Week 2 Discussion

OD interventions are designed to improve the organization’s effectiveness and allow

managers/leaders to better manage their team and organizational values. These OD interventions
are required to address the issues an organization might be facing, be it, the process,
performance, skills, knowledge, technology, will, appraisal, top talent retention, career
development, and so on.
The three types of interventions include:
 Individual Interventions: These interventions are mainly designed to help an individual or
a person to be more effective in their interaction with others or to help them see their role
in a larger problem system.
 Group Interventions: These are interventions aimed at the process, content, or structure of
a group.
 Third-Party Intervention: This focuses on conflicts arising between two or more people in
the same organization.
An organization should be able to identify which type of OD intervention they require and once
they have identified that, they can plan to address the issue at hand in an operative way. The
below are some of the processes:
Entering and contracting: Like in the case of Peppercorn dining, the company and the
consultants come in agreement that they needed an intervention, and the OD consultant designed
and presented their plans to the organization on how they wanted to implement this intervention.
Diagnostic activities: This is where the OD collects all the related data about the state of the
organization. This can be done through the organization’s record, observation of workers’
activities, meeting with workers, and interviews with workers like in the case of Peppercorn
dining. This data gathered is analyzed and the data and the analysis are communicated to
members and feedbacks are given to this organization to improve the organization.
Team Building: This process is designed to enhance the success and gratification of individuals
who work in groups to improve the success of the entire group. For example, getting workers to
do activities in these groups will enhance transparency.
Sensitive Training: This refers to the method of altering the behavior of workers through
unstructured group interaction. This training could result in understanding others, increased
open-mindedness to appreciate individual differences, improved on their listening skills, and
having trust in each other.
Intergroups Relationship: This activity is designed to address issues within the group. Hence,
the activities of these groups must be synchronized to achieve organizational goals.
Process Consultation: This process is for an outside OD consultant to assist the management, to
observe, understand and act upon process events within the organization.

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 Among these processes, I think Team building will be the most difficult process for me. This is
because getting a group that doesn’t get along to come together will take more time than the
others. Like the case of Peppercorn where there were 3 different categories of staff were under
the same organization. In this case, the organization will have to go beyond certain limits, like
having to equalize their pay to match and other things that the organization will need to do before
they can achieve this process.
References
Cummings, T. G., & Worley, C. G. (2018). Organization Development and Change (11th
Edition). Cengage Learning US. https://online.vitalsource.com/books/9780357446881

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