5 Different OD Interventions

5 Different OD Interventions
1. Diagnostic activity:
This activity involves collection of all the pertinent information about the state of
the organization. This can be done through the organizations operations records,
observation of task activities, meetings with subordinates, and interviews with
workers and so on. This could establish the current health of the organization.
This information is analyzed and the information as well as the analysis is
communicated to members. Based on this information, as well as the feedback
obtained from the members, some action plans are designed which are intended to
improve the health of the organization. The feedback from members is intended to
measure perceptions and attitudes such as job satisfaction, supervisory style and so
on. It would help the supervisors to understand better and improve upon their
relationship with their subordinates.
2. Team building:
Team building activities are designed to enhance the effectiveness and satisfaction
of individuals who work in groups in order to improve the effectiveness of the entire
group. It is important to recognize work groups problems as early as possible so
that solutions can be applied before the problems can do any damage.
These may be task related problems or personality conflict and personality cult
problems within the group. The groups work related issues can be streamlined by
changing the way things are done, by redirecting the resources, utilized and by reexamining the work processes.
The interpersonal relationships within the team can be improved by creating the
environment which is open and trustworthy, where members can openly and freely
communicate their feelings and thoughts, where leadership evolves on the basis of
respect and functional excellence and where conflicts are resolved on the basis of
mutual understanding.
3. Sensitivity training:
Sensitivity training refers to a method of changing behaviour through unstructured
group interaction. The idea is that in such training periods, the participants can
openly express their ideas, beliefs, perceptions and attitudes and they learn about
interpersonal behaviour. Such training could result in empathy for others, increased
tolerance for individual differences, improved listening skills and greater trust in
each other.
4. Intergroup relationships:
Just as there are problems within a group, there are problems among two or more
different groups who are interdependent among themselves. The activities of these
groups must be synchronized and coordinated to achieve the organizational goals
and any unhealthy competition between the groups must be eliminated.
Other problems may involve conflicts over overlapping responsibilities or confused
lines of authority. Some examples of such groups, where conflicts may lie, are sales
and production, line and staff, labour and management, hospital administrators and
doctors in a hospital and so on. All these problems and conflicts must be solved in a
spirit of trust, goodwill and openness.
5. Process consultation:
The purpose of process consultation is for an outside OD consultant to assist the
management, to perceive, understand and act upon process events within the
organization.
The consultant observes the processes such as communication patterns, decision
making and leadership styles, methods of cooperation and conflict resolution among
members and groups and acts as a guide or a coach who advises on how these
processes can be improved.
In general, all OD efforts are designed to bring changes in the conceptual
environment of an organization as well as the outlook of organizational members.
Each member begins to see himself as a resource to others and is willing to lend his
support to his colleagues when such support is needed.
The conceptual environment brings about open and free expression of feelings,
emotions and perceptions. It also helps members to develop interpersonal
competence including communication skills and an insight into themselves and
others.

5 Different OD Interventions

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