Page 104 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Target

Role analysis technique

Coaching and counseling
Individuals Life and career planning Interventions
Sensitivity training
Skill development for technical task relationships. Decision Making
Problem solving planning and goal setting
Grid OD Phase I
Unit 7: OD Intervention
Dyads Process consultation
Third Party peace making
Grid OD phase I and II
Notes
Team and groups Team building
Family T-group
Survey feedback
Process consultation
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

It may be seen in the table given above that there is considerable overlapping interventions
because a particular intervention may be used for more than one target. Though there are many
OD interventions, our further discussion will focus on only; more commonly used OD
interventions. These are sensitivity training, grid OD, survey feedback, process consultation,
team building and Management by Objectives (MBO).
OD interventions could be carried out at individual, interpersonal, group, inter-group and
organisational levels.

Example: Interventions on the individual are coaching and counseling, management
consultation, training and development, role playing, transactional analysis, life and career
activities.

On the person-to-person, dyad/triad level the interventions include shuttle diplomacy, mediation
and process consultation. At the group level OD interventions involve team-building, leadership
training, communication training and other educative efforts, survey feedback, problem-solving
consultation. At the inter-group level, organisations use interventions such as shuttle diplomacy
and mediation and team-building. At the organisational level the interventions might include
combinations – of the above, as well as strategic planning, problem analysis, interviews and
questionnaires, confrontation meetings and making recommendations for structural or
procedural changes (French & Bell, 1984).

7.3.1 Structural Intervention

Structural interventions are those that are aimed at changes in task, structural and technological
subsystems of organisations. Job designs, quality circles, Management by objectives bolstered
by knowledge of OD experiments are included under the category of structural interventions.
Elements of OD may include finding ways to adapt to the changing context while maintaining
and enhancing the organisation’s integrity and internal integration. OD involves establishing

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