Od Interventions
Definition of od interventions:
An OD intervention can be defined as “the set of structured activities in which selected organization units engage with a task or a sequence of tasks where the task goals are related directly or indirectly to organizational improvement ”
“A set of sequenced and planned actions or events intended to help the organisation increase its effectiveness”.
In an od intervention the entire process of diagnosis, alternative generation and making action choices are jointly conducted and od will also examine the process of such diagnosis, action planning and implementation.
Criteria for Effective Interventions:
In OD three major criteria define the effectiveness of an intervention:
1. The Extent to Which it (the Intervention) fits the needs of the organization.
2. The degree to which it is based on causal knowledge of intended outcomes
3. The extent to which the OD intervention transfers change-management competence to organization members.
Characteristics of od intervention:
First An od intervention will focus on the organizational processes apart from the substantive content of an activity.
Secondly an od intervention would generally focus on a work team as the unit of analysis and change towards effective behaviour
Thirdly od would normally view change as an on-going process and would rely on a collaborative management of work culture
Types of od interventions :
These interventions can be clubbed into twelve groups and they are diagnostic, team-building, inter-group activities, survey feedback methods, education and training programmes, techno-structural activities, process consultation, the management grid, meditation and negotiation activities, coaching and counseling and planning and goal setting activities.
1) Survey Feedback: It recounts to an approach survey through well planned assessment or Interviews. It covers the feedback to the customer organisation. It has a demand and significance in a genuine
An OD intervention can be defined as “the set of structured activities in which selected organization units engage with a task or a sequence of tasks where the task goals are related directly or indirectly to organizational improvement ”
“A set of sequenced and planned actions or events intended to help the organisation increase its effectiveness”.
In an od intervention the entire process of diagnosis, alternative generation and making action choices are jointly conducted and od will also examine the process of such diagnosis, action planning and implementation.
Criteria for Effective Interventions:
In OD three major criteria define the effectiveness of an intervention:
1. The Extent to Which it (the Intervention) fits the needs of the organization.
2. The degree to which it is based on causal knowledge of intended outcomes
3. The extent to which the OD intervention transfers change-management competence to organization members.
Characteristics of od intervention:
First An od intervention will focus on the organizational processes apart from the substantive content of an activity.
Secondly an od intervention would generally focus on a work team as the unit of analysis and change towards effective behaviour
Thirdly od would normally view change as an on-going process and would rely on a collaborative management of work culture
Types of od interventions :
These interventions can be clubbed into twelve groups and they are diagnostic, team-building, inter-group activities, survey feedback methods, education and training programmes, techno-structural activities, process consultation, the management grid, meditation and negotiation activities, coaching and counseling and planning and goal setting activities.
1) Survey Feedback: It recounts to an approach survey through well planned assessment or Interviews. It covers the feedback to the customer organisation. It has a demand and significance in a genuine