Human Process Intervention

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Organizational Change & Development

OCD ASSIGNMENT (APA STYLE)
HUMAN PROCESS INTERVENTION
WAFA ZEHRA (ID#11305)

Table of Contents
HUMAN PROCESS INTERVENTION3
INTERPERSONAL & GROUP PROCESS APPROACHES4
PROCESS CONSULTATION4
Group Dynamics4
THIRD – PARTY INTERVENTION5
Episodic Model of Conflict5
JOHARI WINDOW6
TEAM BUILDING7
Generic Team Building Intervention7
Team Diagnostic Interventions8
Team Process Interventions8
Team Relationship Interventions9
CONCLUSION10
REFERENCES11

* HUMAN PROCESS INTERVENTION
There are four targets for change in an organization. Better depicted in the following figure:

The proper alignment of the four organizational aspects, that is strategy, culture, structure and human process can never be stressed enough. [ (Beitler M. , 2003) ] Human processes in any institution take account of “how” any activity gets done. The work of organizational change consultant and change agents includes assisting numerous ways of human process intervention. A few of these are: * Team – building

* Conflict management
* Decision making
* Problem solving
* Communication
* Organizational learning
* Knowledge management
* Leadership development
[ (Beitler M. A., 2005) ]
* INTERPERSONAL & GROUP PROCESS APPROACHES
* PROCESS CONSULTATION
Despite, at an anecdotal level, there appearing to be a number of people working in development claiming to be process consultants, there are few documented accounts of process consultation, in Schein’s sense, for development. Identify process consultation as more appropriate than a “consultant engineering” mode of operation within the Eastern and Southern African Management Institute (ESAMI), but do not go into depth. [ (Mbise T, 1993) ]

* Group Dynamics
Facilitators are guided by an understanding of group dynamics, such as the basic systems model we developed in the following figure.

The elements in this model, similar to those presented in general texts on group process, for example see: [ (Baron, 2003) ], can be used to diagnose group needs, design interventions, and track their impact. The elements are not independent, and any intervention is likely to affect multiple variables at once and over time. Also, the variables that are important will change as the group develops and its needs and the challenges it faces evolve. [ (Jacob de Lichtenberg, 2008) ] However, focus shifted from atomistic task management to the management of processes in the 1950s together with the growing interest in systems and systems theory. Accordingly, a process is more than the sum of its tasks. A process, when viewed as a system, has boundaries and thereby fixed inputs and outputs as well as entry and exit points controlled by gatekeepers. Most fundamentally, the tasks within a process are interdependent from which follows that changes in one task may have implications for other tasks. [ (Petri Parvinen, 2005) ] * THIRD – PARTY INTERVENTION

Third-party intervention in situations of human conflict has a long history and a wide variety of forms and functions. Disputants in most, if not all, societies and at all levels of social interaction have had access to external actors to whom they can turn when they find they are unable to manage their differences by themselves. A common response to perceived incompatibilities in goals, methods or values between contesting parties is to enter into a process of negotiation in order to reach a mutually acceptable agreement on such differences. Negotiation thus appears to be a universal, human phenomenon, although it is of course expressed in variations that are appropriate to each cultural context. [ (Fisher, 2001) ] Third party interventions are a method by which a person or organization not otherwise involved in the litigation may submit specialist information or...
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