OD INTERVENTIONS

PRESENTED BYBYRACHNA

Meaning of Interventions
The set of sequenced planned actions or events intended to help an organization improve its performance and effectiveness Intervention design are derived from careful diagnosis and meant to resolve specific problems. OD Interventions vary from standardized programs that have been developed and used in many organizations to relatively unique programs tailored to a specific organization or department.

CONT...
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

CRITERIA FOR EFFECTIVE INTERVENTION The interventions purposely disrupts the status quo,they are deliberate attempts to change an organization. 1. The extent to which it fits the needs of the organization. Valid information Free & informed choice Internal commitment

CONT... 2.The degree to which it is based on causal knowledge of intended outcome Valid knowledge 3.The extent to which it enhances the organizations capacity to manage change. Competence in change management

CONTINGENCIES RELATED TO THE CHANGE SITUATION

When readiness for change is low then interventions need to focus on increasing the organizations willingness to change

CONT...
2.CAPABILITY TO CHANGE Managing planned changes requires  Knowledge & Skills  Ability to motivate change  To lead change  To develop political support  To manage the transition  To sustain momentum

If organization members do not have these capabilities, then a Preliminary training interventions are required

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3.CULTURAL CONTEXT The national culture can exert a powerful influence on members reaction to change. Account for the cultural values and assumptions. Interventions can be modified to fit different cultural contexts 4.CAPABILITIES OF THE CHANGE AGENT Full disclosure of the applicability of their knowledge &expertise's Practitioners are expected to intervene within their capabilities or to recommend someone more suited to the client's needs.

CONTINGENCIES RELATED TO THE TARGET OF CHANGE

Strategic issues Technology and structure issues Human resource issues Human process issues

TYPES OF OD INVERVENTIONS & ORGANIZATIONAL ISSUES

STRATEGIC ISSUES What functions,producs,services,markets How to gain competive advantage How to relate to environment What values will guide organizational functioning TECHNOSTRUCTURAL INTERVENTIONS Restructuring Organizations Employee Involvement Work Design TECHNOLOGY/ STRUCTURE ISSUES How to divide labour How to coordinate Departments How to produce Products or services How to design work HUMAN RESOURCES MANAGEMENT INTRVENTIONS Performance Management Developing & Assisting Members

HUMAN RESOURCES ISSUES How to attract competent people How to set goals & reward people How to plan & develop peoples careers

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

Organizational levels
Organization function at different levels 1 Individual 2 Group 3 Organizational

Types Of Interventions
Human

process Intervention Intervention

Technostructural

Human

Resource Management Intervention Intervention

Strategic

Human process Intervention

CoachingCoaching-This help manager and executives to clarify there goals and improve performance Training and Development-It increases organization Developmentmembers skill and knowledge Process consultation-it focuses on interpersonal relation and consultationsocial dynamics occurring in work group Third party intervention-helps people resolve conflicts interventionthrough such method as problem solving, bargaining and conciliation Team Building-help work group to become more effective in Buildingaccomplishing task

Human process interventions include the three change programs

Organization confrontation meeting-Helps org. member meetingto identify problem, set action targets and being working on problem Intergroup relation-Is designed to improve interaction relationamong different group or department

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

LargeLarge-group intervention-Broad variety of stakeholder interventioninto large meeting to clarify important values, to develop ne way of working, to articulate a new vision for organization

Structural design-this changes process concern the designorganization division of labor- how to specialize task laborperformance

Technostructural Intervention

DownsizingDownsizing-It reduce costs and bureaucracy by decreasing the size of the organization through personnel layoffs, organization redesign ReengineeringReengineering-Redesigns the organizations 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 Setting-

Performance appraisal- assessing work related appraisalachievements, strengths and weakness Important link between goal setting and reward system Reward system- to improve employee systemsatisfaction and performance

Humane resources management intervention three change method method

Career planning and developmentdevelopmentManaging workforce diversity Employee stress and wellness

Strategic Intervention

Integrated strategic change- describe changes makes a changevalue 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 acquisitionsAlliancesAlliances-this is collaborative intervention helps two org pursue set of private and common goal NetworksNetworks-it help organization develop relationships with more org, to perform task or solve problems that complex for single org.