Essay About New Ways And Organizational Development Interventions

Organizational Development Interventions
ORGANIZATIONAL DEVELOPMENT (OD) INTERVENTIONS“Intervention is any event, directed toward improving organizational effectiveness, that disrupts an organization’s normal way of operating.”– Organizational Development: Strategies for Changing EnvironmentOrganizational development interventions are techniques and methods created by OD professionals after diagnosing an organizational situation and providing feedback to management, to address an organizational problem or a positive future. A single organization cannot use all the interventions, and may only use them depending on the need.Who intervenes? Sometimes, CONSULTANTS (OD practitioners), many times MANAGEMENTFor a successful OD intervention, the intervention must:Be communicated more openlyBe collaborated more effectivelytaken more responsiblymaintain a shared visionsolve problems more efficientlyshow more respect and support for othersinteract with each other more effectivelybe more inquisitivebe more open to experimentation and new ways of doing thingsThe following are the most important/ common OD interventions:Survey Feedback (intergroup)Provides data and information to managersResults on employee attitude, wage level, structure, working hours, working conditionsAnalyze data → find problem → evaluate results → develop solutionProcess ConsultationProcess consultants meet members and observe interaction, etc. → feeds info to a team → coaches and counsels individuals and groups in molding behaviorGoal Setting and PlanningIdentify new opportunities for the team, get creative, think out of the box, imagineGoals: send to top management → send it back to division after revisionTop management synergizes all goals, where an organizational goal eventually emergesSensitivity TrainingLaboratory → conducted by creating an experimental laboratory situation in which employees are brought togetherThe Managerial GridAka Instrumental Laboratory Training because it identifies a range of management behaviors by using individual and group exercises, with a view of developing management style, interpersonal competence, and group effectivenessSix stepsStudying the grid as a theoretical knowledge to understand the human behavior in the organizationTeam work and development (eg. Seminar)Inter group developmentStrategic model of the organization where top management also participatesImplementation of strategic modelCritical evaluation and make necessary adjustmentsTeam Building or BondingApplication of various techniques to actual work groups in various departments.Consists of peers and a supervisorDue to: a merger, restructure, new team or project team, new members, new leader, conflict, people from different departments or areas working together, low morale, performance improvement to achieve a new targetAppropriate OD interventions includeBasic team building: get to know each otherBuild common valuesCraft a vision for the teamImprove team performance of existing teamsJob EnrichmentAssumption: to motivate workersJob itself must provide opportunities for achievement, recognition, responsibility, advancement and growthIdea is to restore job elements which were taken awayCreate new paradigmsOften challenges existing paradigms: identify new opportunities for the team, develop new ways of doing things, imagine, get creative, think out of the boxOD interventions includeProvide research about new strategic trendsBrainstorming sessionsUsing team members’ strengths in a different wayCreative team based strategic planning workshopStrategic PlanningOD interventions includeTeam-based strategic planningDevelop a scenario for the future which your team needs to operateDefine new role or vision for your teamIdentify new opportunitiesDevelop new strategiesDefine each person’s role in implementing team strategiesCommunicating your vision. Getting in and buy action.Communicate: face to face, virtual communication (videos, newsletters, websites…)Getting in and buy action: workshops which combine communications, competitions with incentivesPlanning ChangeWhen there is too much change, developing integrated change management strategy together with teamEnergyWhen organization lacks energy → solve team problems, deal with morale