By the end of the workshop, participants will be able to:

1. Describe the nature and role of OD in the management implementation and  evaluation of change; and

2. Explain the application of planned change model on a prescribed case;

3. Identify the appropriate nature and type of OD intervention for on-the-job situations;

4. Learn the chronological stages in actual OD consulting; 

5. Identify the depth, timing, and location of organizational change in the implementation of interventions; and

6. Evaluate the effectiveness of the change based on prescribed guidelines.

I. What is Organizational Development and Change

   A. Definitions of OD
   B. Nature and Rational of OD
   C. Objectives of OD
   D. OD in the Philippines

II. Changes and the Organization

   A. Characteristics Associated with Change
   B. Kind of Organizational Change
   C. Phases of Organizational Change
   D. Target Dimensions of OD

III. Approaches to Change

   A. Unilateral Power: Authority is Used to Reach Decision
   B. Shared Power: Interaction and Sharing of Power
   C. Delegated Power: Empowerment of Subordinates

IV. Planning Change Model

   A. Common O.D. Goals and Tools/Techniques
   B. Change Model by Gibson and Donelly
   C. The OD Process by Martires and Fule
   D. Matching the Degree of Behavior Change with the Techniques
   E. Case Analysis

V. The Internal OD Consultant

   A. Roles of the OD Consultant
   B. Qualities of the OD Consultant
   C. Requirements for the OD Consultant
   D. Self-Assessment Questionnaire

VI. Nature and Types of OD Interventions

   A. Person-Oriented Interventions
   B. Content-Oriented Interventions
   C. Process-Oriented Interventions
   D. Combination
   E. Application

VII. Stages in Actual OD Consulting

   A. Exploration and Diagnosis Models/Instruments
   B. Securing Agreement with the Client
   C. Undertaking the Project
   D. Handling Change in Agreement
   E. Completing the Project
   F. Consultancy Ethics and Practices
   G. Role Playing

VIII. Implementing the Change

   A. Timing of Initiating the Change
   B. Location of Organizational Change
   C. Depth of Organizational Change

Mr. Armando T. Bongco, Jr is a Professional Management and Organization Development Consultant specializing in leadership supervisory and management development, strategic  planning, performance management, coaching and counseling, training and development, human resource for line leaders, and organization transformation.

He was a Consultant and HRDG Manager of United Laboratories, Inc., Senior Manager for Organization Development and Training Manpower Department of First Holdings Group of Companies, Head for Manpower Training and Development Department of the Human Resources Division of Ayala Group of Companies, and Staff Planning Assistant for the Human Resources Division- San Miguel Corporation.

Mr. Bongco was trained and certified as an official instructor for Problem-Solving and Decision-Making Program by Kepner and Tregoe, Inc., Interaction Management by Development Dimension International, Inc., and Problem Solving and Decision Making by Decision Processes, Inc. He participated and completed numerous seminars conducted by leading foreign and domestic consultancy firms in various areas of HRM.