AN ASSIGNMENT OF ORGANIZATION DEVELOPMENT AND CHANGE MANAGEMENT
Neelam (8403) Garima Singhal (8378) Neha (8298) Shivangi Jain (8441)
We wish to express our sincere gratitude to MISS HITESHA SINGH, our subject teacher, Banasthali University for providing us an opportunity to do an assignment on “Structural Intervention”. This assignment bears an imprint of many people. We would like to thank god for blessing us, and our parents, for supporting us morally. At last, we want to quote that this assignment would not be possible without of effort of each and every group member.
Introduction of OD
Ways to do structural intervention
Organization Development (OD) is the process of improving organizations. The process is carefully planned and implemented to benefit the organization, its employees and its stakeholders. Organization Development is a planned effort, organization wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization’s processes, using behavioral- science knowledge. Organizational development is a long-term effort, led and supported by top management, to improve an organization’s visioning, empowerment, learning, and problem-solving processes, through an ongoing, collaborative management of organization’s culture – with special emphasis on the culture of intact work teams and other team configurations – utilizing the consultant – facilitator role and the theory and technology of applied behavioural science, including action research.
What Do Organization Development Consultants Do?
Examples of activities which are facilitated by OD consultants are: Teambuilding Goal Setting Group Facilitation Creative Problem solving Strategic Planning Leadership Development Management Development 3
In today’s business world, organizations need to implement effective OD interventions aimed at improving performance at organizational, group and individual levels. OD interventions involve respect for people, a climate of trust and support, shared power, open confrontation of issues, and the active participation of stakeholders. Interventions are a set of structured activities in which members of the target organizations or unit engaged in a task or a sequence of task related directly or indirectly to organizational improvement and individual development. An organization development intervention is a sequence of activities, actions, and events intended to help an organization improve its performance and effectiveness.
Different types of Interventions:
Large Scale Interventions Strategic Interventions Structural Interventions Management and Leadership Development Interventions Team Development and Group Processes Interventions Individual/Interpersonal ProcessesInterventions
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. It is called as techno structural interventions. This class of interventions includes changes in how the overall work of an organization is divided into units, who
reports to whom, methods of control, the arrangement of equipment and people, work flow arrangements and changes in communications and authority. Accordingto 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)”.
Structural intervention aims to: