Organisation Development

Intervention Techiques
-Tarak Bahadur KC, PhD
tarakbkc@gmail.com
Contents
OD Intervention
Purpose
Strategies / Techniques
Mode /Level
Intervention
To intervene is to enter
into an ongoing system of
relationships to come
between or among persons,
groups, or objects for the
purpose of helping them.

Argyris, C. (1970) Intervention theory and method. Reading, MA: Addison-Wesley

OD Interventions
The planned activities clients and consultants
participate in during the course of an OD
programme for changing the status quo.
An action or set of actions designed to
introduce changes in organisation for
improving its efficiency and effectiveness.
A set of planned change activities intended
to improve organization's effectiveness,
including quality of work life and productivity.
- Cumming, 1993
OD Interventions
Ina sense, intervention is any event,
directed toward improving organizational
effectiveness, that disrupts an
organizations normal way of operating.
- Smither, R. et al.,1970
Interventionssometimes involve a
consultant from outside the organization,
but many times management itself
intervenes to make organizational changes.
 Purpose of OD Interventions
Why OD Interventions?
Interventions are vehicle for causing change, which:

Disrupt the Status Quo

Address organisational problems
Organisational transformation
Enhance efficiency and effectiveness
Improving HR capacity
 Conceptual Framework
OD Interventions Output Outcome
Individual
Intervention
Selection
T&D
Counseling
Promotion

Structural
Intervention Human Output Perceived Org.
Org. design Individual Performance
Job design commitment & Improvement in
Down sizing Involvement cereal production

Process
Intervention
Goal setting
Team building
Decision making
Beer, 1980
Types / Classification of Change
Strategy or Intervention Techniques

Changing the Organisations Structure

Changing the Organisations
Technology
Changing the People / Behaviour

Integration of these three strategies for

successful OD intervention is must.
Integrated Approach to Change
Intervention Mode
Level of Oragnisation
Top (Policy) Level
Middle Level
Operational Level
Target Group
Individual
Team
Organisation
Organisational Elements
Human
Technical
Structural
Process
Interventions designed to improve the
effectiveness of Individuals
Life and Career Planning
activities
Education and Training
Mentoring, Coaching
and Counseling
T-group (Sensitivity
training)
Job redesign
Gestalt OD
Behavior modeling
Individual goal setting /
360 degree feedback
Performance appraisal
Leadership development
Values Clarification and
Value Integration
Conflict Management
Action Learning
Self-Awareness Tools
Reflection
Responsibility Charting
Interventions designed to improve the
effectiveness of Teams
Team building: task /
process directed
Interdependency exercise
Appreciative inquiry
Responsibility charting
Role analysis technique
Decision making, problem
solving, planning, goal
setting in team
Conflict management/
Confrontation meeting
Job enrichment
MBO
Appreciations and
concerns exercise
Gestalt OD
Visioning
Quality of work life
programmes
Quality circles
Force field analysis
Self managed teams
Process consultation
Interventions designed to improve the
effectiveness of the Organisation
Socio-technical systems Interdependency exercise
MBO Survey feedback
Cultural analysis Appreciative inquiry
QWL programmes
Confrontation meetings
TQM
Visioning
Physical settings
Strategic planning Large scale systems
Performance change
management Succession planning
Employee wellness / Structural changes /
Reward system Restructuring: Downsizing,
Diversity management Decentralization and
KM Centralization
Interventions designed to improve
the Process

Continuous Process Improvement

Process Reengineering
TQM
Benchmarking
Six Sigma
Procedural Manuals
Work Simplification
A Successful OD Intervention
Communicate more openly
Collaborate more effectively
Take more responsibility
Maintain a shared vision
Solve problems more effectively
Show more respect and support for others
Interact with each other more effectively
Be more inquisitive
Be more open to experimentation and new
ways of doing things
Conclusion
Intervention is vehicle for
causing change. One of the
critical aspects of making an
intervention successful is being
certain the person responsible
for implementing change has a
good knowledge of intervention
appropriate to the situation.
Who will take initiative?

May-14
Who will take initiative?

May-14
Thank You