The term intervention refers to all the planned programmatic activities aimed at bringing changes in an organization. These changes are intended to ensure improvement in the functioning of the organization- in its efficiencies and effectiveness. The changes are brought through the employees in the organization while consultants facilitate the change process. Any OD intervention, therefore, involves close interaction between the consultants and the client organization.
The intervention can be brought by an external consultant who acts in consultation with the client members. A member with in the organization, acting as the in-house consultant can also make the intervention. The organization itself could plan the intervention without employing either an internal or external consultant. Where a consultant is employed, any intervention is a collaborative activity between the client and the consultant.
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Any change implies movement-movement towards something or away form something.
Force field analysis enables listing, discussing, and evaluating the various forces for and against a proposed change. The analysis includes identifying the driving forces- which give change momentum, and restraining forces- which inhibit change. Force field analysis helps us to look at the big picture by analyzing all of the forces impacting the change and weighing the pros and cons. By knowing the pros and cons, we can develop strategies to reduce the impact of the opposing forces and strengthen the supporting forces.
The central theme of these interventions is learning through an examination of underlying process. In Process consultation, which is generic to OD intervention, the focus is exclusively on the diagnosis and management of personal, interpersonal, and group processes. Third-party peacemaking focuses on interpersonal conflict and the dynamics of cooperation and competition among groups. Sensitivity training typically yields learning’s about self, interpersonal relations, and group dynamics. Transactional analysis (TA) can be a form of psychotherapy. TA has also been used as a technique for team building. Behaviour modeling is a training technique designed to increase the effectiveness of the problematic interpersonal situations. Life-and career planning interventions are less process oriented than the other interventions and reflect more a systematic approach to a substantive area.
5. Structural Intervention :
MBO is essentially based on a very simple facts- wherever people work in an organization together there will be a wide variety of objectives. Each individual has his or her own personal goals (e.g. better working conditions, better training, better pay); each department has its own business targets ( higher output, better equipment, more funding) and the top management, too has its own strategic aims (organizational success, corporate identity, corporate image). MBO is the art of getting all these varied interests to correspond to one common goal. Talks can also be conducted collectively with the departmental teams. The main object of MBO is to make the individual goals voluntarily coincide with the goals of the organization. MBO only works when management and staff agree to support mutual goals in an atmosphere of confidence and trust, commitment and motivation. The concept is based on on the assumption that employees are, by nature, willing to perform. MBO succeeds where there is a dialogue on objectives between the employees and the management founded on fairness and clarity.
By : Abhishek Kumar Sadhu