Od Interventions

2368 WordsNov 26, 201210 Pages
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…show more content…
Lawsence and J. Lorseh. It is based on the principle that an organisation is a multifaceted social system. Its behavior must be included into a united effort to enable it to cope with the environment. Theoretically individuals in different departments have different orientations related to the tasks they perform. Genuinely, the organisational units in their regular operations they are differentiated along with their direction. It appears that with the task discrimination coordination is not possible. According to contingency approach separation and combination are possible for total organisation’s effectiveness with the help of integrative devices. To sum up, high organisational presentation is well-suited with the existence of both separation as well as combination which are required as per the stress of their immediate environment. The contingency approach can be useful as an OD intervention in industrial organizations in the form of inter group argument meetings of concerned departmental persons. 9) Role Analysis : In the presentation of their individual roles persons manifest certain behaviour which may upset team efficiency. At times it is established that the persons are unambiguous about their own expected behaviour from the view point of other members of the team. In these circumstances the role analysis procedure is used to clarify the role expectations and obligations of the members of a team. The ensuing role

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