Group Membersy Harish Garia y Rahul D souza y Sonia Nain y Ramu Shinde y Neha Sarogi y Nisha Singh y Neelam Patel y Irfan Rizvi

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Individual, Interpersonal, and Group Process Approaches.Discussion

Change

Improvement

Constant Consultation

Coachingy Inquiry y Active Listening y Reframing y Finding Possibilities y Facilitating y Focus On Individual y Increase Capacity and Effectiveness

Achieving Goalsy Establish the principles of the relationship y Conduct an assessment y Debrief the result y Develop an action plan y Implement the action plan y Assess the results

Training & DevelopmentIt is amongst the oldest strategies' of an organization change. They provide new and existing members with skill and knowledge. Its one of the most growing in an organization with utmost importance. The American Society of Training & Development, The largest professional organization, has over 70,000 members worldwide. According to its most recent state of the industry report, U.S companies have spent about $54.2billion on training in the year 2002 in comparison to $50 billion that was spent in the year 2000

What are the Goals.? The term training is typically used when the goal is in developmental stage. The goal should be in benefit of the organization and executives talent For training to be considered an OD intervention it must focus on changing the skills and knowledge of a group of organization members to improve their effectiveness or to build the capabilities of an organization system.

PROCESS CONSULTATIONy Process Consultation is a general framework for carrying out y y y y

helping relationships Process consultation involved joint effort of external consultant and client organization. The main purpose of process consultation is diagnosing the problem areas, finding out alternate solutions and improving organization effectiveness. External consultant facilitates the client organization in identification of problems and alternate actions to solve the problems. The decision making part is of client organization. The advantage of joint effort in process consultation is that external consultant has the expertise of techniques, methods, tools and procedure and the client is more aware about the organization, this makes process consultation more effective.

10 principles to guide process consultant s actionAlways try to be helpful Always stay in touch with the current reality Access your ignorance Everything you do is an intervention The client owns the problem and the solution Go with the flow Timing is crucial Be constructively opportunistic with confrontive interventions Everything is information; errors will always occur and are the prime source for learning y When in doubt, share the problemy y y y y y y y y

GROUP PROCESSy GPC consists of activities designed to increase group awareness and understanding, so that the group or organization can take steps to improve the way that its members work together. y When group process promotes effective interactions, groups are likely to perform tasks successfully Group Process includes : Communications The functional role of group members Group problem solving and decision making Group norms The use of leadership authority

RESULTS OF PROCESS CONSULTATIONy A number of difficulties arises in trying to measure performance improvements as a result of process consultation, they are: Most problem is that most process consultation is conducted with groups performing mental tasks; the outcome of such tasks are difficult to evaluate Process consultation is combined with other interventions in an ongoing OD program, isolating the impact of process consultation from other interventions is difficult Much of the relevant research has used people s perceptions rather than hard performance measures as the index of success

Basic Process Intervention1 ) Individual Interventions 2) Group Interventions

Individual Interventions

It Help to be more Effective in their communication with others.

Process of consultant can provide feedback to one or more individuals about there overt behaviors during meeting

To define this process luft define Johari Window.

UNKOW TO OTHER OTHERS

KNOWS TO KNOWS TO SELF OPEN

HIDDEN

UNKNOW

BLIND

UNKNOW TO SELF

Fig:

Johari Window

Group Interventions

1)These intervention are aimed at the process ,content, structure of the group. 2)It sensitize the group to its own internal process and generate interest in analyzing them. 3)Intervention includes Comments. Question . Observation about relationship between and among group member . Problem solving and decision making. Identity and purpose of the group .

4)It help the group share in its own diagnosis and do a better job in learning to diagnose its own process 6) Content intervention help group determine what it work on 7)Structural intervention help the group examine stable And recurring methods it uses to accomplish task and deal with external issues.

THIRD PARTY INTERVENTION Focus on conflicts arising between two or more people within the same organization. Used primarily in situations in which conflict, disrupts necessary task interactions and work relationships among members. Vary depending on the kind of issues underlying the conflict. Cannot resolve all interpersonal conflicts in organization, nor should they.

AN EPISODIC MODEL OF CONFLICT1. To prevent the ignition of conflict by arriving at a

clear understanding of the triggering factors and avoiding or blunting them when the symptoms occur. 2. To set limits on the form of the conflict. 3. To help the parties cope differently with the consequences of the conflict. 4. To eliminate or to resolve the basic issues causing the conflict.

FACILITATING THE CONFLICT RESOLUTION PROCESSy Mutual motivation y Equality of power y Coordinated attempts y Relevant phasing of stages of identifying differences y Open and clear forms of communication y Productive levels of tension and stress.

Team Building

Team building refers to a braosd range of planeed activities It help groups improve the way to accomplish the task There are different types of groups Permanent group Temporary group Virtual group Team building facilitate other intervention, such as employee involvement, work design, restructuring, and strategic change

Benefits of Team Building Encourages behaviours such as listening & responding to view points of others Giving benefit of doubt to others Providing support to those who need it Recognizing the interests & achievements of others Also promote performance as individuals and the performance of the entire organization.

Reasons of Team Building

Improving communication Making the workplace more enjoyable Motivating a team Getting to know each other Helping participants to learn more about themselves (strengths and weaknesses) Improving team productivity Practicing effective collaboration with team members

Types of team-building exercises Problem-solving/decision-making exercise Planning/adaptability exercise Trust exercise

Orientation of ActivityLevel of activity One or more individuals Diagnostic Instruments, interviews and feedback Development Coaching

Group opreation and behaviour

Suveys,interviews and team meetings

Role clarification

Relationships with the organization

Surveys and inteviews

Strategic plannig

People come into groups and Organizations with

varying needs for achievements, inclusion, influence and belonging. Diagnostic Interview and Survey Instruments can help member to better understand their motivations, style or emotions in the group context. Developmental Activities that address one or more members of the group include Coaching, 360-degree feedback and assistance with Conflict.

Activities Oriented to the Groups Operation and BehaviorThe most common focus of team building activities is

behavior related to task performance and group process. Diagnostic Activities involve gathering data through the use of Questionnaires or more commonly, through Interviews. Developmental Activities aim to improve the group process and functioning.

Activities Affecting the Groups Relationship with the Rest of the Organization.A Groups relationship to the larger Organizational

context is an important aspect of group effectiveness. Diagnostic Activities focus on understanding the groups organizational role. Developmental Activities involve actions that improve or modify the groups contribution to the organization.

Responsibility of a Manager Trained Manager Initial use of OD consultant Role of the OD Consultant Goal of the Manager

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