You are on page 1of 23

ORGANIZATIONAL DEVELOPMENT INTERVENTIONS

Vikas Mishra Aman Agarwal Darshana Durupkar Anam Arshi Sayed Mariyam Shaikh Jyoti Singh Pawan Amin

535 571 578 616 620 624 629

research. 1994 . and theory. …Burke.ORGANIZATION DEVELOPMENT Organization development is a planned process of change in an organization’s culture through the utilization of behavioral science technologies.

"action research" and "interventions.ABOUT ORGANIZATION DEVELOPMENT oOD is about how organizations and people function and how to get them function better oStart Point – when the leader identifies an undesirable situation and seeks to change it." Intervention process can be considered a facet of action research. o OD efforts basically entail two groups of activities. Organization Development is an organization improvement strategy . oFocus – A particular kind of change process to bring a particular kind of end result (total system change).

Stages in Organisational Development STAGE 1 Anticipate Need for Change STAGE 5 Self Renewal. Monitor & Stabilize STAGE 2 Develop PractitionerClient Relationship STAGE 4 Action Plans. Strategies and Techniques STAGE 3 The Diagnostic Phase .

o Organizations that wish to achieve a high degree of organizational change will employ a full range of interventions.ORGANIZATIONAL DEVELOPMENT INTERVENTION o Plans & actions developed & implemented as a part of the OD process are called Intervention Programs. o OD interventions are plans or programs comprised of specific activities designed to effect change in some facet of an organization. o OD interventions can be categorized in a number of ways .

Classification by Robert Blake & Mouton Theory Intervention Cultural Intervention Relationship Intervention OD INTERVENTION Procedural Intervention Discrepancy Intervention Experimentations Intervention .

3.Types of OD Interventions based on Target Groups INDIVIDUAL 1. 6. Role Analysis T-Group Education & Training & Development Job Enrichment Grid OD – Phase I Transactional Analysis Process Consultation Career Planning . 8. 2. 4. 7. 5.

3. Role Analysis T-Group Education & Training & Development Grid OD – Phase II Transactional Analysis Process Consultation Third Party Peace Making . 5. 6.Types of OD Interventions based on Target Groups Dyads/Triads 1. 7. 2. 4.

Confrontation Meetings . Survey Feedback 6. 4.Types of OD Interventions based on Target Groups Teams/Groups 1. 3. Education & Training & Development Job Enrichment Process Consultation Team Building (Task/ProcessFocused) 5. 2.

4.Phase III Process Consultation Team Building (Task/ProcessFocused) 5.Types of OD Interventions based on Target Groups Inter Group 1. Education & Training & Development Grid OD . 2. Organisational Mirroring . Survey Feedback 6. 3. Confrontation Meetings 7.

Phase IV V VI Process Consultation Survey Feedback Confrontation Meetings Organisational Mirroring . 3. 5. 2. Grid OD . 4.Types of OD Interventions based on Target Groups Organisation 1.

the managers and employees are provided with analysis of data collected from them for better diagnosis. •It serves twin purpose of employee survey & employee feedback •Through Survey feedback. prioritization of issues and planning of further activities .SURVEY FEEDBACK •Most widely used OD Intervention •It is a conventional questionnaire form of survey used in organization.

2. 4. 6. Feeling the need for survey Deciding objectives and scope Collection of Data Scoring and Summary of Findings Presentation of Feedback Action Planning Follow up PROCESS OF SURVEY FEEDBACK NEED FOR SURVEY DECIDING OBJECTIVES & SCOPE COLLECTION OF DATA FINDING & SUMMARY FEEDBACK DEVELOPING ACTION PLAN FOLLOW-UP .SURVEY FEEDBACK STEPS 1. 5. 7. 3.

DISADVANTAGE: Effectiveness of this intervention depends on the ability of the supervisors & managers in Developing actions programs. based on such feedback .SURVEY FEEDBACK BENEFITS: 1. Helps in determining its strategic response to the changes that Caused such uncertainties. 2. To evaluate the complexities & uncertainties in the organization environment.

PROCESS CONSULTATION • It is “ the set of activities on the part of the consultant which help the client to perceive. The client expresses effect (symptoms) but is not aware of the problem 2. He does not know what specific help is required 3. The client is motivated to learn and develop problem solving abilities by himself/ his people . understand & act upon the process events which occur in the clients environment” •Expert help is not directly provided to the client USES: 1.

1. Interventions aimed at problem identification and analysis (diagnosis). learn giving and receiving feedback and solve the problems. Interventions aimed at giving feedback. Coaching and counseling also are frequently used. 5. Interventions aimed at helping individuals / groups to observe and process their own data. Interventions aimed at making the group sensitive to its processes and enhance their interest in analyzing the problems. 3.PROCESS CONSULTATION VARIETY OF INTERVENTION USED ALONG WITH PC. role changes . 2. 4. Interventions aimed a structural measures like job allocation.

Agenda-less group session o Consists of 10-12 people and a “trainer” o Data for discussion is data provided by interaction o Individuals gain insight into meaning and consequence of own and others behavior o Helps make effective interpersonal and group action o Main learning vehicle – Group Experience DISCUSSION .Group o Unstructured.T .

o Enhance the understanding and awareness about others’ behavior (thoughts.Group OBJECTIVE o Enhance understanding about self. gain insights into one’s own behavior. .group situations.T . feelings and actions) o Enhance the understanding and awareness of group and inter-group processes o Increasing diagnostic skills in inter-personal and Inter. DISCUSSION o Discover one’s dormant potential to live more effectively and meaningfully.

T .Group BENEFITS o Decrease in stress level o Enhances Self Esteem o Productive Relationships o Quick & Easy Feedback o Creates Environment Conducive for Growth DISCUSSION .

Limited Time. There is a need by total management group to examine its own working 2. 3. Organisation has experiencing or has experienced some major change 5. USES: 1.CONFRONTATION MEETINGS o Developed by Richard Beckhard oOne day meeting to take a reading of organisational health oUsed for identifying and prioritizing problems in organizations and beginning the working on the Solution of the problems by involving many people. Top management wishes to improve conditions quickly 4. Enough commitment by top management on resolving issue .

CONFRONTATION MEETINGS STEPS Step 1 :.Information Collecting Step 3 :.Climate Setting Step 2 :.Progress Review .Information Sharing Step 4 :.Immediate Follow-Up Step 6 :.Priority setting and group action planning Step 5 :.

4.CONCLUSION 1. 5. Better interaction with the employees. Systemization of the change management process. Employees skills enhancement in the changing environment. Prevention rather than correction. 3. . 2. Employee evaluation & feedback.