INTERVENTIONS IN ORGANISATIONAL CHANGE

Marissa R. Villamon, MAELT

Ed.D-ELT ( pursuing)
reporter
OBJECTIVES
• Define and explain the concept of
intervention.
• Discuss types of interventions and the
occasions for their use
 INTERVENTION
• “things that happen” activates, in an organizations life...
• 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’
,directly or indirectly to organizational improvement.
Maintain the state of maturity of an organization ( French
& Bell, 1990).
• enduring alteration of the present state of an
organization or its components functions, in totality or
partially, in order to gain greater viability in the context of
the present and anticipated future environment”,
(Chattopadhyay and Pareek,1982) .
TYPES OF INTERVENTION
BROAD CATEGORIES
1. Interventions that are directed towards
manifest change in the organization
2. OD interventions that deal with processes,
basic assumptions, beliefs, value, etc., which
are underlying the manifest changes and
directly or indirectly influence the manifest
changes
 FOCUS OF THE INTERVENTION
• enduring alteration of the present state of
an organization or its components functions,
in totality or partially, in order to gain
greater viability in the context of the present
and anticipated future environment”,
(Chattopadhyay and Pareek,1982) .
 FOCUS OF THE INTERVENTION
OBJECTIVE
• learn the various methods of intervention being
practiced in organisations
FOCUS AND PURPOSE OF INTERVENTION
The focus of the intervention could be on.
a. Individuals – interpersonal
b. Group
c. Intergroup
d. Organization
e. Outside environment
And the purpose of the intervention can be
a. Process centered
b. Action centered
c. Feedback centered.
INTERVENTIONS:
• ACTION RESEARCH
• SENSITIVITY TRAINING
• TRANSACTIONAL ANALYSIS (TA)
• MYERS-BRIGGS TYPE INDICATOR (MBTI)
• ROLE ANALYSIS TECHNIQUE (RAT)
• ROLE NEGOTIATION TECHNIQUE
ACTION RESEARCH
It includes three aspects:
a. Collecting information
b. Feeding it back to the respondents
c. Planning actions based on the information.
SENSITIVITY TRAINING
= centered on individual learning where the learner governs
the learning process.
The goals of the laboratory according to Benne, Bradford and
Ljppitt (1964) are: 1.Increased awareness of and sensitivity to
emotional reactions and expression in himself and in others.
2.Greater ability to perceive and to1earnfrom the,
consequences of his actions through attention to feelings, his
own and others
 SENSITIVITY TRAINING
3.Ability to utilize feedback” in understanding his own
behavior.
4.The clarification and development of personal
values and goals consonant with a democratic and
scientific approach.
5.Development of concept and theoretical insights
which will serve as tools in linking personal values,
goals and intentions to actions consistent with those
inner factors with the requirements of the situation.
6.Achievement of behavioral effectiveness in
transacting with one environment.
 TRANSACTIONAL ANALYSIS
To state briefly, TA deals with
(1) Personality structure
(2) Interaction analysis
(3) Time structuring and
(4) Roles people play in life.
MYERS-BRIGGS TYPE INDICATORS
Based primarily on the psychological types of
individuals Myers-Briggs Type Indicators (MBTI) was
developed. It helps a person to understand the type
of person that he is from a maximum possible list of
to types. MBTI can help a person work out, Sense of
direction for further personal development / growth.
 ROLE ANALYSIS TECHNIQUE
This is a technique developed by Ishwar Dayal and
John Thomas for clarifying the roles of the top
management.
ROLE NEGOTIATION TECHNIQUE
Roger Harrison {l972) devised the Role Negotiation
Technique role technique. It consists of activities that
one performs in an organization which are not only
determined by the requirements of the role in the
framework of objective division of labor, but are also
characterized by the subjective interpretations of
power, authority and Influence in the role.
 Thank
you!
You are
beautiful