BMT6167- ORGANIZATIONAL CHANGE AND

DEVOLOPEMENT

DIGITAL ASSIGNMENT

Submitted by, Submitted to,

VAISHNAVY.M Prof. Ragini.
(21MBA0109)
1. Discuss OD interventions for reducing stress and alleviating wellness at
workplace.

As an OD intervention solution, work-life initiatives can be an internal source

of competitive advantage that is often difficult to replicate. Work-life
initiatives assist employees in managing the challenging demands that are
created by balancing the responsibilities of work with other important life
activities, such as family. In many ways, work-life initiatives give employees
a support system of healthy options that help them manage and cope with
stressful changes influencing their work and life events.

Let us look into the studies that have evaluated the effectiveness of
organizational level interventions aimed at reducing stress. Eligible
interventions include the following.

1. Decreasing job demands.

2. Increasing job control.
3. Improving workplace social support.
4. Improving clarity in work tasks/roles/organization.
5. Enhancing task design.
6. Improving organizational communication.

Three types of interventions are considered: psychotherapy and

counselling services, stress management training, and organizational
level interventions.

Here are some of the strategies followed to reduce stress at work place:

1. Start With Your Organization’s Leadership Structure

2. Implement a System of Checks and Balances When Delegating Work and
Assigning Tasks
3. Offer a flexible work environment
4. Establish different work space in the office
5. Introducing employee wellness program.
 This concludes that there is a good evidence that, for specific mental health
problems, formal psychotherapy is effective in terms of reducing individual
symptoms.

2. Discuss OD interventions for ensuring workforce diversity.

Organizational development (OD) interventions are programs and processes

designed to improve the organization’s functioning. These interventions aim to
create activities that change leadership styles, organizational structures, or
behavioral patterns. Successful development projects require specific planning
to maximize the effectiveness and potential of both people and businesses.
Organizational development interventions are not the same as ad hoc
transformation efforts, for example, when a company makes change decisions
once a problem arises and on the go. 

An OD intervention strategy needs collaborative management and employees at

different levels of the hierarchy to cooperate for the change to be successful. 

Here is how we can say that OD interventions are ensuring workforce diversity:

 Issues being addressed

 Number of people involved
 solution

1. Issues being addressed: OD interventions help companies solve a

problem related to a root cause. An example is a high number of
employees leaving a company. The present issue is a high employee
turnover rate, but OD interventions look to solve the cause of high
turnover. In the case of employees leaving, you can expect that in a small
organization to be impacted entirely, on all levels by this issue. In
contrast, a multi-national company will only be affected in the locations
where turnover is high. 
2. Number of people involved: The number of people who need to be
involved in the OD intervention is an essential question to ask. The more
people involved, the longer it takes to make a change. For example, a
 human process intervention with a small team will go through quicker
than techno-structural interventions in a tech organization. 
3. Solution: Solutions are created to address the root cause of an issue. But
they might not be immediate. A solution can also refer to change efforts
intended to create an ideal future for the organization. In the latter case,
upper management and decision-makers are generally impacted more than
the staff until the change has happened.

So, if an HR wants to create a long lasting change within the organization, the
HR need to tailor your approach to your business’s needs and implement
relevant OD interventions based on that. Then, we say that the organization is on
the right path to achieve the long-term organizational success.