FINAL OD

ORGANIZATIONAL DEVELOPMENTINTERVENTIONS

Vikas Mishra 535Aman Agarwal 571Darshana Durupkar 578Anam Arshi Sayed 616Mariyam Shaikh620Jyoti Singh624Pawan Amin 629

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

…Burke, 1994

ORGANIZATION DEVELOPMENT

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.

oFocus – A particular kind of change process to bring a particular kind of end result (total system change).

o OD efforts basically entail two groups of activities; "action research" and "interventions." Intervention process can be considered a facet of action research.

Organization Development is an organization improvement strategy

Stages in Organisational DevelopmentSTAGE 1Anticipate Need for Change

STAGE 5Self Renewal,

Monitor & Stabilize

STAGE 4Action Plans,

Strategies and Techniques

STAGE 3The Diagnostic

Phase

STAGE 2Develop

Practitioner-Client

Relationship

ORGANIZATIONAL DEVELOPMENTINTERVENTION

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 Organizations that wish to achieve a high degree of organizational change will employ a full range of interventions.

o OD interventions can be categorized in a number of ways

Classification by Robert Blake & Mouton

OD INTERVENTION

Cultural Intervention

Theory Intervention

Discrepancy Intervention

ProceduralIntervention

RelationshipIntervention

ExperimentationsIntervention

Types of OD Interventions based on Target Groups

1. Role Analysis2. T-Group3. Education & Training & Development4. Job Enrichment5. Grid OD – Phase I6. Transactional Analysis7. Process Consultation8. Career Planning

INDIVIDUAL

Types of OD Interventions based on Target Groups

1. Role Analysis2. T-Group3. Education & Training & Development4. Grid OD – Phase II5. Transactional Analysis6. Process Consultation7. Third Party Peace Making

Dyads/Triads

Types of OD Interventions based on Target Groups

1. Education & Training & Development2. Job Enrichment3. Process Consultation4. Team Building (Task/Process-

Focused)5. Survey Feedback6. Confrontation Meetings

Teams/Groups

Types of OD Interventions based on Target Groups

1. Education & Training & Development2. Grid OD - Phase III3. Process Consultation4. Team Building (Task/Process-

Focused)5. Survey Feedback6. Confrontation Meetings7. Organisational Mirroring

Inter Group

Types of OD Interventions based on Target Groups

1. Grid OD - Phase IV V VI2. Process Consultation3. Survey Feedback4. Confrontation Meetings5. Organisational Mirroring

Organisation

SURVEY FEEDBACK•Most widely used OD Intervention

•It is a conventional questionnaire form of survey used in organization.

•It serves twin purpose of employee survey & employee feedback

•Through Survey feedback, the managers and employees are provided with analysis of data collected from them for better diagnosis, prioritization of issues and planning of further activities

SURVEY FEEDBACKSTEPS

1. Feeling the need for survey2. Deciding objectives and scope3. Collection of Data4. Scoring and Summary of Findings5. Presentation of Feedback6. Action Planning7. Follow up

PROCESS OF SURVEY FEEDBACK

NEED FOR SURVEY

DECIDING OBJECTIVES & SCOPE

COLLECTION OF DATA

FINDING & SUMMARY

FEEDBACK

DEVELOPING ACTION PLAN

FOLLOW-UP

SURVEY FEEDBACKBENEFITS:1. To evaluate the complexities & uncertainties

in the organization environment.2. Helps in determining its strategic response

to the changes that Caused such uncertainties.

DISADVANTAGE:Effectiveness of this intervention depends onthe ability of the supervisors & managers in Developing actions programs, based on such feedback

PROCESS CONSULTATION• It is “ the set of activities on the part of the consultant which help the client to perceive, understand & act upon the process events which occur in the clients environment”

•Expert help is not directly provided to the client

USES:1. The client expresses effect (symptoms) but is not

aware of the problem2. He does not know what specific help is required3. The client is motivated to learn and develop

problem solving abilities by himself/ his people

PROCESS CONSULTATIONVARIETY OF INTERVENTION USED ALONG WITH PC.

1. Interventions aimed at making the group sensitive to its processes and enhance their interest in analyzing the problems.

2. Interventions aimed at problem identification and analysis (diagnosis).

3. Interventions aimed at giving feedback.4. Interventions aimed at helping individuals /

groups to observe and process their own data, learn giving and receiving feedback and solve the problems. Coaching and counseling also are frequently used.

5. Interventions aimed a structural measures like job allocation, role changes

T - Groupo Unstructured, 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 ExperienceDISCUSSION

T - GroupOBJECTIVE

o Enhance understanding about self, gain insights into one’s own behavior.

o Enhance the understanding and awareness about others’ behavior (thoughts, feelings and actions)

o Enhance the understanding and awareness of group and inter-group processes

o Increasing diagnostic skills in inter-personal and Inter- group situations.

o Discover one’s dormant potential to live more effectively and meaningfully.

DISCUSSION

T - GroupBENEFITS

o Decrease in stress level

o Enhances Self Esteem

o Productive Relationships

o Quick & Easy Feedback

o Creates Environment Conducive for Growth

DISCUSSION

CONFRONTATION MEETINGSo 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 theSolution of the problems by involving many people.

USES:1. There is a need by total management group to

examine its own working2. Limited Time.3. Top management wishes to improve conditions

quickly4. Organisation has experiencing or has

experienced some major change5. Enough commitment by top management on

resolving issue

CONFRONTATION MEETINGSSTEPS

Step 1 :- Climate Setting

Step 2 :- Information Collecting

Step 3 :- Information Sharing

Step 4 :- Priority setting and group action planning

Step 5 :- Immediate Follow-Up

Step 6 :- Progress Review

CONCLUSION

1. Better interaction with the employees.

2. Employees skills enhancement in the changing environment.

3. Systemization of the change management process.

4. Employee evaluation & feedback.

5. Prevention rather than correction.