Page 102 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Unit 7: OD Intervention

particularly important since the whole system participates simultaneously, in the same room, at Notes
the same time. Cummings and Worley (2001) describe the three step process involved in any
large scale intervention: (1) the preparation of the large group meeting, (2) Conducting the
meeting, and (3) Following on meeting outcomes. Large-scale interventions are quicker, build
organizational confidence, give immediate and broad based information, promote a total
organization mindset, inspire action, and sustained commitment.

Strategic Interventions

Strategic interventions contribute to align the organization with its environment. Cummings
and Worley (2001) state that these interventions “link the internal functioning of the organization
to the larger environment; transforming the organization to keep pace with changing conditions”
(p. 105). Strategic intervention help organizations to gain a better understanding of their current
state, and their environment, that allow them to better target strategies for competing or
collaborating with other organizations. Kormanik (2005) includes under the umbrella of strategic
interventions, the following: mission/vision/purpose, strategic planning and goal setting,
visioning/scenario planning, benchmarking, SWOT, communication audit/strategy, values
clarification and commitment, climate survey, and culture change.

Techno Structural Interventions

Techno structural interventions focus on improving the organizational effectiveness and human
development by focusing on technology and structure. These interventions are rooted in the
fields of engineering, sociology, and psychology, combined with socio-technical systems and
job analysis and design. These types of interventions rely on a deficit based approach; the idea
is to find problems to solve. According to Cummings and Worley (2001) techno structural
approaches focus on improving an organization’s technology (for example, task methods and
job design) and structure (for example division of labor and hierarchy)” (p. 104). Kormanik
(2005) includes as techno structural interventions the following: organizational structure,
organization systems, business process redesign, space and physical settings, socio-technical
systems, change management, job design/enrichment, competency-based management,
knowledge management and organizational learning.

Management and Leadership Development Interventions

These types of OD interventions aim to improve organizational performance by increasing
effectiveness of formal and informal leaders. Their use is wide spread, and almost all
organizations have programs in place to identify, measure, and improve the quality of their
leaders. Kormanik (2005) includes the following examples: executive and professional
development, mentoring, coaching, action learning, action science, MBO, succession planning,
360 degree feedback, participative management, technical/skills training. A research study
conducted by the Corporate Leadership Council (2001) revealed that organizations are focusing
on the following five actions to increase their leadership bench strength: (1) redefining the
leadership profiles to better respond to current business needs, (2) targeting future leadership
needs, (3) ensuring top management accountability for leadership development, (4) creating a
continuous development culture, and (5) customizing the development opportunities to the
leaders needs.

Team Development and Group Processes Interventions

Team development and group processes interventions aim at improving different aspects of a
group performance, such as goal setting, development of interpersonal relations among team

LOVELY PROFESSIONAL UNIVERSITY 97