Organisation Development Intervention Techiques Tarak Bahadur KC Ph

Organisation Development Intervention Techiques -Tarak Bahadur KC, Ph. D tarakbkc@gmail. com

Contents � OD Intervention � Purpose � Strategies / Techniques � Mode /Level

Intervention To intervene is to enter into an ongoing system of relationships to come between or among persons, groups, or objects for the purpose of helping them. Argyris, C. (1970) Intervention theory and method. Reading, MA: Addison. Wesley

OD Interventions � The planned activities clients and consultants participate in during the course of an OD programme for changing the status quo. � An action or set of actions designed to introduce changes in organisation for improving its efficiency and effectiveness. � A set of planned change activities intended to improve organization's effectiveness, including quality of work life and productivity.

OD Interventions �In a sense, intervention is any event, directed toward improving organizational effectiveness, that disrupts an organization’s normal way of operating. - Smither, R. et al. , 1970 �Interventions sometimes involve a consultant from outside the organization, but many times management itself intervenes to make

Purpose of OD Interventions Why OD Interventions? Interventions are vehicle for causing change, which: � Disrupt the Status Quo � Address organisational problems � Organisational transformation � Enhance efficiency and effectiveness � Improving HR capacity

Conceptual Framework OD Interventions Output Outcome Individual Intervention • • Selection T&D Counseling Promotion Structural Intervention • Org. design • Job design • Down sizing Human Output • Individual commitment & Involvement Perceived Org. Performance • Improvement in cereal production Process Intervention • Goal setting • Team building • Decision making Beer, 1980

Types / Classification of Change Strategy or Intervention Techniques �Changing the Organisation’s Structure �Changing the Organisation’s Technology �Changing the People / Behaviour Integration of these three strategies for successful OD intervention is

Integrated Approach to Change

Intervention Mode �Level of Oragnisation � Top (Policy) Level � Middle Level � Operational Level �Target Group � Individual � Team � Organisation �Organisational � Human � Technical � Structural � Process Elements

Interventions designed to improve the effectiveness of Individuals �Life and Career Planning activities �Education and Training �Mentoring, Coaching and Counseling �T-group (Sensitivity training) �Job redesign �Gestalt OD �Behavior modeling � Individual goal setting / 360 degree feedback � Performance appraisal � Leadership development �Values Clarification and Value Integration �Conflict Management �Action Learning �Self-Awareness Tools �Reflection �Responsibility Charting

Interventions designed to improve the effectiveness of Teams �Team building: task / process directed �Interdependency exercise �Appreciative inquiry �Responsibility charting �Role analysis technique �Decision making, problem solving, planning, goal setting in team �Conflict management/ Confrontation meeting �MBO �Appreciations and concerns exercise �Gestalt OD �Visioning �Quality of work life programmes �Quality circles �Force field analysis �Self managed teams �Process consultation

Interventions designed to improve the effectiveness of the Organisation �Socio-technical systems �MBO �Cultural analysis �Confrontation meetings �Visioning �Strategic planning �Performance management �Employee wellness / Reward system �Diversity management �Interdependency exercise �Survey feedback �Appreciative inquiry �QWL programmes �TQM �Physical settings �Large scale systems change �Succession planning �Structural changes / Restructuring: Downsizing, Decentralization and

Interventions designed to improve the Process � � � � Continuous Process Improvement Process Reengineering TQM Benchmarking Six Sigma Procedural Manuals Work Simplification

A Successful OD Intervention �Communicate more openly �Collaborate more effectively �Take more responsibility �Maintain a shared vision �Solve problems more effectively �Show more respect and support for others �Interact with each other more effectively �Be more inquisitive �Be more open to experimentation and new ways of doing things

Conclusion Intervention is vehicle for causing change. One of the critical aspects of making an intervention successful is being certain the person responsible for implementing change has a good knowledge of intervention

Who will take initiative? May-14

Who will take initiative? May-14

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