Page 99 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Organization Change and Development Pretty Bhalla, Lovely Professional University

Notes Unit 7: OD Intervention

CONTENTS
Objectives
Introduction

7.1 Organisation Development Intervention
7.2 Characteristics of Organisation Development Interventions
7.3 Classification of OD Interventions

7.3.1 Structural Intervention
7.3.2 Designing Organizational Structures
7.4 Principles of Organization Structure
7.5 Departmentalization
7.6 Decentralisation and Centralisation

7.7 Strategic Interventions
7.8 Sensitivity Training
7.9 Process Consultation

7.9.1 Edgar Schein’s Process Consultation
7.10 Team Building
7.11 Summary
7.12 Keywords
7.13 Review Questions

7.14 Further Readings

Objectives

After studying this unit, you will be able to:

 Explain nature and classification of the OD interventions
 Define team, intergroup
Introduction

An intervention is a deliberate process by which change is introduced into peoples’ thoughts,
feelings and behaviors. The overall objective of any intervention is to confront individuals,
teams or units of people in a non-threatening way and allow them to see their self-destructive
behavior and how it affects themselves and colleagues. It might involve several people who
have prepared themselves to talk to the target group that has been engaging in some sort of self-
destructive behavior. In a clear and respectful way they inform the persons of factual information
regarding their behavior and how it may have affected them. The immediate objective of an
intervention is for the target to listen and to accept help. Organisation Development (OD)
intervention would be a combination of the ways a manager can influence the productivity of

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