INDIVIDUAL AND

INTERPERSONAL
INTERVENTIONS

PRESENTED BY: PRESENTED TO:

MANSI KOLIYAN – 91 DR. ANJU SHUKLA
GARIMA BHATT - 79
WHAT IS OD INTERVENTIONS ?
 OD interventions aim at improving organizational performance and
employees’ well being. According to Robbins (1994), OD integrates
a collection of planned change interventions that relies on
humanistic and democratic values, aimed at improving
organizational effectiveness, and employees’ well being.
 OD interventions rely on the following values: respect for people,
trust and support, power equalization, confrontation and
participation.
 Kormanik (2005) proposes a classification of OD interventions in
6 groups: large scale, strategic, techno structural, management
and leadership development, team development and group
processes, and individual and interpersonal processes.
INDIVIDUAL AND INTERPERSONAL
INTERVENTIONS
 Individual / interpersonal process interventions aim at improving
organizational performance by developing specific skills of
individuals. Given its nature, these OD interventions are the most
personalized of all, and probably the most widely used by
organizations. The most common examples of this type of
interventions are learning strategies, life transitions, mentoring,
and interpersonal communications, among other.
 Individual interventions are designed for one-to-one meetings
between a clinician and primary caregiver. A wide range
of interventions exist that address a variety of problems. ... Stress
reduction through environmental modification is also a common
focus of individual interventions.
 Whereas, Interpersonal interventions in an OD program are designed to enhance
individual skills, knowledge, and effectiveness. This type of program utilizes
group dynamics by gathering individuals together in loosely structured meetings.
 Examples of Individual interventions:
 Laboratory Training Group (T-Groups)
 Coaching Multi-rater (360-Degree) Feedback
 Mentoring
 Job Design
 Self-Awareness Tools
 Job Descriptions
 Training, Education and Development
 Conflict Management
 Leadership Development
METHODS OF INDIVIDUAL INTERVENTIONS
 Sensitivity Training:
 Social sensitivity in one word is empathy. It is ability of an individual to
sense what others feel and think from their own point of view.
 Behavioral flexibility is ability to behave suitably in light of
understanding.
 Goals of Sensitivity Training:
 Method of changing behavior through unstructured group interaction.
 Primary focus is on reducing interpersonal friction
 Focuses on individual behavior within groups.
 Fuels emotional outburst.
 Team members become aware of work-place dynamics. Sensitivity
toward those who are disabled.
 Behavior Modelling:
 Learning by copying or mimicking behavior.
 Powerful ways to learn what behaviors are acceptable and what behaviors
are objectionable.
 MODELLING AS OD TOOL:
 Resolve organizational issues
 Instil a vested sense of responsibility
 Simplify Project Management
 Measure & Track
 Respond rapidly
 Transaction Analysis:
 3 Ego states
 Parent
 Child
 Adult
 Types of Transaction:
 Reciprocal transaction
 Crossed transaction
 Duplex or Covert transaction
 Johari Window Model:
 Open – Known to candidate as well as others
 Blind – Known to others but not candidate
 Hidden – Known to candidate but not others
 Unknown – Neither the candidate knows about
himself nor others
 Stress management:
 Effect of stress
 Stress defense mechanism
 Individual approach:
 Time management
 Physical exercise and relaxation
 Practicing good habits
 Other contributing factors
 Stress management(contd.)
 Organization approach:
 Introduce changes in work
 Organization initiatives
 Career Planning:
 Need for career planning
 Career Planning Process
 Employee Empowerment:
 Features of empowerment
 Need for Empowerment