OD Interventions

OD interventions• "Interventions" are principal learning processes in the "action" stage

of organization development.

• are structured activities used individually or in combination toimprove their social or task performance.

• introduced by a change agent as part of an improvement program

• "Structured activities" mean such diverse procedures as experientialexercises, questionnaires, attitude surveys, interviews, relevantgroup discussions, and even lunchtime meetings between thechange agent and a member of the client organization.

• Every action that influences an organization's improvement programin a change agent-client system relationship can be said to be anintervention.

• There are many possible intervention strategies from which to choose.Several assumptions about the nature and functioning of organizationsare made in the choice of a particular strategy.

• Beckhard lists six such assumptions:– The basic building blocks of an organization are groups (teams). Therefore,

the basic units of change are groups, not individuals.– An always relevant change goal is the reduction of inappropriate

competition between parts of the organization and the development of amore collaborative condition.

– Decision making in a healthy organization is located where the informationsources are, rather than in a particular role or level of hierarchy.

– Organizations, subunits of organizations, and individuals continuouslymanage their affairs against goals. Controls are interim measurements, notthe basis of managerial strategy.

– One goal of a healthy organization is to develop generally opencommunication, mutual trust, and confidence between and across levels.

– People support what they help create. People affected by a change must beallowed active participation and a sense of ownership in the planning andconduct of the change.

• Interventions range from those designed to improvethe effectiveness of individuals through thosedesigned to deal with teams and groups, intergrouprelations, and the total organization.

• There are interventions that focus on task issues(what people do), and those that focus on processissues (how people go about doing it).

• Finally, interventions may be roughly classifiedaccording to which change mechanism they tend toemphasize:– for example, feedback, awareness of changing cultural

norms, interaction and communication, conflict, andeducation through either new knowledge or skill practice.

• The change agent must address himself to all of these hazards and obstacles. Some of the things which will help him are:– A real need in the client system to change – Genuine support from management – Setting a personal example: listening, supporting

behavior – A sound background in the behavioral sciences – A working knowledge of systems theory – A belief in man as a rational, self-educating being fully

capable of learning better ways to do things.

• A few examples of interventions include team building, coaching, Large Group Interventions, mentoring, performance appraisal, downsizing, TQM, and leadership development.

Major Types of Interventions

• The field of Organization Development uses avariety of processes, approaches, methods,techniques, applications, etc., (these are oftentermed "interventions") to addressorganizational issues and goals in order toincrease performance.

• The following partial list of interventions isorganized generally in the order presented byCummings and Worley in their "OrganizationDevelopment and Change" (West Publishing,1993).

Human Process Interventions

Guiding Individuals

• CoachingCounselingDelegatingLeadingMorale (Boosting)MentoringMotivating

Group-Based

• Conflict ManagementDialoguingGroup FacilitationGroup LearningSelf-Directed Work TeamsTeam BuildingVirtual Teams

Technostructural Interventions

• Downsizing and OutsourcingOrganizing Tasks, Jobs and RolesOrganizing StaffBusiness Process Re-EngineeringISO9000Total Quality Management

Strategic Interventions

• Business PlanningCultural ChangeLarge-Scale InterventionsOrganizational TransformationStrategic Planning

Human Resource Management Interventions

Employee Performance Management• Establishing Performance Goals

Performance PlansObservation and FeedbackEvaluating PerformanceRewarding PerformanceRecognizing Performance Problems ("Performance Gaps")Performance Improvement / Development PlansStaffingFiring Employees

Employee Development• Career Development

Leadership Development PlanningManagement Development PlanningPersonal DevelopmentPersonal ProductivityPersonal WellnessSupervisory Development PlanningTraining and Development

Employee Wellness Programs• Diversity Management

Drugs in the WorkplaceEmployee Assistance ProgramsErgonomics: Safe Facilities in the WorkplaceHIV/AIDS in the WorkplacePersonal WellnessPreventing Violence in the WorkplaceSafety in the WorkplaceSpirituality in the Workplace

Most common OD Interventions that companies practice

1. Applying criteria to goals

here the leadership establishes objective criteria for the outputs of the organization's goal-setting processes. Then they hold people accountable not only for stating goals against those criteria but also for producing the desired results.

Example: Organizations are implementing the concept of Balanced Scorecard, X-Matrix etc., to capture the goals of the employees, which in turn is helpful in their assessment and mid-term correction of their performance.

2. Establishing inter-unit task forces

These groups can cross both functional parts of the organization (the "silos") as well as employee levels. They are ideally accountable to one person and are appropriately rewarded for completing their assigned task effectively. Then they disband.

Example: Organizations have introduced various schemes for rewarding their employees for their performance, like: - Introducing the concept of Variable pay in as a part of CTC - Spot Recognition Award - Project bonus, performance bonus etc.,

3. Experimentation with alternative arrangements

Today organizations are subject to "management by best-seller." The goal in these interventions is to create what is being called a "learning organization," one that performs experiments on organizational structure and processes, analyzes the results, and builds on them.

Example: Organizations today are targeting at streamlining the process of Learning and Development and encouraging the culture of Learning in the organizations. - Targeting achieving mandatory man-days of training for their employees - Introducing the Competency based practices

4. Identifying "key communicators"

This is to carefully determine who seems to be "in the know" within the organization. These people often do not know that they are, in fact, key communicators. This collection of individuals is then fed honest information during critical times, one-on-one and confidentially.

Example: Defining the process of Organizational Communication policy - Introducing Top – down and Bottom – up Communication approach - Introducing Employee Forums and Suggestion Box options for employee interaction - Identifying Critical employees in the organization and making them the Brand Ambassadors of their company

5. Identifying "Fireable Offenses"

This intervention deepens the understanding of and commitment to the stated values of the organization. This facilitates the work of the Top Management to answer the critical question, "If we're serious about these values, then what might an employee do that would be so affrontive to them that he/she would be fired?"

Example: - Publishing and Instilling Values and Beliefs among all employees - Introducing Policies like Whistle Blowing, Sexual Harassment etc.,

6. In-visioning

This is actually a set of interventions that help to "acculturate" everyone in the organization into an agreed-upon vision, mission, purpose, and values. The interventions might include training, goal setting, organizational survey-feedback, communications planning, etc.

7. Team Building

This intervention can take many forms.

Example: The most common is interviews and other pre-work, followed by a one- to three-day offsite session. During the meeting the group diagnoses its function as a unit and plans improvements in its operating procedures.

8. Inter-group Problem Solving

This intervention usually involves working with the two groups separately before bringing them together. They establish common goals and negotiate changes in how the groups interface.

Example: This is practiced in Product Development Companies and most of the IT and ITES Companies. - Focused group discussion are encouraged by the management, for generating better ideas and concepts

9. Management/leadership training

Many OD professionals come from a training background. They understand that organizations cannot succeed long term without well-trained leaders. The OD contribution there can be to ensure that the development curriculum emphasizes practical, current situations that need attention within the organization and to monitor the degree to which training delivery is sufficiently participative as to promise adequate transfer of learnings to the job.

Example: Most of the organizations today are focusing at Leadership Management for their employees. Earlier, this was targeted to the Top Management alone, but now, organizations are seeing its relevance to inculcate the leadership skills in their middle management and junior management as well. - Business Organization Retreat (BOD) is being the most common practice, is a part of this initiative.

10. Setting up measurement systems

The total-quality movement emphasizes that all work is a part of a process and that measurement is essential for process improvement. The OD professional is equipped with tools and techniques to assist leaders and others to create measurement methods and systems to monitor key success indicators.

Example: - The concepts like Six Sigma, TQM etc act as Measurements tools for the process followed in the organization.