VPLn8816 Social Development at Organizations

Faculty of Social Studies
Autumn 2024
Extent and Intensity
2/0/0. 10 credit(s). Type of Completion: zk (examination).
Taught in person.
Teacher(s)
doc. Mgr. Ondřej Hora, Ph.D. (lecturer)
Mgr. Blanka Plasová, Ph.D. (lecturer)
Guaranteed by
doc. Mgr. Ondřej Hora, Ph.D.
Department of Social Policy and Social Work – Faculty of Social Studies
Supplier department: Department of Social Policy and Social Work – Faculty of Social Studies
Course Enrolment Limitations
The course is only offered to the students of the study fields the course is directly associated with.
fields of study / plans the course is directly associated with
there are 10 fields of study the course is directly associated with, display
Course objectives
The course answers the question: What is social and organisational development in organisations and how to arrange it.
At the end of the course students should:
- Know about various organisation development risks emerging in organisations.
- Know appropriate measures for these risks and be able to present solutions for indentifyed social risks.
- Be able to reflect strategy of the organisation incl. personel strategy and strategy of organisational development and context (e.g. public policy).
- By able to analyse problems, situations and measures of organisational development.
- Reflect need to comunicate, especialy to comunicate and mediate problems and enhance necesary skills.
Learning outcomes
At the end of the course students should:
- Individually elaborate logical and consistent written proposal of solution adequately reacting to concrete problem.
- Be able to individually apply theoretical and empirical knowledge gained during this course (and other previous courses).
- Prove analytical competences to analyze concrete problem or situation.
- Prove knowledge and competences to apply concrete methodology for solving of problem.
Syllabus
  • 1) Introduction to organisational development.
  • 2) Analysis of evidence for organisational development program.
  • 4) Training: Human and social capital development.
  • 5) Organisational development: Learning organization.
  • 6) Corporate social responsibility.
  • 7) OD and retention of employees.
  • 8) Ethics in entrepreneurship.
  • 9) Equal opportunities for men and women.
  • 10) Balancing work and family life.
  • 11) Issues of bossing and mobbing.
  • 11) Diversity management.
  • 12) Designing and implementing OD programs.
Literature
    required literature
  • A Handbook of personnel management practice (Orig.) : Personální management [Grada Publishing, 1999]. info
  • Veselý, A., 2006. Teorie mnohačetných forem kapitálů. Pražské sociálně vědní studie. Praha: CESES, FSV UK a FF UK. (dostupné na: http://publication.fsv.cuni.cz)
  • Esping-Andersen, G. 2009. The Incomplete Revolution: Adapting to Women's New Roles. Cambridge: Malden, Polity Press. Str. 1-110. (v knihovně)
  • Cahusac E, Kanji S (2014) Giving up: How gendered organizational cultures push mothers out. Gender, Work & Organization 21(1): 57–70.
  • Cheung-Judge, Mee-Yan, Holbeche, Linda (2015). Organization development. Kogan Page: London, 90-113.
  • Eger, Ludvík, 2009. Diverzity management, Praha: Česká andragogická
  • Acker, J. 1990. Hierarchies, Jobs, Bodies: Theory of Gendered Organizations. Gender & Society 2 (139): 139-158.
  • Bičáková, A.; Kalíšková, K. 2015. Od mateřské k nezaměstnanosti: Postavení žen s malými dětmi na trhu práce. IDEA studie 8 / 2015
  • Hill, E.J.; Weiner, S.P. 2003. Work/Life Balance Policies and Programs. In: Edwards, J.E; Scott, J.C.; Raju, N.S. 2003. The Human Resources Program-Evaluation Handbook. Sage Publication, Inc. Str. 447-468
  • Allison, Michael, Kaye, Jude (2005). Strategic Planning for Non Profit Organizations, John Viley and Sons: Hoboken, str. 125-152.
  • Barth, Regine, Wolff Franzizska (2009). „Corporate Social Responsibility and sustainability impact: opening the arena“. Pp 3-25 In Barth, Regine, Wolff Franzizska (eds.) Corporate Social Responsibility in Europe. UK/USA: Edward Edgar. (čti str. 3-19)
  • Taylor-Gooby, P. 2004. New Risks and Social Change. Pp. 1-28. In Taylor-Gooby, P. (ed.). New risks, new welfare: the Transformation of the European Welfare State. New York: Oxford Univerzity Press.
  • Branham, Leight (2009) 7 skrytých důvodů proč zaměstnanci odcházejí z firem. Praha: Grada Publishing. (str. 29-41)
  • GRASSEOVÁ, Monika and KOL. Analýza podniku v rukou manažera: 33 nejpoužívanějších metod strategického řízení. 2nd ed. Brno: BizBooks, 2012, 325 pp. ISBN 978-80-265-0032-2. info
  • KŘÍŽKOVÁ, Alena and Karel PAVLICA. Management genderových vztahů : postavení žen a mužů v organizaci. Vyd. 1. Praha: Management Press, 2004, 155 s. ISBN 8072611178. info
  • TICHÁ, Ivana. Učící se organizace. Vyd. 1. V Praze: Česká zemědělská univerzita, 1999, 56 s. ISBN 80-213-0574-6. info
  • WERTHER, William B. and Keith DAVIS. Lidský faktor a personální management. 1. vyd. Zlín: Victoria Publishing, 1992, 611 s. ISBN 808560504X. info
    recommended literature
  • Branham, Leight (2004). Jak si udržet nejlepší zaměstnance. Brno: Computer Press. (čtěte výběrově dle svého zájmu o konkrétní problémy nebo postupy řešení)
  • Bonoli, G. 2006. New Social Risks and the Politics of Post-Industrial Social Policies. Pp. 3-26. In Armingeon, K., Bonoli, G. (eds.): The Politics of Post-Industrial Welfare States. Adapting post-war social policies to new social risks. NY: Routledge
  • Rothwell, Sullivan (2010) „Change Process and Models“ in Rothwell et al. Practicing Organisation Development. Pfeiffer: San Francisco, str. 43-70.
  • Hubbard, E., 2004.: The Manager's Pocket Guide to Diversity Management,
  • Pavlík, Bělčík a kol. (2010). Společenská odpovědnost organizace: CSR v praxi a jak s ním dál. Praha: Grada (str. 65-91)
  • Cummings, Thomas, Worley, Chritopher (2009). Organizational Development and Change. Cengage Learning: Mason, str. 121-130, 139-150.
  • Potůček, M. 1999. Křižovatky české sociální reformy. Praha: SLON. ss. 14-35.
  • Hohnen (2007). Corporate Social Responsibility. An Implementation Guide for Business. International Institute for Sustainable Development. Manitoba. str. 18-54.
  • Foot, M, Hook, G. 2002. Personalistika. Praha: Computer Press
  • Huňková, M., Rytířová, K., Navrátilová. J. 2003. Rovné příležitosti žen a mužů v zaměstnání. Brno: Nesehnutí. Str. 17-18.
  • Griffeth, R., Hom, P. (2001). Retaining valued employees. London: Sage, str. 1-30.
  • Formánková, L,; Plasová, B,; Vyhlídal, J. 2016. Parental employment patterns in the Czech Republic: economic rationality or cultural norm? Pp. 141-170 In Roosalu, T. , Hofäcker. D.. Rethinking Gender, Work and Care in a New Europe.
  • SENGE, Peter M. Pátá disciplína : teorie a praxe učící se organizace. Translated by Irena Grusová. Vyd. 1. Praha: Management Press, 2007, 439 s. ISBN 9788072611621. info
    not specified
  • Hubbart (2004). What is diverzity? In: The Manager's Pocket Guide to Diversity Management (kapitola 2). Amherst: HRD PRESS.
  • Rothwell et al. Practicing Organisation Development. Pfeiffer: San Francisco, 234-268.
Teaching methods
Lectures. Self-study - Literature imposed on the students. Seminar paper. Repeated feedback on seminar paper.
Assessment methods
Seminar paper. Repeated feedback on seminar paper. Exam - assessment of expertise paper on given topic.
Language of instruction
Czech
Further comments (probably available only in Czech)
The course is taught annually.
The course is taught: in blocks.
The course is also listed under the following terms Autumn 2019, Autumn 2020, Autumn 2021, Autumn 2022, Autumn 2023.
  • Enrolment Statistics (Autumn 2024, recent)
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