OD Intervention Ppt.
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Transcript of OD Intervention Ppt.
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By:
Daljit Kaur
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What is Organization Development (OD) ?
A process used to enhance both the effectiveness of an organization and the
well-being of its members through planned interventions.
What is OD intervention ?
A set of sequenced, planned actions or events intended to help an
organization to increase its effectiveness.
Purposely disrupt the status quo; they are deliberate attempts to change an
organization or sub-unit toward a different and more effective state.
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Attempt to improve the fit between the individual & organization betweenthe organization & its environment.
Emphasis more on collaboration, confrontation & participation
Criteria for Effective Interventions
The extent to which it fits the needs of the organization. The degree to which it is based on causal knowledge of intended outcome.
The extent to which it enhances the organizations capacity to managechange.
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OD Intervention Categories:
Human Process Interventions Techno-Structural Interventions
T Groups
Process Consultation
Third Party Interventions
Team Building
Organization Confrontation Meeting
Intergroup RelationsLarge-group InterventionsLarge-group Interventions
Grid Organization Development
Structural Design
Downsizing
Re-engineering
Parallel Structures
High-involvement Organizations
(HIOs)
Total Quality Management
Work design
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Strategic InterventionsHuman Resource ManagementInterventions
Goal Setting
Performance Appraisal
Reward Systems
Career Planning and development
Managing workforce diversity
Employee Wellness
Integrated Strategic Change
Trans organization development
Merger and Acquisition Integration
Culture Change
Self-designing organizations
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TECHNOSTRUCTURAL
INTERVENTIONSRestructuring Organizations
Employee Involvement
Work Design
HUMAN RESOURCES
MANAGEMENT
INTRVENTIONSPerformance
Management
Developing &
Assisting Members
HUMAN PROCESS INTERVENTIONS
Individual, Interpersonal and
Group process Approaches
Organization Process Approaches
HUMAN PROCESS ISSUES
How to communicateHow to solve problems
How to make decisions
How to interact
How to lead
HUMAN RESOURCES
ISSUES
How to attract competent peopleHow to set goals & reward people
How to plan & develop peoples
careers
TECHNOLOGY/
STRUCTURE ISSUES
How to divide labour
How to coordinate
Departments
How to produce
Products or services
How to design work
STRATEGIC ISSUES
What functions, produces, services, marketsHow to gain competitive advantage
How to relate to environmentWhat values will guide organizational functioning
STRATEGIC INTERVENTIONS
Competitive & collaborative strategies
TYPES OF OD INVERVENTIONS & ORGANIZATIONAL ISSUES
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Types Of Interventions in brief :
Human process Intervention
Coaching-This help manager and executives to clarify there goals and improve
performance
Training and Development-It increases organization members skill and knowledge
Process consultation-it focuses on interpersonal relation and social dynamics
occurring in work group
Third party intervention-helps people resolve conflicts through such method as
problem solving, bargaining and conciliation
Team Building-help work group to become more effective in accomplishing task
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Human process interventions include the three change programs
Organization confrontation meeting-Helps org. member to identify problem,
set action targets and being working on problem
Intergroup relation-Is designed to improve interaction among different groupor department
-Helping two groups understand the causes of there conflict and choose
appropriate solution
Large-group intervention-Broad variety of stakeholder into large meeting to
clarify important values, to develop ne way of working, to articulate a new
vision for organization
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Techno-structural Intervention
Structural design-this changes process concern the organization division of
labor- how to specialize task performance
Downsizing-It reduce costs and bureaucracy by decreasing the size of the
organization through personnel layoffs, organization redesign
Reengineering-Redesigns the organizations core work processes to create
tighter linkage and coordination among the different task
- Results in faster, more responsive task performance
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Human Resource Management Intervention
Goal Setting- setting clear and challenging goals
Performance appraisal- assessing work related achievements, strengths and
weakness
Important link between goal setting and reward system
Reward system- to improve employee satisfaction and performance
Three change method:
Career planning and development-
Managing workforce diversity
Employee stress and wellness
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Strategic Intervention
Integrated strategic change- describe changes makes a value 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
Alliances-this is collaborative intervention helps two org pursue set of
private and common goal
Networks-it help organization develop relationships with more org, to
perform task or solve problems that complex for single org.
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Factors That Impact the Success of OD Interventions
Factors relating to Change Situation:
Readiness for Change
Capability to Change
Cultural Context
Capabilities of the Change Agent (OD Consultant)
Factors Related to the Target of ChangeI. Organizational Issues
Strategic Issues
Technology and Structure Issues
Human Resource Issues
Human Process Issues
II. Organizational Levels
-OD interventions are aimed at different levels of the organization:
individual, group, organization and trans-organization (for example
different offices of the organization around the globe; or between
organization and its suppliers, customers, etc.)
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Some of the results one can expect from OD interventions
Feedback
Awareness of Changing Socio cultural Norms
Increase Interaction and Communication
Confrontation
Education
Participation
Increase Accountability
Increased Energy and Optimism
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