Individual, Interpersonal, and Group Process Approaches

ARTI NASTAARVINDKUMAR SINGHGARIMA KAPOOR• ANISH DODHIADIMPLE SHAHNITIN JOSHIPRIYANKA AGARWALPRASAD INAMDAR

Represent attempts to improve individual performance and people’s working relationships with one another.

Earliest interventions devised in OD Most Popular

A set of activities on the part of the consultant that helps individuals and group members understand, diagnose, and improve their behaviors.

Interventions are aimed at helping individuals develop skills, and members of groups assess their interactions and devise more effective ways of working.

The presence of other people can have significant effects on our behavior

Under certain conditions people obey the orders of an authority figure to the extent of harming innocent others.

social support and close interpersonal relationships benefit our health and happiness.

Membership of groups can have both positive and negative consequences on the people’s behavior and judgement,depending on the context

INDIVIDUAL APPROACHES COACHING TRAINING & DEVELOPMENT INTERPERSONAL AND GROUP

APPROACHES PROCESS CONSULTATION TEAM BUILDING THIRD PARTY INTERVENTIONS

Focuses on skills and capabilities of any organization member

Tries to improve the ability of an individual to set and clarify goals and meet them, also improve interpersonal relations, handle conflict and address leadership style.

Done to improve performance Personal intervention and Involves a one-

on-one relation. Is a skill

Assist in execution of a transition e.g. downsizing.

Address a performance problemDevelop new behavioral skills with

leadership development.Is future oriented and action-oriented. Helps clients to understand that how their

behaviors are contributing to the current situation.

Establish the principles of the relationship i.e. the goals, the resources and the compensation

Conduct an assessment i.e. Personal or systemic Personal: e.g. Myers- Briggs type indicator, or

FIRO-B or DISC Profile or MMPI Systemic : e.g. 360 degree feedback process

where the team of the client ,peers and some others are involved in the process

• Coach and client debrief the results : Reviewing on the data and coming to a diagnosis. Purpose: to get the client move to action.

Develop an action plan i.e. actions that will lead to goal achievement, and learning opportunities that build knowledge and skill. Also it should include the methods & milestones to monitor progress and evaluate how effective the coaching is.

Implement the action plan: i.e. after the one-on-one interaction, the coach must encourage the client to act on his intentions. Skill is required.

Assess the results: Assess and then evaluate the actions and then revise goals or terminate the process.

Improves personal productivity Improves quality Improves working relationships Leads to job satisfaction. Builds capacity in people to lead more

effectively. Increases leadership skill and effectiveness.

Oldest Strategy for Organizational Changes

Provide New and Existing Members with Skill

and Knowledge to Perform work

Various Methods of Training targeted are Simulations ,

Action Learning, Computer-Based and Case studies

Largest Practice Area with Growing Importance

Represents an Important Organization Investment Accounting

for about 2% of a company’s payroll

Considered as either “the most” Important or “one of the top

five”

Factor in Achieving Competitive Advantage

Training is Typically used when the Goal is the

Development of the Workforce, while the terms

Management or Leadership Development is applied when

Goal is Organizations Management or Development

For Training to be considered an OD Intervention, it must

Focus on Changing the Skills and Knowledge of a group of

Organizations Members to Improve their Effectiveness or

to Build the capabilities of an Organization Systems.

Performs a Needs Assessment

Develop the Objectives and Design of the Training

Deliver the Training

Evaluate the Training

Despite the Prevalence of Training and Development

interventions in the Workplace, Most of the

Evaluation Research Consists of only Reactions , the

Weakest Measure of Effectiveness. Reaction Data

tends to Correlate only Weakly with other Measures

of Training Effectiveness. Several more Rigorous

Assessment, however, Provide Evidence about

Training Effects.

The creation of a relationship that permits the client to perceive, understand, and act on the process events that occur in his internal and external environment in order to improve the situation as defined by the client

Not like a doctor-patient model.

Used to assess and improve human processes

An approach that helps people and groups help themselves

like communication, decision making, interpersonal relations etc.

Always try to be helpful.

Always stay in touch with the current realityAccess your ignorance

Everything you do is an intervention

Timing is crucialGo with the flow

When in doubt, share the problem

Everything is information,errors will always occur & are the prime source for learning

The client owns the problem &

the solutionBe constructively opportunistic with confrontive interventions

Communications:The nature and style of communication.

The functional roles of group members:1. The group should encourage 1 another2. Harmonize and compromise 3. Set standards and observe.

Group problem solving and decision making The process consultant must help the group understand A.How it makes decisions B.Consequences of each decision process C.Help diagnose which type of decision process will be most effective in a given situation

Most groups perform little group maintenance: Thus the process consultant comes into picture.

Group Norms: The process consultant can help the group to understand and articulate its own norms and determine whether the norms are helpful or not. Once he has guided them ,they can now understand which are helpful and then grow realistically,make optimum use of its resources and learn from their own experiences.

Use of leadership and authority: He needs to understand the processes of leadership and how different styles of leadership can help or hinder the functioning of a group

Individual InterventionsAimed at helping people

better communicate with others

Johari Window

• Group Interventions• Aimed at the process, content or structure of the group

Unknown to Others Known to Others

Known toSelf

Unknownto Self

HiddenSpot

OpenWindow

UnknownWindow

BlindSpot

Widely practiced over 40 years & a modest amount of research addresses its effect on improving the ability of groups to accomplish work

1. Alter the staff's perceptions of the characteristics of the work setting

2. Reverse negative attitudes (alienation)3. Create a more positive and supportive

working environment (improved working relationship).

The findings of this study suggest that process consultation can

Activities that focus on interpersonal conflicts within the organization

Interventions help involved parties interact with each other directly, facilitating diagnosis of the conflict and its resolution

Can arise due to differences in personality, or task orientation or goal interdependence, perceptions among group members and competition for scarce resources.

Can arise due to issues like work methods,pay rates and also interpersonal issues like misconceptions and personalities.

Conflict enhances motivation and innovationLeads to greater understanding of views and

ideas.

CON’S of Conflict: Prevents people from working together

constructively Destroys task interactions among group

members

Used when conflict disrupts task interactions and work relationships in between members

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Episode 1 Episode 2

TriggeringEvent

TriggeringEvent

Issues

Behavior Behavior

Consequences ConsequencesIssues

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•Re- establish communication between two parties

•Refocus on sustantative issue

•Repair stained relationship

• Salvage sunk cost of stalled negotiations

• Increase level of negotiator satisfaction

Prevent the conflict through mandate or separation of the parties

Set limits on the timing and extent of the conflict

Help the parties to cope differently with the conflict

Attempt to eliminate or resolve the basic issues in the conflict

MediationArbitrationThird ControlForth Control

A Broad range of planned activities

That help members enhance their interpersonal & Problem-solving skills

That help groups improve the way they accomplish tasks

Help members develop a High-level of motivation to implement group decisions

It also helps groups over-come specific problems•Apathy & General Lack of member Interest•Increasing Complaints within the Group•Low Participation in Meetings•Lack of Innovation & Initiation•Effectiveness of Services & Products

•Loss of Productivity•Confusion about Assignments•Hostility/Conflicts among Members•Increasing Complaints from those outside the Group about Quality

Group of Interdependent people sharing Common PurposeCommon Work Methods &Hold each other accountable

TEAM:-

Variables in Teams:-Important variable in teams is location – When team members are in close Proximity: Traditional Team Exists

When Members are Geographically Dispersed & their interaction is mediated by Information technology: Virtual Team Exists

The Nature of Interdependencies varies creating Various types of Teams

Groups with no formal links but whose collective purpose

requires coordination

Groups reporting to the same manager

Groups involving people with common goals

Temporary groups formed to accomplish a specific, one-time task

Groups consisting of people whose work roles are

interdependent

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Activities Related to One or More IndividualsActivities Oriented to the Group’s Operations

and BehaviorsActivities Affecting the Group’s Relationship

with the Rest of the Organization

Determine the Intervention TargetOne or more individualsA group’s operation and behaviorA group’s relationships with the rest of the

organization

Determine the Intervention OrientationDiagnosticDevelopmental

Group Operation and BehaviorAn inward look by the team at its own

performance, behavior and culture for the purpose of improving effectiveness

Group Relationships with the OrganizationUnderstand the group’s role within the

organization including interaction, support, and collaboration

Manager’s Role

Intervention IntroductionTechniques of Team Building Interventions

TEAM INTERVENTION

These are Sets of Structured ActivitiesIn which selected organizational units

Engage in tasks or sequence of task

With GOALS of

ORGANISATIONAL IMPROVEMENT

+

INDIVIDUAL DEVELOPMENT

Team Interventions

ROLE ANALYSIS TECHNIQUE

Designed to clarify the role expectations and obligations of team members to improve team effectiveness.

Developed by Ishwar Dayal and John Thomas for top managements in New Organizations, in India.

Steps InvolvedFirst Step –Analysis of Focal Role initiated by focal role

individual.((its place in organization, its rationale, contribution in achieving organizational goals etc.))-All these listed on chalkboard and discussed.

Techniques of team building

Second Step: This Examines the Focal Role

Bearer’s Expectations of others. What effects his/her own role performance & these are discussed, modified, added to & agreed upon by the group and focal role person.

Third Step: The member of the group describe what they want from & expect from the Focal role individual.

RAT further….

Improving communication.

Making work place more enjoyable.

Improving team productivity.

Develop team leadership skills.

IMPORTANCE OF TEAM BUILDING

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Range of options.

Division of work.

Motivation.

Help in decision making.

Efficiency.

ADVANTAGES OF TEAM BUILDING

Difficult to assess the individual performance.

Free riding.

co- ordination cost.

Opposing views could cause arguments.

DIS-ADVANTAGES OF TEAM BUILDING

Put forward in cooperation with team members , a vision of what the team is to do.

Participating in defining the composition of team.

Help developing a set of principle that will contribute

to success.

Be fair, supportive, and can make final judgment as

needed.

Positive results across a range of variables.

Increase team motivation and trust.

Provide opportunities for collaboration.

Inspired a shared vision and purpose.