10/26/2010 Organization Development Interventions

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Organization Development Interventions Od techniques

Hello All During any
course regarding
Organization
Organization Develpment
techniques w e have
learnt
Development various w ays like :
Sensitivity Traning

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10/26/2010 Organization Development Interventions
Sensitivity Traning

Interventions Quality Circles Feedback

mechanism etc. Are
these
techniques used by
Organization Development (OD) interventions following a standard
techniques are the methods created by OD professionals format? Or are they
and others. Single organization or consultant cannot use customised[..]
10 Replies
all the interventions. They use these interventions
depending upon the need or requirement. The most Evaluation od
important interventions are, interventions
Dear experts I am doing
1. Survey feedback a
project to evaluate
2. Process Consultation various OD
3. sensitivity Training interventions
4. The Managerial grid and their effectivess in
different organization. I
5. Goal setting and Planning w ould be glad if
6. Team Building and management by objectives someone
7. Job enrichment, changes in organizational structure can please help me w ith
and participative management and Quality circles, ISO, a
questionnaire or[..]
TQM 1 Replies

Survey feedback: The intervention provides data and Od interventions in

information to the managers. Information on Attitudes ntpc & sapient
could anyone plz tell me
of employees about wage level, and structure, hours of the organization
work, working conditions and relations are collected and development
the results are supplied to the top executive teams. interventions
They analyse the data, find out the problem, evaluate being used in tw o
organizations NTPC &
the results and develop the means to correct the sapient.... plz give
problems identified. The team are formed with the details if u r aw are of
employees at all levels in the organization hierarchy i.e, any... plz provide help
it’s urgent.
from the rank and file to the top level. 1 Replies

Process Consultation : The process consultant meets Hr interventions

the members of the department and work teams Hi All Can any one put
observes thie interaction, problem identification skills, some light on latest HR
Interventions in
solving procedures et. He feeds back the team eith the Manufacturing and IT
information collected through observations, coaches and Sectors ? If i w ant to
counsels individuals & groups in moulding their behavior. introduce some good
HR
Interventions then
Goal setting and planning : Each division in an w hat i
organization sets the goals or formulates the plans for have to[..]
profitability. These goals are sent to the top 1 Replies
management which in turn sends them back to the
In house leadership
divisions after modification . A set of organization goals program
thus emerge there after. Hi My organization is
about to embark on a
year
Managerial grid: This identifies a range of management long Leadership
behavior based on the different ways that how program
production/service oriented and employee oriented that w ill identify and
states interact with each other. Managerial grid is also groom potential leader
over a period of 1 year
called as instrumental laboratory training as it is a through various
structured version of laboratory training. It consists of programs
individual and group exercises with a view to developing and interventions. I[..]
2 Replies
awareness of individual managerial style interpersonal
competence and group effeciveness. Thus grid training is
Article Picks
related to the leadership styles. The managerial grid
focuses on the observations of behaviour in exercises Organizational
specifically related to work. Participants in this training development OD
process
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10/26/2010 Organization Development Interventions
are encouraged and helped to appraise their own process
managerial style. Career development
system
There are 6 phases in grid OD:
First phase is concerned with studying the grid as a As an approach to
change
theoretical knowledge to understand the human organization
behavior in the Organization.
Second phase is concerned with team work OD paradigm values
human
development. A seminar helps the members in and Organizational
developing each member’s perception and the insight growth
into the problems faced by various members on the job.
Third phase is inter group development. This phase aims Job evaluation
techniques
at developing the relationships between different
departments Download Thread
Fourth phase is concerned with the creation of a
strategic model for the organization where Chief Od interventions.ppt
Executives and their immediate subordinates participate (623 Dow nloads)
in this activity.
Interventions-hr.ppt
(461 Dow nloads)
Fifth phase is concerned with implementation of strategic
model.. Planning teams are formed for each department Od interventions.doc
to know the available resources, required resources, (257 Dow nloads)
procuring them if required and implementing the model
Sixth Phase is concerned with the critical evaluation of Oraganizations
interventions.pdf
the model and making necessary adjustment for (1410 Dow nloads)
successful implementation.
06.structural
Management by Objectives (MBO) is a successful interventions.doc
(683 Dow nloads)
philosophy of management. It replaces the traditional
philosophy of “Management by Domination”. MBO led to
a systematic Goal setting and Planning. Peter Drucker
the eminent management Guru in 1959 has first
propagated the philosophy since then it has become a
movement.

MBO is a process by which managers at different levels

and their subordinates work together in identifying goals
and establishing objectives consistent with
Organizational goals and attaining them.

Team building is an application of various techniques of

Sensitivity training to the actual work groups in various
departments. These work groups consist of peers and a
supervisor.
Sensitivity training is called a laboratory as it is
conducted by creating an experimental laboratory
situation in which employees are brought together. The
Team building technique and training is designed to
improve the ability of the employees to work together
as teams.

Job enrichment is currently practiced all over the world.

It is based on the assumption in order to motivate
workers, job itself must provide opportunities for
achievement, recognition, responsibility, advancement
and growth. The basic idea is to restore to jobs the
elements of interest that were taken away. In a job

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10/26/2010 Organization Development Interventions
enrichment program the worker decides how the job is
performed, planned and controlled and makes more
decisions concerning the entire process.

Written for CiteHR.com

VikasBANSAL
Re: Organization Development Interventions

It is really a good article but missing details on the

senstivity training, amd some details could furter be
provided on impact of these interventions.

swati phadke
Re: Organization Development Interventions

I want 9.9 managerial concept in detail. Is there any

graphical representation.?

info-citiesbazar
Re: Organization Development Interventions

Hi

I am fully aggreed but provide the consultancy and

implementation for this OD is not easy at Ground end.

regards
G K Barwa
CEO ,Citiesbazar.com

kaarthik21
Re: Organization Development Interventions

hi

can u tell me about organizational development of any

particular concern..what r the problems they r facing as
interventions,struture, implementation,strategy...

Basil Sebastian
Re: Organization Development Interventions

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10/26/2010 Organization Development Interventions
HI!
This is indeed a good article on organisational
development interventions in a very simple and user
friendly manner.

Regards ~SBS

pallavidhokne
Re: Organization Development Interventions

Hi, thanx for the insight.

Can you help me find OD interventions in any
company.???

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