Chapter 7

OD Intervention Strategies

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 1

Learning Objectives
Identify and understand:
Range of major OD intervention techniques. How they can be applied.

Identify ways interpersonal, team, and intergroup techniques fit into OD program. Understand change strategies.
An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 2

Figure 7.1 Stage 4 of ODs 5 Stages

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 3

Organizational Change
Starting point for change program is definition of a total change strategy. OD strategy is:
A plan for integrating different activities to accomplish objectives.

Developing strategy includes:

Planning activities to resolve difficulties, build on strengths.
An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 4

Basic Strategies to Change

Structural. Technical. Behavioral.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 5

Structural Approach to Change

Relates elements of organization to one another. Removes or adds layers to hierarchy. Downsizing associated with restructuring. Changes can involve decentralization and centralization.
An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 6

Technical Approach to Change

Changes in machinery, methods, automation, and job design. Brings organization to state of art. Help companies become more productive.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 7

Behavioral Approach to Change

Emphasizes better utilization of human resources by improving:
Morale. Motivation. Commitment of members.

OD traditionally associated with behavioral strategies.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 8

Integration of Strategies
Structural, technological, and behavioral strategies not OD change strategies per se. Determining feature of OD strategy is process used to arrive at strategy.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 9

Figure 7.3 Integrated Approach to Change

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 10

Integration of Strategies (part 1 of 2)

OD deals with integrated change that considers:
Structure. Technology. Behavior.

Interdependence of subelements (departments) needs to be considered.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 11

Integration of Strategies (part 2 of 2)

Change strategies consider overt and covert elements. Second-order consequences consider change in one area that influences other areas.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 12

Figure 7.4 Organization Iceberg Approach to OD

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 13

Stream Analysis
Useful in planning. Helps organization plan interventions. Provides graphical view of changes. Allows progress to be plotted.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 14

Figure 7.5 Stream Analysis Chart

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 15

Selecting an OD Intervention
Interventions are a range of actions.
Specific means, activities, and programs that can make change happen.

Practitioner and client consider:

Potential results of technique. Potential implementation of technique including costs versus benefit. Potential acceptance of technique.
An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 16

Major Intervention Techniques

Intervention techniques focus on 4 categories:
Individual or interpersonal level. Team or group level. Intergroup level. Total organizational system level.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 17

Table 8.1 OD Interventions: An Overview (part 1 of 2)

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 18

Table 8.1 OD Interventions: An Overview (part 2 of 2)

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 19

OD Application Changing P&G

P&G one of largest consumer product companies in world. Culture is well established.
Over 170 years old.

Chairman of board spends time communicating vision to employees.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 20

 Key part of strategy is:

Focus on building strong brands, That sell at premium prices.

With major recession, strategy was changed:

Offer more lower priced products. But continue to:
Develop new products. Innovate engineering and manufacturing technology. Understand the consumer.
An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 21

 Corporate headquarters has undergone change.

Executives have open offices. Division presidents offices moved closer to their teams.

Changes made without alienating employees.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 22

Key Words and Concepts

Behavioral strategies.
Places emphasis on human resources.

OD intervention.
Actions designed to improve health of client system.

OD strategy.
A plan for change using structural, technical, and behavioral methods.
An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall Chapter 7 Slide 23

 Parkinsons laws.
Summarizes problems of inefficient practices in organizations.

Second-order consequences.
Indirect consequences that result from a change action.

Stream analysis.
A method that plots interventions over time.

An Experiential Approach to Organization Development 8th edition Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 7 Slide 24