UNIT II

UNIT II

OD Intervention

OD Intervention

• OD Intervention

- It is a set of structured activities in which selected organizational units engage in a task or a sequence of tasks with the goal of organizational improvement and individual development

OD Intervention

Basic ApproachesTo Organizational

Change

Structural Technical Behavioral

OD Intervention (cont’d)

Consultant Process OD Strategies Intervention OutcomesConsultant

ValuesEfficiency Morale

ConsultantRole

Process Expert

Data Gathering

Diagnosis

The PerformanceGap

Structural

Technical

Behavioral

ChangeProcess

Technique

DesireState


• An integrated change strategy

BehavioralStrategy

StructuralStrategy

TechnicalStrategy

ImprovedPerformance

OD Practitioner/

Consultant

Change Attitudes & Values

New Behaviors

Change Structure & Design Change Production & Methods

New Relationships New Processes


• One way to differentiate the types of OD intervention is the target system.

• What are the OD Interventions

Target System

Individual Team Intergroup Organizational System


• Types of InterventionsCategory Individuals Team Intergroup Organizational

System

Behavioral

LaboratoryLearning

Career Planning

Stress Management

Goal Setting

Quality of life

Team Building

Process Consultation

Role Negotiation

Role Analysis

Goal Setting

Third party

Intervention

Intergroup Development

Third-party intervention

Organization Mirror

Total Quality Management

Process Consultation

Goal Setting

Survey Feedback

Action Research

Quality of life




System

Structural

Job Enrichment

Stress Management

Quality of life

Management by objectives

Job Enrichment

Team Building

Quality Circles

Role Negotiation

Role Analysis

Job Enrichment

Goal Setting

Total quality management

Restructuring

Survey Feedback

Action Research

Quality of life

Total quality management



System

Technical Job Design Job Design

Quality Control

Job Design


Survey Feedback

Action Research


Reengineering


• Let us see some of the important types of OD intervention technique

• Sensitivity or T - Group Training

- It is a technique for learning about one’s self and others by observing and participating in a group situation


• Features of T-Group Training- T Group consists of 10-12 person- A leader acts as a catalyst and provides a free

and open environment for discussion- There is no specified agenda- Members express ideas freely and openly- The focus is on behavior rather on duties- The aim is to achieve behavior effectiveness in

transactions with one’s environment


• Suitability of T- Group Training

- Excellent tool for learning & change intervention

- Especially suitable to individual personal growth & development


- It is suitable in an organization

# climate of openness & trust

# co-operative environment

# existence of psychological safety

# since ST is group exercise, so it requires

meaningful & articulate feedback


• Team Building

- Attempt to assist work group to become more effective in learning how to

* identify

* diagnose

* solve

- Their own problems


• Outcome of Team Building

- Contributes to goal attainment

- Solidifying +ve interpersonal attitudes

- Improves work group decision making skills


• Success Team Building Happens only if

- Interdependence among the work group members

- Clearly defined goals

- Frequent back & forth communication

- Quick & Direct control of information to all members of the organization

- Reinforcement for performance


• Techniques & Exercises Used in Team Building- Role Analysis Technique: designed to clarify role

expectation and obligation of team members- Interdependency Exercise: Improve co-operation

between team members- Role Negotiation Technique: Tackling specific problem- Responsibility Charting: Visual technique for

organizing tasks among members- Appreciation & Concern Exercise: Used when

deficiency of interactions among the team members is found


• Survey Feedback

- Basic purpose of survey feedback is to assist organization diagnose and develop action plan

- Requires the commitment and endorsement of top management


• Survey Feedback usually consist of these steps

SurveyFeedback

Collecting Relevant Data

Giving Feedback

Developing Action Plan

Ensuring Follow-up


• What kind of Data are we collecting???

- Communication process

- Motivational conditions

- Decision-Making practices

- Reward Allocation system etc. etc.


• Prerequisites of Effective Survey Feedback, here are some ideas

- Valid and reliable data

- Willingness and honesty of the response

- Skilled interpreter of the data

- Each group has control of findings and analysis


• Process ConsultationReading assignment

• Quality of LifeReading Assignment

• MBOReading Assignment

• Work RedesignReading Assignment

• Structural InterventionReading Assignment


• Intergroup Team Building Interventions- Conflict, Competition, Disagreement

occursIndividual Individual

Team Team

Group Group


• Intergroup tension, conflicts etc. requires appropriate action, so let us see the intergroup interventions

• Most causes of intergroup conflicts rises

- competition

- misunderstanding

- miscommunication

- misperception


• A structure way of dealing with issues

- Group leaders come together and finds a mechanism to understand the source of their conflict

• Reading Assignment – French & Bell book, pg 134-135


• Third Party Peacemaking Interventions

- Here the Third Party is usually the OD consultant or practitioner

- Conflict Management is major area of OD consultancy

- Most techniques and theories for resolving conflict between two persons is also applicable to intergroup conflict


• Walton’s Approach to Third Party Peacemaking

• Both parties must recognize conflict exist and its negative pressure on the effectiveness of both parties

• To resolve conflict and accurately diagnose conflict, one must pinpoint the source of conflict


• To come up with an accurate diagnosis, Walton divided nature of Conflict as

Substantive Conflict Emotional Conflict

Disagreement Over

Policies & Practices

Competitive Bids for Same Resource

Different Opinion of Roles & Role Relationship

Involves negative feelings between parties

e.g. anger

Distrust

Fear

Rejection

Resentment


# Substantive Conflict

- Nature of intervention: Problem solving & Bargaining between the groups

# Emotional Conflict

- Restructuring perceptions & working through negative feelings


• Conditions for a Successful 3RD Party Peacemaking

- Mutual +ve motivation- Balance of power between the two parties- Initiative and readiness must equally shared by

both parties- Time should be allowed for –ve feelings to heal- Environment of openness should be instituted- Reliable communicative signs- Moderate stress among the parties involved is

helpful


• More on 3rd Party Peacemaking Intervention

- Reading Assignment – French & Bell pg 136-137


• Comprehensive Intervention- A system wide change program involving

all levels of the organization- Targeting: Processes such as

# organizational problem solving# leadership issues# policy formulation# task accomplishment


• Various types of comprehensive OD Interventions are

- Confrontation Meeting

- Survey Feedback

- System Four Management

- Grid OD Contingency Approach

- Reengineering


• Confrontation Meeting

- Proposed by Beckhard

- A subsystem or whole organization

- Used when a major divide between the top management & rest of the organization

- Condition of stressful time in organization life and less amount of time


• Steps involved- Setting up the climate- Collection of Information- Sharing Information- Priority Setting & Group Action Planning- Action Planning- Immediate Follow up by top teams- Progress Review


• Survey Feedback

- I will not repeat again!


• System 4 Management

- Proposed by Likert

- Based on questionnaire survey of variables such as communication, leadership, company policies

- Divided organization into 4 types or System 4 Management


Exploitive – Authoritative

(autocratic top-down)

Benevolent – Authoritative

(top-down, less autocratic)

Consultative Participative


• Grid OD Program

- Proposed by Blake & Mouton

- System wide intervention

- Interventions introduced in 6 phases

- Widely used

- Target system ranges from individual executive to the whole organization


• Phase 1 : Managerial Grid – assessing managerial skills

• Phase 2: Teamwork Development – team building exercises

• Phase 3 : Intergroup Development – attempts to achieve ideal intergroup relations

• Phase 4: Development of an Ideal Strategic Model – Strategic Corporate Planning

• Phase 5: Implementing the Ideal Strategic Model – execution of the plan

• Phase 6: Systematic Critique - Evaluation


• Reengineering- Also known as Business process reengineering- Focuses on

# Design of processes # Accomplishment of tasks

# Combining, eliminating or restructuring tasks to make it more efficient# Emphasis on product, customer satisfaction, improvement in processes and creation of value# Quantum leap in performance

Client-Consultant Relationship

• Client-Consultant Relationship

• Who is organizational consultant?

- For more information read the handout given to you (exam point of view)

Client-Consultant Relationship(cont’d)

• Eric H. Neilson proposed model of the relationship between the client and consultant based on two characteristics

Openness to sharing ideas, feelings

Task Responsibility


• Model of Client Relationship by Neilsen

Charismatic-,+

Consensus+,+

Apathetic-,-

Gamesmanship+, -

Sharing Ideas & Feeling

Responsibility

Open

Closed

Low High


• Important Reading Assignment From Handouts

- Implication For Consultants Behavior

- Red Flags in Client-Consultant Relationship

System Ramification

• Organization as System

• OD and Action Research

- This topic is already covered while discussing action research

Future of OD

• This Portion will be appropriate, if I give u all the points and handouts during the last part of this semester

Documents

UNIT II