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Development
Interventions
OD
INTERVENTIONS
A. Organizational Issues
B. Organizational Levels
A. Organizational Issues
1. Strategic Issues
2. Technology and Structure Issues
3. Human Resource Issues
4. Human Process Issues
B. Organizational Levels
OD interventions are
aimed at different levels of
the organization: individual,
group, organization and
trans-organization
TEAM
INTERVENTIONS
Alex B. Hermogeno
GROUPS TEAMS
1. A number of persons 1. A form of group
2. Usually reporting to a 2. Has some
common superior characteristics in
greater degree than
ordinary groups
3. Having some face-to-face 3. And a higher degree
interaction of interdependency
and interaction
4. Persons have some degree
of interdependence in
carrying out tasks for the
purpose of achieving
organizational goals.
TEAM INTERVENTION
The purpose of this team is to help
employees/members of the team that are
struggling in some way.
This usually refers to
performance but can include
emotional / behavioral / social
concerns.
DIFFERENT TYPES OF TEAMS
1. Cross-Functional Teams
Comprised of individuals with functional home
base but they meet regularly to solve ongoing
challenges requiring input from a number of
functional areas
2. Effective Teams
Effective teams are relaxed, comfortable and
informal.
3. High Performance Teams
Have strong personal commitment to each other
commitment to other’s growth and success.
DIFFERENT TYPES OF
TEAM INTERVENTION
TEAM BUILDING
These activities focus on task issues such
as the way things are done, the skills and
resources needed to accomplish tasks, the
quality of relationship among the team
members or between members and the leader,
and how well the team gets its job done.
Interventions focus on:
1. Formal Groups
2. Special Groups
4 MAIN AREAS OF
TEAM INTERVENTION
1. Diagnosis
2. Task Accomplishments
3. Team Relationships
4. Team and Organization Processes
THE FORMAL GROUP DIAGNOSTIC MEETING
Its purpose is to conduct a general critique of the
performance of the group and to uncover and identify
problems on which they will work on.
“Where we are going” and “how we are going.”
After sharing the data throughout the group, next
steps are: discussing the issues, grouping the issues in
terms of themes, and getting a preliminary look at the
next action steps.
PROCESS CONSULTATION
INTERVENTIONS
Primary emphasis is on processes such as
communications, leader and member roles in
groups, problem solving and decision making,
group norms and group growth, leadership and
authority, and intergroup cooperation and
competition.
It places greater emphasis on diagnosing and
understanding process events
STEPS IN TEAM INTERVENTION
Step 1 - Identify At-Risk Population
It must be determined which members are “at-risk”.
The lowest 10% in each level will be the target group.
Step 2 - Initial Intervention Team Meeting
Review data with all personnel in attendance.
Brainstorm interventions. Other interventions may
have been agreed upon during the initial Intervention Team
meeting.
Step 3 - Interventions Begin
Step 4 - Second Intervention Team Meeting
Step 5 - Request for Further Testing
TEAM INTERVENTIONS
1. Clarify Direction
2. Inspiring Performance
3. Building Relationships and Trust
4. Conflict Management
5. Relating to the External World
INTER-GROUP
AND THIRD PARTY
INTERVENTIONS
• A variation of team
building and strategic
planning
COMPREHENSIVE
OD INTERVENTIONS
Junior Hilario
COMPREHENSIVE
OD INTERVENTIONS
These are the interventions
that are comprehensive in
the terms of the extent to
which total organization is
involved and/or the depth
of cultural change
addressed.
GETTING THE WHOLE SYSTEM
IN THE ROOM
2. Feedback workshop
GRID ORGANIZATONAL
DEVELOPMENT
• It’s a six phase program lasting about
three to five years, an organization can move
systematically from the stage of examining
managerial behavior and style to the
development and implementation of an ideal
strategic corporate model.
• It enables individuals and groups to assess
their own strengths and weaknesses.
PHASES IN GRID
ORGANIZATONAL DEVELOPMENT
Phase 1: The Managerial Grid
Phase 2: Teamwork Development
Phase 3: Intergroup Development
Phase 4: Developing an Ideal Strategic
Corporate Model
Phase 5: Implementing the Ideal Strategic
Model
Phase 6: Systematic Critique
STRUCTURAL
INTERVENTION
Nacer Ferreras
STRUCTURAL INTERVENTION
• It is called as techno structural interventions.
• This class of interventions includes changes
in how the overall work of an organization is
divided into units, who reports to whom,
methods of control, the arrangement of
equipment and people,
work flow arrangements
and changes in
communications and
authority.
6 TYPES OF
STRUCTURAL INTERVENTION
1. Structural Design
is largely associated with
experiments attempted to
create better fit among the
technology, structure and
social interactions of a
particular production unit.
PREMISES OF
SOCIOTECHNICAL SYSTEM
1. Effective work system must jointly optimize
the relationship between their social and
technical parts.
2. SELF-MANAGED TEAMS
A self-managed team has total
responsibility for its defined remit. That
remit might be a specific project. A self-
managed team thrives on
interacting skill sets, on
shared motivation and
shared leadership.
3. WORK REDESIGN
Hackman and Oldham – theoretical model
of what job characteristics lead to the
psychological states that produce what they call
“HIGH INTERNAL WORK MOTIVATION”
FIVE CORE JOB CHARACTERISTICS
1. Skill Variety
2. Task Identity
3. Task Significance
4. Autonomy
5. Feedback from Job
4. QUALITY OF WORK LIFE (QWL)
An attempt to restructure multiple
dimensions of the organization and to
institute a mechanism, which introduces and
sustains changes over time.
QWL FEATURES
1. Voluntary involvement on the part of employees
2. Union agreement with process and participation.
3. Assurance of no loss of job
4. Training for team problem solving
5. Use of quality circles
6. Participation in forecasting, work planning
7. Regular plant and team meetings.
8. Encouragement for skill development.
9. Job rotations.
5. REENGINEERING
The fundamental rethinking
and radical redesign of
business processes to achieve
dramatic improvements in
critical, contemporary
measures of performance,
such as cost, quality, service,
and speed.
6. LARGE SCALE CHANGE
AND HIGH PERFORMANCE
SYSTEMS
When a number of OD
and other interventions are
combined to create major
changes in the total culture
of an organization, the term
large scale is used.
Thank you
for listening!
Organizational Development
Interventions
OD INTERVENTION & ITS CONCEPTS
Debbie Nell G. Geronimo
TEAM INTERVENTION
Alex B. Hermogeno
INTER-GROUP AND THIRD PARTY INTERVENTIONS
Cherry Andrea G. Lucero
COMPREHENSIVE OD INTERVENTIONS
Junior Hilario
STRUCTURAL INTERVENTION
Nacer Ferreras
MPA 1A - Camarin