Page 103 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Organization Change and Development

Notes members, role clarification and analysis, decision making, problem solving, and communities
of practice, among other. One of the most important objective of team building interventions
relies on improving interdependency of team members. The underlying premise is that the
aggregated value of the team is much greater than any individual. According to Robbins (1994),
Team building is applicable where group activities are interdependent. The objective is to
improve the coordination efforts of members, which will result in increasing the team’s
performance.”

Example: Many of them visualize data gathering as an intervention whereas it is treated
as only preparatory work for OD by others.
Therefore, the classification of OD interventions shows variation. Nevertheless, OD interventions
can be classified on two bases: approach adopted in using OD interventions and target of OD
interventions.
On the basis of approach adopted in using OD interventions, these are classified into two
categories: process interventions and structural interventions. Process interventions are those
which emphasize process to accomplish a change. Structural interventions involve an adjustment
or change in the organisation’s structure to accomplish changed goals. Some Interventions may
focus on changes in the task. Whereas others focus on setting objectives. Table presents some
common process and structural OD interventions.
On the basis of target of OD interventions, these can be designed to improve the effectiveness or
individuals. Dyads, teams and groups, intergroup relations, and total organisation. The table
given below presents some of these interventions.

Table 7.1: Process and Structural OD Interventions

Process OD Interventions Structural OD interventions
Sensitivity training Job redesign
Team building Work schedule option
Survey feedback Process consultation
Behavior modification Management by objectives
Grid organisation development Collateral organisation
Career planning Decision centers
Job expectation technique
Organisational renewal process

Table 7.2: OD Interventions for Specific Targets

Target Interventions
Individuals Life and career planning
Role analysis technique
Coaching and counseling
Sensitivity training
Skill development for technical task relationships. Decision Making
Problem solving planning and goal setting
Grid OD Phase I
Dyads Process consultation
Third Party peace making
Grid OD phase I and II
Team and groups Team building Contd...
Family T-group
Survey feedback
Process consultation
98 LOVELY PROFESSIONAL UNIVERSITY
Role analysis technique
Skill development for decision making problem solving planning and
goal setting in group activities
Inter group relations Inter group activities
Organisational mirroring
Techno structural interventions
Process consultation
Third party peace making at group level
Survey feedback
Grid OD phase III
Total organisation Techno structural interventions
Confrontation meetings
Strategic planning activities
Survey feedback
Grid OD phases IV, V, and VI