ORGANIZATIONAL

DEVELOPMENT
INTERVENTIONS
Organization Development (OD)
“A process used to enhance both-
• the effectiveness of an organization and
•the well-being of its members through planned interventio
OD intervention -

• A set of sequenced, planned actions or events intended to

help an organization to increase its effectiveness.
• Purposely disrupt the status quo; they are deliberate
attempts to change an organization or sub-unit toward a
different and more effective state.
NEED FOR OD INTERVENTIONS :
• when orgn is having some sort of problem,
corrective action are needed to fix the problem
• when orgn wants to seize the unrealized
opportunity
• to align the operations of an orgn working in
conflict with others
• current vision falls short for future growth ,
intervention is essential
• To take the organization from where it is to where
it wants to be.
FEATURES :
• Change oriented

• Structured

• Purposeful

• Process oriented

• Contextual- to suit culture, system and climate

• Agent driven

• Theory based

• Strategy linked
FACTORS AFFECTING SUCCESS OF INTERVENTIONS
• CRITERIA FOR EFFECTIVENESS OF INTERVENTION :
– Extent to which intervention fits need of orgn

– Degree to which it is based on causal knowledge of

intended outcomes

– Extent to which OD intervention transfers change

mgt competence to members of orgn
Factors That Impact the Success of OD Interventions
Factors relating to Change Situation:
 Readiness for Change
 Capability to Change
 Cultural Context
 Capabilities of the Change Agent (OD Consultant)
Factors Related to the Target of Change
I. Organizational Issues
 Strategic Issues
 Technology and Structure Issues
 Human Resource Issues
 Human Process Issues
II. Organizational Levels
-OD interventions are aimed at different levels of the
organization: individual, group, organization and trans-
organization (for example different offices of the organization
around the globe; or between organization and its suppliers,
customers, etc.)
 STEPS IN OD INTERVENTION
1. Eliminating hierarchical decision making
2. Focussing on groups
3. Building trust
4. Reducing unnecessary competition
5. Investing in employees
6. Interim measurements of control
7. Active employee participation
8. Strategic interventions
 TYPES OF OD INVERVENTIONS & ORGANIZATIONAL ISSUES
STRATEGIC INTERVENTIONS
Competitive & collaborative strategies

STRATEGIC ISSUES
•What functions, produces, services, markets
•How to gain competitive advantage
•How to relate to environment
•What values will guide organizational functioning

TECHNOLOGY/
HUMAN RESOURCES HUMAN RESOURCES
STRUCTURE ISSUES
TECHNOSTRUCTURAL ISSUES MANAGEMENT
•How to divide labour
INTERVENTIONS •How to attract competent people INTRVENTIONS
•How to coordinate
•Restructuring Organizations •How to set goals & reward people •Performance
Departments
•Employee Involvement •How to plan & develop people’s Management
•How to produce
Work Design careers •Developing &
Products or services
Assisting Members
•How to design work

HUMAN PROCESS ISSUES

•How to communicate
•How to solve problems
•How to make decisions
•How to interact
•How to lead

HUMAN PROCESS INTERVENTIONS

Individual, Interpersonal and
Group process Approaches
Organization Process Approaches
Human Resource Management
Interventions
 Goal Setting
 Performance Appraisal
 Reward Systems
 Career Planning and
development
 Managing workforce diversity
 Employee Wellness
Strategic Interventions
 Integrated Strategic Change
 Trans organization
development
 Merger and Acquisition
Integration
 Culture Change
 Self-designing organizations
Types Of Interventions in brief :
Human process Intervention

• Coaching-This help manager and executives to clarify there goals

and improve performance

• Training and Development-It increases organization members’ skill

and knowledge

• Process consultation-it focuses on interpersonal relation and social

dynamics occurring in work group

• Third party intervention-helps people resolve conflicts through

such method as problem solving, bargaining and conciliation

• Team Building-help work group to become more effective in

accomplishing task
•Human process interventions include the three change
programs
Organization confrontation meeting-Helps org. member to identify
problem, set action targets and being working on problem

Intergroup relation-Is designed to improve interaction among different

group or department

-Helping two groups understand the causes of there conflict and choose
appropriate solution

Large-group intervention-Broad variety of stakeholder into large

meeting to clarify important values, to develop ne way of working, to
articulate a new vision for organization
Techno-structural Intervention

• Structural design-this changes process concern the organization

division of labor- how to specialize task performance

• Downsizing-It reduce costs and bureaucracy by decreasing the size of

the organization through personnel layoffs, organization redesign

• Reengineering-Redesigns the organization’s core work processes to

create tighter linkage and coordination among the different task

- Results in faster, more responsive task performance

Human Resource Management Intervention

•Goal Setting- setting clear and challenging goals

•Performance appraisal- assessing work related achievements,

strengths and weakness
—Important link between goal setting and reward system

•Reward system- to improve employee satisfaction and performance

• Three change method:

 Career planning and development-
 Managing workforce diversity
 Employee stress and wellness
Strategic Intervention
• Integrated strategic change- describe changes makes a value
added contribution to strategic management
-that business strategies and organizational system must be changed
together in response to external and internal disruptions,

• Mergers and acquisitions-it form new entity

• Alliances-this is collaborative intervention helps two org pursue set

of private and common goal

• Networks-it help organization develop relationships with more org,

to perform task or solve problems that complex for single org.
 OVERVIEW OF MAJOR OD
INTERVENTION TECHNIQUES
Intervention techniques focus on 4 categories:
1. Individual or interpersonal level.
2. Team or group level.
3. Intergroup level.
4. Total organizational system level.
 TABLE 8.1
OD INTERVENTIONS: AN OVERVIEW (PART 1OF 2)
 TABLE 8.1
OD INTERVENTIONS: AN OVERVIEW (PART 2 OF
2)
Some of the results one can expect from OD interventions…

Feedback

Awareness of Changing Socio cultural Norms

Increase Interaction and Communication

Confrontation

Education

Participation

Increase Accountability

Increased Energy and Optimism

 TYPES OF OD INTERVENTIONS
• Discrepancy intervention- contradiction in action
• Theory intervention- behavioral science knowledge &theory
used
• Procedural intervention- how something is done
• Relationship intervention- focus on interrelationship
relationships
• Experimentation “ – 2 different action plans are tested for
consequences
• Dilemma intervention- imposed dilemma is used
• Perspective intervention- historical background, context,
future objective
• Organization structure intervention-examination & evaluation
of structural causes
• Cultural intervention which examines traditional precedents
& practices
EVALUATION OF OD INTERVENTION
• Evaluation of od intervention takes place at
various stages :
– Pre- intervention stage
– Intervention stage
– Post intervention stage
 PROCESS FOR EVALUATING OD
INTERVENTIONS
1. Role of evaluator and key stakeholders
2. Determine the level of impact to evaluate
3. Identifying the evaluation methods
4. Deciding on data source and level of detail
5. Working with international population
6. Communicating
7. Understanding reactions to feedback
TYPES OF EVALUATION-
1. Process evaluation—
• how well the intervention is being administered
• It doesnt reveal if the desired outcome is achieved
• Employed to determine how can the intervention be further
improved
2. Outcome evaluation-
• To determine if the intervention was able to achieve the
desired output.
• provides tangible value of OD effort
 IMPORTANCE OF EVALUATING OD
INTERVENTIONS
1. Feedback
2. Awareness of changing socio cultural norms of
dysfunctional current norms
3. Increased interaction & communication
4. Confrontation
5. education
6. Participation
7. Increased accountability
8. increased energy and optimism