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organizational development interventions refer to techniques (methods) created by the OD professionals, coaches and mentors to help solve the pressing problem of institutions that seek their services. One organizational consultant can not use all the interventions available in their arsenal. It is always preferable to intervene when necessary. This therefore calls for an effective understanding of, the needs and the problems it is facing so as to ensure that the right intervention tools solve the right kind of problem.
Following are the different types of organizational development interventions:
• Sensitivity Training
• Survey responses
• Developing dialogue
• Goal setting and planning
• Team building and management objectives.
• Business Process Analysis grid
• Job enrichment, participative management and circles.
• Process consultation intervention
• Inter-group Team-Building Interventions
• Third-Party Peace Making intervention
• Organizational Interventions
These types of interventions can be used in a variety of settings depending on the need of the Agency.
Survey responses intervention provides data and information to all managers. Information related Attitude, structure, living standards will be included in the survey. Managers analyze data pertaining to each and every employee and take appropriate action. They try to diagnose the problem, assess the results and correct the problem.
On the other hand, along consulting advisor meets all departments, working groups and monitors communication and skill level of the work in these areas. Goal setting and planning objectives are important for the overall strategic plans for the company’s profitability. Managerial Grid advised management behavior in different ways. It looks production-oriented aspects as well as aspects of employee-oriented and combines them to communicate with each other. It also gives the structure view of laboratory training. Grid management interventions are also associated with leadership skills.
growth of any organization reduce their people to change their thinking to organizational development interventions. People with the proposed change and intervention can grow in organizations. Intervention forms a facade which developed organization. So it is important to follow and implement creative interventions.
In practice OD interventions, it is important to apply the criteria goals, experimenting with different arrangements, to include unit task force, and identify key communications and fire-able offense.
intervention constitutes an appropriate relationship between strategy and organizational development. So development model needs to reflect human resources, management, and structure to build organizational development interventions. The last intervention makes way for the successful development of business with lots of competition.
How can you ensure the success of the implementation of organizational development interventions in your business? How will you know if you are using the right kind of intervention?
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