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UNIT II
OD Intervention
OD Intervention
• OD Intervention
- It is a set of structured activities in which selected organizational units engage in a task or a sequence of tasks with the goal of organizational improvement and individual development
OD Intervention
Basic ApproachesTo Organizational
Change
Structural Technical Behavioral
OD Intervention (cont’d)
Consultant Process OD Strategies Intervention OutcomesConsultant
ValuesEfficiency Morale
ConsultantRole
Process Expert
Data Gathering
Diagnosis
The PerformanceGap
Structural
Technical
Behavioral
ChangeProcess
Technique
DesireState
OD Intervention (cont’d)
• An integrated change strategy
BehavioralStrategy
StructuralStrategy
TechnicalStrategy
ImprovedPerformance
OD Practitioner/
Consultant
Change Attitudes & Values
New Behaviors
Change Structure & Design Change Production & Methods
New Relationships New Processes
OD Intervention (cont’d)
• One way to differentiate the types of OD intervention is the target system.
• What are the OD Interventions
Target System
Individual Team Intergroup Organizational System
OD Intervention (cont’d)
• Types of InterventionsCategory Individuals Team Intergroup Organizational
System
Behavioral
LaboratoryLearning
Career Planning
Stress Management
Goal Setting
Quality of life
Team Building
Process Consultation
Role Negotiation
Role Analysis
Goal Setting
Third party
Intervention
Intergroup Development
Third-party intervention
Organization Mirror
Total Quality Management
Process Consultation
Goal Setting
Survey Feedback
Action Research
Quality of life
Total Quality Management
OD Intervention (cont’d)
• Types of InterventionsCategory Individuals Team Intergroup Organizational
System
Structural
Job Enrichment
Stress Management
Quality of life
Management by objectives
Job Enrichment
Team Building
Quality Circles
Role Negotiation
Role Analysis
Job Enrichment
Goal Setting
Total quality management
Restructuring
Survey Feedback
Action Research
Quality of life
Total quality management
OD Intervention (cont’d)
• Types of InterventionsCategory Individuals Team Intergroup Organizational
System
Technical Job Design Job Design
Quality Control
Job Design
Total Quality Management
Survey Feedback
Action Research
Total Quality Management
Reengineering
OD Intervention (cont’d)
• Let us see some of the important types of OD intervention technique
• Sensitivity or T - Group Training
- It is a technique for learning about one’s self and others by observing and participating in a group situation
OD Intervention (cont’d)
• Features of T-Group Training- T Group consists of 10-12 person- A leader acts as a catalyst and provides a free
and open environment for discussion- There is no specified agenda- Members express ideas freely and openly- The focus is on behavior rather on duties- The aim is to achieve behavior effectiveness in
transactions with one’s environment
OD Intervention (cont’d)
• Suitability of T- Group Training
- Excellent tool for learning & change intervention
- Especially suitable to individual personal growth & development
OD Intervention (cont’d)
- It is suitable in an organization
# climate of openness & trust
# co-operative environment
# existence of psychological safety
# since ST is group exercise, so it requires
meaningful & articulate feedback
OD Intervention (cont’d)
• Team Building
- Attempt to assist work group to become more effective in learning how to
* identify
* diagnose
* solve
- Their own problems
OD Intervention (cont’d)
• Outcome of Team Building
- Contributes to goal attainment
- Solidifying +ve interpersonal attitudes
- Improves work group decision making skills
OD Intervention (cont’d)
• Success Team Building Happens only if
- Interdependence among the work group members
- Clearly defined goals
- Frequent back & forth communication
- Quick & Direct control of information to all members of the organization
- Reinforcement for performance
OD Intervention (cont’d)
• Techniques & Exercises Used in Team Building- Role Analysis Technique: designed to clarify role
expectation and obligation of team members- Interdependency Exercise: Improve co-operation
between team members- Role Negotiation Technique: Tackling specific problem- Responsibility Charting: Visual technique for
organizing tasks among members- Appreciation & Concern Exercise: Used when
deficiency of interactions among the team members is found
OD Intervention (cont’d)
• Survey Feedback
- Basic purpose of survey feedback is to assist organization diagnose and develop action plan
- Requires the commitment and endorsement of top management
OD Intervention (cont’d)
• Survey Feedback usually consist of these steps
SurveyFeedback
Collecting Relevant Data
Giving Feedback
Developing Action Plan
Ensuring Follow-up
OD Intervention (cont’d)
• What kind of Data are we collecting???
- Communication process
- Motivational conditions
- Decision-Making practices
- Reward Allocation system etc. etc.
OD Intervention (cont’d)
• Prerequisites of Effective Survey Feedback, here are some ideas
- Valid and reliable data
- Willingness and honesty of the response
- Skilled interpreter of the data
- Each group has control of findings and analysis
OD Intervention (cont’d)
• Process ConsultationReading assignment
• Quality of LifeReading Assignment
• MBOReading Assignment
• Work RedesignReading Assignment
• Structural InterventionReading Assignment
OD Intervention (cont’d)
• Intergroup Team Building Interventions- Conflict, Competition, Disagreement
occursIndividual Individual
Team Team
Group Group
OD Intervention (cont’d)
• Intergroup tension, conflicts etc. requires appropriate action, so let us see the intergroup interventions
• Most causes of intergroup conflicts rises
- competition
- misunderstanding
- miscommunication
- misperception
OD Intervention (cont’d)
• A structure way of dealing with issues
- Group leaders come together and finds a mechanism to understand the source of their conflict
• Reading Assignment – French & Bell book, pg 134-135
OD Intervention (cont’d)
• Third Party Peacemaking Interventions
- Here the Third Party is usually the OD consultant or practitioner
- Conflict Management is major area of OD consultancy
- Most techniques and theories for resolving conflict between two persons is also applicable to intergroup conflict
OD Intervention (cont’d)
• Walton’s Approach to Third Party Peacemaking
• Both parties must recognize conflict exist and its negative pressure on the effectiveness of both parties
• To resolve conflict and accurately diagnose conflict, one must pinpoint the source of conflict
OD Intervention (cont’d)
• To come up with an accurate diagnosis, Walton divided nature of Conflict as
Substantive Conflict Emotional Conflict
Disagreement Over
Policies & Practices
Competitive Bids for Same Resource
Different Opinion of Roles & Role Relationship
Involves negative feelings between parties
e.g. anger
Distrust
Fear
Rejection
Resentment
OD Intervention (cont’d)
# Substantive Conflict
- Nature of intervention: Problem solving & Bargaining between the groups
# Emotional Conflict
- Restructuring perceptions & working through negative feelings
OD Intervention (cont’d)
• Conditions for a Successful 3RD Party Peacemaking
- Mutual +ve motivation- Balance of power between the two parties- Initiative and readiness must equally shared by
both parties- Time should be allowed for –ve feelings to heal- Environment of openness should be instituted- Reliable communicative signs- Moderate stress among the parties involved is
helpful
OD Intervention (cont’d)
• More on 3rd Party Peacemaking Intervention
- Reading Assignment – French & Bell pg 136-137
OD Intervention (cont’d)
• Comprehensive Intervention- A system wide change program involving
all levels of the organization- Targeting: Processes such as
# organizational problem solving# leadership issues# policy formulation# task accomplishment
OD Intervention (cont’d)
• Various types of comprehensive OD Interventions are
- Confrontation Meeting
- Survey Feedback
- System Four Management
- Grid OD Contingency Approach
- Reengineering
OD Intervention (cont’d)
• Confrontation Meeting
- Proposed by Beckhard
- A subsystem or whole organization
- Used when a major divide between the top management & rest of the organization
- Condition of stressful time in organization life and less amount of time
OD Intervention (cont’d)
• Steps involved- Setting up the climate- Collection of Information- Sharing Information- Priority Setting & Group Action Planning- Action Planning- Immediate Follow up by top teams- Progress Review
OD Intervention (cont’d)
• Survey Feedback
- I will not repeat again!
OD Intervention (cont’d)
• System 4 Management
- Proposed by Likert
- Based on questionnaire survey of variables such as communication, leadership, company policies
- Divided organization into 4 types or System 4 Management
OD Intervention (cont’d)
Exploitive – Authoritative
(autocratic top-down)
Benevolent – Authoritative
(top-down, less autocratic)
Consultative Participative
OD Intervention (cont’d)
• Grid OD Program
- Proposed by Blake & Mouton
- System wide intervention
- Interventions introduced in 6 phases
- Widely used
- Target system ranges from individual executive to the whole organization
OD Intervention (cont’d)
• Phase 1 : Managerial Grid – assessing managerial skills
• Phase 2: Teamwork Development – team building exercises
• Phase 3 : Intergroup Development – attempts to achieve ideal intergroup relations
• Phase 4: Development of an Ideal Strategic Model – Strategic Corporate Planning
• Phase 5: Implementing the Ideal Strategic Model – execution of the plan
• Phase 6: Systematic Critique - Evaluation
OD Intervention (cont’d)
• Reengineering- Also known as Business process reengineering- Focuses on
# Design of processes # Accomplishment of tasks
# Combining, eliminating or restructuring tasks to make it more efficient# Emphasis on product, customer satisfaction, improvement in processes and creation of value# Quantum leap in performance
Client-Consultant Relationship
• Client-Consultant Relationship
• Who is organizational consultant?
- For more information read the handout given to you (exam point of view)
Client-Consultant Relationship(cont’d)
• Eric H. Neilson proposed model of the relationship between the client and consultant based on two characteristics
Openness to sharing ideas, feelings
Task Responsibility
Client-Consultant Relationship(cont’d)
• Model of Client Relationship by Neilsen
Charismatic-,+
Consensus+,+
Apathetic-,-
Gamesmanship+, -
Sharing Ideas & Feeling
Responsibility
Open
Closed
Low High
Client-Consultant Relationship(cont’d)
• Important Reading Assignment From Handouts
- Implication For Consultants Behavior
- Red Flags in Client-Consultant Relationship
System Ramification
• Organization as System
• OD and Action Research
- This topic is already covered while discussing action research
Future of OD
• This Portion will be appropriate, if I give u all the points and handouts during the last part of this semester