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Organisational Development and Intervention

This document discusses different types of organization development interventions. It describes interventions such as sensitivity training, survey feedback, process consultation, team interventions, and structural interventions. The main types of interventions covered are sensitivity training, which aims to sensitize people and improve interpersonal skills; survey feedback, which involves systematically collecting and sharing organizational data; and team interventions, which are used to improve team performance and relationships.

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6K views

Organisational Development and Intervention

This document discusses different types of organization development interventions. It describes interventions such as sensitivity training, survey feedback, process consultation, team interventions, and structural interventions. The main types of interventions covered are sensitivity training, which aims to sensitize people and improve interpersonal skills; survey feedback, which involves systematically collecting and sharing organizational data; and team interventions, which are used to improve team performance and relationships.

Uploaded by

api-3741610
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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ORGANIZATION

DEVELOPMENT
INTERVENTIONS
Meaning of Interventions
• “ The planned activities client &
consultants participate during the
course of an organization
development program”
• Attempt to improve the “ fit ”
between the individual &
organization between the
organization & its environment.
• Emphasis more on collaboration,
confrontation & participation
Types of Interventions
• Sensitivity training
• Purpose is to sensitize people to the
perceptions & behavior related aspects of
themselves & others.
• Feedback helps the member to know about
themselves.
• Improves listening skills, add openness,
helps to accept individual differences
• Used to reduce interpersonal conflict
• Enhances group cohesiveness & improves
organizational productivity & efficiency
• Facilitator plays important role by
moderating the discussion & by providing
constructive feedback.
• Broader scope , lacks specific goal
Types of Interventions
• Survey Feedback
• Systematic data collection from all levels
of the organization.
• Sharing of the information
• Interpretation/analysis of data
• Transfers the ownership of the data from
change agent to participants
• Participants plays key role in developing
solutions to the problem.
Types of Interventions
• Process consultation
interventions
• Emphasizes more on resolving
interpersonal problems.
• Increases the participation in
problem solving.
• Specific goal of improving a
particular process.
• Emphasizes on organizational
process Coaching & counseling by
Types of Interventions
• Team interventions
• Used to improve the performance of work teams.
• Problem diagnosis Task accomplishment
• Maintaining team relationships improving team &
organizational processes
• Forms of team building interventions
• Analyze the reason for the existence of team,
objectives of the team & how the team prepares the
action plan for the accomplishment.
• General critic of the team
• Team leader & members decide about the need for the
diagnostic meetings.
• Information is collected through whole groups, or
subgroups or pairs of individual.
• Half a day duration Meeting.
• Based on the need formal meeting is conducted
• Action plan is prepared
• Guidance towards the achievement of the goal.
Types of Interventions
• The formal group team building meeting
• Aims at improving relationship between
team members & their effectiveness.
• Meeting is initiated by manager or team
members under the supervision of
external consultant.
• Issues are prioritized Responsibilities are
assigned to each member
• Action plan is prepared.
• Meeting is conducted away from the work
place.
Types of Interventions
• Gestalt approach to team building
• Focuses on individuals based on
psychotherapy.
• Self awareness is essential
• Accepting as a whole as it is (+ ve, -ve)
• Awareness know-how Authenticity
Accepting responsibility
• Negative feeling can be resolved through
confrontation & repression
• Practiced by trained practitioner
Other exercises used for
team building
• Role analysis Technique (RAT) John Thomas
• The role defined is known as focal role
• Defining the role by team members
• Expectations, suggestions by team members
• Preparation of role profile explaing the authority,
obligation of the role
• Role clarity is achieved
• Role negotiation technique ( RNT)- Roger Harrison
• Resolving conflict by making some compromises
• RNT consultants act as a negotiator between the
conflicting parties
Other exercises used for
team building
• Steps during RNT
• Contract setting Ground rules submitted in
written format
• Issue diagnosis what kind of change is
expected
• Hoe change will affect on performance.
• Negotiation period ( 2 days)
• Discussion of most important changes required
from each other
• Expectations from each others
• Content of the agreement in written format
• Follow up meeting
Other exercises used for
team building
• Forced field analysis- Kurt Lewin
• Used for understanding problematic situation & for planning
corrective action.
• Two types of forces-
• Driving forces forces for change
• Restraining forces forces resisting change
• Equilibrium can be obtained to get desired outcome of the
change program
• Essential steps-
• Defining current problem situation
• Desired condition
• Identifying driving, resisting forces
• Strong & weak forces are identified
• Strategy to move from current condition to desired
condition
• Implementation of action plan
Other exercises used for
team building
• Intergroup team building interventions
• Improves intergroup relations between work teams
• Easy flow of communication
• Steps-
• OD practitioner meets the leaders of the groupfor
understanding the requirement.
• A & B two groups meet separately & are asked to
write about the attitudes & perceptions towards
each other, problem related to group etc
• Group also tries t o anticipate what the other group
would write
• Exchange of written information
• Understands the communication gap
• Helps in soarting out many issues
• Unresolved problems are again discussed
• Helps to improve interactions
Third party peace making
Interventions
• Method for solving interpersonal conflict
• Confrontation technique
• Motivating parties to resolve conflict
• Insist on exploring possible solutions
• Sufficient time is given to understand each
other
• Efforts to overcome negative feeling-
• Differentiation phase- Concentrate on
differences in opinion
• Integration phase- Shares positve feeling
& common things
Structural Interventions
• Also known as Technostructural
Interventions.
• Bring about the changes in the task ,
structure & technological processes.

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