Organisation Development

Intervention Techiques-Tarak Bahadur KC, PhDtarakbkc@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.

- Cumming, 1993

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 organizational changes.

Purpose of OD Interventions

Disrupt the Status Quo Address organisational problems Organisational transformation Enhance efficiency and

effectiveness Improving HR capacity

Interventions are vehicle for causing change, which:

Why OD Interventions?

Conceptual FrameworkOD Interventions Output OutcomeIndividual

Intervention

• Selection• T&D• Counseling• Promotion

Structural Interventi

on• Org. design• Job design• Down

sizingProcess

Intervention• Goal setting• Team building• Decision

making

Human Output

• Individual commitment & Involvement

Perceived Org. Performance• Improvement

in cereal production

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 must.

Integrated Approach to Change

Intervention Mode

Level of Oragnisation Top (Policy) Level Middle Level Operational Level

Target Group Individual Team Organisation

Organisational Elements Human Technical Structural Process

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 appraisalLeadership 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

Job enrichment

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

KM

Interdependency exercise Survey feedback Appreciative inquiry QWL programmes TQM Physical settings Large scale systems

change Succession planning Structural changes /

Restructuring: Downsizing, Decentralization and Centralization

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 openlyCollaborate more effectivelyTake more responsibilityMaintain a shared visionSolve problems more effectivelyShow more respect and support for others Interact with each other more effectivelyBe more inquisitiveBe 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 appropriate to the situation.

Who will take initiative?

May-14

Who will take initiative?

May-14

Thank You