Chp 8 OD Intervention Startegies

8/3/2019 Chp 8 OD Intervention Startegies

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An Experiential Approach to Organization Development 7th

edition Chapter 8Slide 1

Chapter 8

OD Intervention

Strategies


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Learning Objectives

Identify and understand range of major OD

intervention techniques and how they can be

applied.

Identify ways interpersonal, team, and

intergroup techniques fit into OD program. Understand the change strategies.


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Leading Change at P&G

(part 1 of 3)

P&G CEO Lafley makes changes that began

with previous CEO in the 1990s.

Significant changes made on structural lines.

Previous CEO, Jager, made changes using

combative style.


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(part 2 of 3)

Corporate headquarters undergoing change.

Executives have open offices.

Division presidents offices located with their

teams.

Changes made without alienating employees.


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(part 3 of 3)

Why did one CEO succeed in making changes

while another failed?

Jager gruff and Lafley soothing.

Jager bullied and Lafley persuades.

Lafley says of change: we are in thebusiness of leading change.


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Organizational Change

Starting point for setting change program is

definition of total change strategy.

OD strategy is a plan for integrating different

activities to accomplish objectives.


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Three Basic Approaches to

Organization Change1. Structural

2. Technical

3. Behavioral

Developing strategy includes planning activities

to resolve difficulties and build on strengths.


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Structural Approach to Change

Changes that relate elements of organization to

one another.

Includes removing or adding layers to hierarchy.

Downsizing associated with restructuring.

Changes can involve decentralization andcentralization.


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Technical Approach to Change

Changes in machinery, methods, automation,

and job design.

Changes help companies become more

productive.


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Behavioral Approach to Change

Emphasizes better utilization of human

resources by improving:

Morale.

Motivation.

Commitment of members.OD traditionally associated with behavioral

strategies.


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Changes Require All Strategies

Structural, technological, and behavioral

strategies not OD change strategies per se.

Determining feature of an OD strategy is

process used to arrive at strategy.


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Our Changing World: Japan Tries

to Restructure (part 1 of 2)

In 1980s Japanese companies model to world.

Recently, Japanese companies failed to

respond to changing world.

Nissan first company to close major factory in

Japanese auto-industry.


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Our Changing World: Japan Tries

to Restructure (part 2 of 2)

Nissan failing when Renault took control.

Ghosn brought in to turn company around.

Shut down 5 plants, reduced workforce by

23,000, shifted production to U.S.

Most experts say do not count Japan out.

A viable Japan may emerge.


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Integration of Change Strategies

(part 1 of 2)

OD deals with change from integrated

standpoint that considers:

Structure Technology Behavior

Interdependence of subelements (departments)

needs to be considered.


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Figure 8.1Integrated Approach to Change


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Integration of Change Strategies

(part 2 of 2)Change strategies need to take account of overt

and covert elements.

Second-order consequences consider change

in one area that influences others.


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Figure 8.2Organization Iceberg Approach to OD


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Stream Analysis

Useful in planning.

Helps organization plan interventions.

Provides graphical view of changes.

Allows progress to be plotted.


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Figure 8.3Stream Analysis Chart


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Selecting an OD Intervention

Practitioner and client consider:

Potential results of technique.

Potential implementation of technique

including costs versus benefit.

Potential acceptance of technique.


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OD in Practice: Is It a Kindler,

Gentler Microsoft? (part 1 of 3)Changes at Microsoft initiated at top.

Gates stepped down as CEO and appointed

Ballmer CEO and president.

Both wanted to reinvent Microsoft.

Microsoft restructured to be responsive tocustomers.


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OD in Practice (part 2 of 3)

Executives given power to run units with less

supervision.

Ballmer encouraging everyone to rethink the

way they do their jobs.

Ballmer wants people to be respectful to others.


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OD in Practice (part 3 of 3)

He wants managers to work collaboratively.

Collaboration may produce complacency and

stifle innovation.

Ballmer has history of humiliating executives

that may discourage real change.


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Overview of Major OD

Intervention TechniquesIntervention techniques focus on 4 categories:

1. Individual or interpersonal level.

2. Team or group level.

3. Intergroup level.

4. Total organizational system level.


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Table 8.1OD Interventions: An Overview (part 1 of 2)


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An Experiential Approach to Organization Development 7

th


Table 8.1OD Interventions: An Overview (part 2 of 2)


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Key Words and Concepts

Behavioral strategies - places emphasis on

human resources.

OD intervention - actions designed to improve

the health of the client system.

OD strategy - a plan for change usingstructural, technical, and behavioral methods.


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th

editionChapter 8

Slide 28

Parkinsons Laws - summarizes the problems

of inefficient practices in organizations.

Second-order consequences - indirect

consequences that result from change.

Stream analysis - method useful in planning

that plots interventions over period of time.


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th

editionChapter 8

Slide 29

Structural strategies - alters framework that

relates parts of organization to one another.

Technological strategies - changes in

machinery, methods, and job design.

Virtual meetings - meetings that occur

electronically over telecommunications lines

and Internet.


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An Experiential Approach to Organization Development 7thedition Chapter 8Slide 30

Preparations for Next Chapter

Read Chapter 9.

Complete Step 1 of OD Skills Simulation 9.1.

Simulation 9.3, complete Steps 1 and 2.

Read and analyze Case: The Sundale Club.

Chp 8 OD Intervention Startegies

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