An Overview of OD interventions

OD INTERVENTIONS  OD interventions are sets of structured activities in      which selected organizational units(target groups or individuals) engage in a task or a sequence of tasks with the goals of orgnstl improvement and individual development. The OD practitioner brings out four sets of attributes to the organizational setting. . A set of values A set of assumptions about people Organizations and inter-personal relationships A set of structured activities that are the means for achieving the values. assumptions and goals.

OD INTERVENTIONS  The OD practitioners have created an array of         interventions to help organizations in addressing the problems and opportunities. Like:Team building Survey feedback Role analysis Intergroup conflict resolution Quality of work life Collateral organization Self-directed teams High performance work teams. Etc .

. Interventions are just one component of OD formula. and values. practice methods.OD INTERVENTIONS  OD is a complete strategy for change that encompasses theory.

Classification of OD interventions                Following are the major families of OD interventions:Diagnostic activities Team-building activities Inter-group activities Survey feedback activities Education and Training activities Techno structural and Structural activities Process consultation activities Grid-organization development Third-party peacemaking Coaching and counseling Life and career planning Planning and goal setting Strategic management Organizational transformation .

newly constituted teams. meetings. and cross. . temporary teams. the skills and resources needed to accomplish a task.  Team-building activities: Activities designed to enhance operation of system teams  Focus on task issues. Diagnostic activities: Designed to ascertain the state of things  Available methods are interviews. surveys. questionnaires.functional teams. the way things are done. and examining orgnsl records.  The quality of relationship among the team members and the leader  Different kinds of teams such as formal teams.

 Inter-group activities:-  Activities designed to improve the working of inter- dependent groups  The activities are also known as orgnsl mirroring.  Survey-feedback activities: Activities that rely on questionnaire surveys to generate information that is then used to identify problems and opportunities. .

abilities and knowledge. Education and training activities: Activities designed to improve individual skills.  For example. the individual can be educated in isolation from his or her own work group or can be educated in relation to the work group. .  Techno structural and structural activities  Activities designed to improve the effectiveness of organizational structures and job designs  The activities may take the form of experimenting with new organization structures and evaluating their effectiveness  Or devising new ways to bring technical resources to bear on problems.

 Process consultation activities:-  Activities designed to help the client understand and act upon the process events which occur in the client’s environment.  These activities describe a consulting mode in which client gains insight into the human processes in organizations and learn skills in diagnosing and managing them. .

 Grid Organization development activities: Activities developed by Robert Blake and Jane Mouton that constitute a six-phase change model involving the total organization. then to inter-group relations.  The model starts with upgrading individual managers’ skills and leadership qualities.  Based on confrontation tactics and an understanding of the processes involved in conflict and conflict resolution. moves to team improvement activities. .  Third-Party peacemaking: Activities conducted by a skilled consultant designed to help two members off an organization manage their interpersonal conflicts.

members working with individuals to help  Define learning goals  Learn how others see their behavior  Learn new behaviors to help them better achieve their goals.  Life and career planning activities: Activities that enable individuals to focus on life and career objectives and how to go about achieving them. Coaching and counseling activities:-  Activities that involve the consultant and the org. .

 Strategic Management activities: Activities that help key policy makers to reflect systematically on the org’s basic mission and goals and threats and opportunities. ideal org vs real org discrepancy. . group and the total org.  Goal is to improve these skills at the levels of the individual. Planning and goal-setting:-  Activities that include theory and experience in planning and goal setting. problem solving models.

. Orgsl transformation activities:-  Activities that involve large-scale system changes. activities designed to fundamentally change the nature of the org.

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