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Od Interventions

Od Interventions

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Published by prith21
OD interventions, Interventions, OD, Oganizational Development, Organisational development
OD interventions, Interventions, OD, Oganizational Development, Organisational development

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Published by: prith21 on Jun 06, 2009
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05/08/2013

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OD INTERVENTIONSI WHAT IS ORGANIZATIONAL DEVELOPMENT"A planned change process, managed from the top, taking into account both the technicaland human sides of the organization” The following a few of most common OD Interventions, that most of the companiespractice:1. Applying criteria to goals2. Establishing inter-unit task forces3. Experimentation with alternative arrangements4. Identifying “Key Communicators” 5. Identifying “Fireable Offenses” 6. In-Visioning7. Team Building8. Inter-group Problem Solving9. Management / Leadership Training10. Setting up measurementsA BRIEF ON EACH OF THE ABOVE, WITH EXAMPLESOD practitioners choose the most appropriate OD Intervention, to create "Planned Change."1. Applying criteria to goalsHere the leadership establishes objective criteria for the outputs of the organization's goal-setting processes. Then they hold people accountable not only for stating goals againstthose criteria but also for producing the desired results.Example:Organizations are implementing the concept of Balanced Scorecard, X-Matrix etc., tocapture the goals of the employees, which in turn is helpful in their assessment and mid-term correction of their performance.2. Establishing inter-unit task forcesThese groups can cross both functional parts of the organization (the "silos") as well asemployee levels. They are ideally accountable to one person and are appropriately rewardedfor completing their assigned task effectively. Then they disband.Example:Organizations have introduced various schemes for rewarding their employees for theirperformance, like:
 
- Introducing the concept of Variable pay in as a part of CTC- Spot Recognition Award- Project bonus, performance bonus etc.,3. Experimentation with alternative arrangementsToday organizations are subject to "management by best-seller." The goal in theseinterventions is to create what is being called a "learning organization," one that performsexperiments on organizational structure and processes, analyzes the results, and builds onthem.Example:Organizations today are targeting at streamlining the process of Learning and Developmentand encouraging the culture of Learning in the organizations.- Targeting achieving mandatory man-days of training for their employees- Introducing the Competency based practices4. Identifying "key communicators"This is to carefully determine who seems to be "in the know" within the organization. Thesepeople often do not know that they are, in fact, key communicators. This collection of individuals is then fed honest information during critical times, one-on-one andconfidentially.Example:Defining the process of Organizational Communication policy- Introducing Top – down and Bottom – up Communication approach- Introducing Employee Forums and Suggestion Box options for employee interaction- Identifying Critical employees in the organization and making them the BrandAmbassadors of their company5. Identifying "Fireable Offenses"This intervention deepens the understanding of and commitment to the stated values of theorganization. This facilitates the work of the Top Management to answer the criticalquestion, "If we're serious about these values, then what might an employee do that wouldbe so affrontive to them that he/she would be fired?"Example:- Publishing and Instilling Values and Beliefs among all employees- Introducing Policies like Whistle Blowing, Sexual Harassment etc.,6. In-visioningThis is actually a set of interventions that help to "acculturate" everyone in the organizationinto an agreed-upon vision, mission, purpose, and values. The interventions might include
 
training, goal setting, organizational survey-feedback, communications planning, etc.7. Team BuildingThis intervention can take many forms.Example:The most common is interviews and other pre-work, followed by a one- to three-day offsitesession. During the meeting the group diagnoses its function as a unit and plansimprovements in its operating procedures.8. Inter-group Problem SolvingThis intervention usually involves working with the two groups separately before bringingthem together. They establish common goals and negotiate changes in how the groupsinterface.Example:This is practiced in Product Development Companies and most of the IT and ITESCompanies.- Focused group discussion are encouraged by the management, for generating better ideasand concepts9. Management/leadership trainingMany OD professionals come from a training background. They understand thatorganizations cannot succeed long term without well-trained leaders. The OD contributionthere can be to ensure that the development curriculum emphasizes practical, currentsituations that need attention within the organization and to monitor the degree to whichtraining delivery is sufficiently participative as to promise adequate transfer of learnings tothe job.Example:Most of the organizations today are focusing at Leadership Management for theiremployees. Earlier, this was targeted to the Top Management alone, but now, organizationsare seeing its relevance to inculcate the leadership skills in their middle management and junior management as well.- Business Organization Retreat (BOD) is being the most common practice, is a part of thisinitiative.10. Setting up measurement systemsThe total-quality movement emphasizes that all work is a part of a process and thatmeasurement is essential for process improvement. The OD professional is equipped withtools and techniques to assist leaders and others to create measurement methods andsystems to monitor key success indicators.

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