the student before submission. Lecturers will withhold students’ results until such time as the student has signed the Assignment Cover Sheet.
3. All group assignments must be attached to a Group Assignment Cover Sheet that must be signed and dated by all group members before submission. All team members are expected to contribute approximately equally to a group assignment.
4. Students may not submit work for an assignment that has previously been submitted for this course or any other course.
5. Markers can refuse to accept assignments that do not have a signed acknowledgement of the 最新糖心Vlog’s Policy on Plagiarism: www.adelaide.edu.au/policies/230/

This course is regularly revised and updated in response to student feedback.