Deepali, OD Interventions are about getting new innovations at your workplace from an HR Perspective. These could include introuduction of new policies, practices, retention schemes etc. abdul
From United Kingdom, London
From United Kingdom, London
Hi Deepali, Please find attached some text material on OD interventions. Hope this helps. G.Ramesh
From India, Madras
From India, Madras
Thanks Deepali for the topic.
And Thanks Ajmal for the excellent explanation.
Why dont we discuss all of them individually?
Ajmal can you list down what are all the OD techniques?
The HR Professionals, can you please explain if you have used it in your organization and has it been effective. ?
Was any of the techniques been customized. If so how and why?
-----
sree
From India, New Delhi
9And Thanks Ajmal for the excellent explanation.
Why dont we discuss all of them individually?
Ajmal can you list down what are all the OD techniques?
The HR Professionals, can you please explain if you have used it in your organization and has it been effective. ?
Was any of the techniques been customized. If so how and why?
-----
sree
From India, New Delhi
Hi Deepali,
There are two books that I recommend which delve into the intricacies of OD interventions. Book one - Organizational Development and Change by Cummins & Worly and Book two - Organization Development (I think thats the title)by French & Bell. Anyways four types of interventions are generally referred to: Human Process, HRM, Strategic and Techno-Structural Interventions.
I hope this is helpful to you.
Jayendra
There are two books that I recommend which delve into the intricacies of OD interventions. Book one - Organizational Development and Change by Cummins & Worly and Book two - Organization Development (I think thats the title)by French & Bell. Anyways four types of interventions are generally referred to: Human Process, HRM, Strategic and Techno-Structural Interventions.
I hope this is helpful to you.
Jayendra
Hi Vishal (scare_Crow)
i read ur views on this cite , find u intresting personality, funny, good sense of humur, actvie........gud........R u an HR person , i mean r u in HR job? i m an HR professional , like to visit this cite , study , and like to talk to people (with this cite only) .........who r members of this cite............. bye....njoy life at its fullest.......
Cherry
From India, Delhi
i read ur views on this cite , find u intresting personality, funny, good sense of humur, actvie........gud........R u an HR person , i mean r u in HR job? i m an HR professional , like to visit this cite , study , and like to talk to people (with this cite only) .........who r members of this cite............. bye....njoy life at its fullest.......
Cherry
From India, Delhi
OD INTERVENTIONS
What is an OD Intervention?
The term Intervention refers to a set of sequenced,planned actions or events intended to
help an organization to increase its effectiveness.Interventions purposely disrupt the
status quo;they are deliberate attempts to change an organization or sub-unit toward a
different and more e ective state.
Criteria for Effective Interventions
In OD three major criteria define the ef ectiveness of an intervention:
1.The Extent to Which it (the Intervention)fits the needs of the organization.
This criterion concerns the extent to which the intervention is relevant to the organization
and its members.Ef ective interventions are based on valid information about the
organization ’s functioning;they provide organization members with opportunities to
make free and informed choices;and they gain members ’ internal commitment to those
choices.
Valid information is the result of an accurate diagnosis of the organization ’s functioning.
It must reflect fairly what organization members perceive and feel about their primary
concerns and issues.Free and informed choice suggests that members are actively
involved in making decisions about changes that will affect them.It also means that
interventions will not be imposed on them.Internal commitment means that organization
members accept ownership of the intervention and take responsibility for implementing
it.I interventions are to result in meaningful changes,management,staff,and other
relevant members must be committed to carrying them out.
2.The degree to which it is based on causal knowledge of intended outcomes
Because interventions are intended to produce specific results,they must be based on
valid knowledge that those outcomes actually can be produced.Otherwise,there is no
scientific basis for designing an e ective OD intervention.Unlike other exact sciences
(like medicine or engineering)knowledge of the effect of OD interventions is in a
rudimentary stage of development.Moreover,few attempts have been made to examine
the comparative ef ects o different OD techniques.All of these factors make it difficult
to know whether one method is more effective than another.
Despite these difficulties,attempts are being made to evaluate di erent OD intervention
methods,so that we can gain the ability to predict outcomes of various interventions and
thus be able to use the most appropriate interventions for specific problems.
1
From India, Mumbai
What is an OD Intervention?
The term Intervention refers to a set of sequenced,planned actions or events intended to
help an organization to increase its effectiveness.Interventions purposely disrupt the
status quo;they are deliberate attempts to change an organization or sub-unit toward a
different and more e ective state.
Criteria for Effective Interventions
In OD three major criteria define the ef ectiveness of an intervention:
1.The Extent to Which it (the Intervention)fits the needs of the organization.
This criterion concerns the extent to which the intervention is relevant to the organization
and its members.Ef ective interventions are based on valid information about the
organization ’s functioning;they provide organization members with opportunities to
make free and informed choices;and they gain members ’ internal commitment to those
choices.
Valid information is the result of an accurate diagnosis of the organization ’s functioning.
It must reflect fairly what organization members perceive and feel about their primary
concerns and issues.Free and informed choice suggests that members are actively
involved in making decisions about changes that will affect them.It also means that
interventions will not be imposed on them.Internal commitment means that organization
members accept ownership of the intervention and take responsibility for implementing
it.I interventions are to result in meaningful changes,management,staff,and other
relevant members must be committed to carrying them out.
2.The degree to which it is based on causal knowledge of intended outcomes
Because interventions are intended to produce specific results,they must be based on
valid knowledge that those outcomes actually can be produced.Otherwise,there is no
scientific basis for designing an e ective OD intervention.Unlike other exact sciences
(like medicine or engineering)knowledge of the effect of OD interventions is in a
rudimentary stage of development.Moreover,few attempts have been made to examine
the comparative ef ects o different OD techniques.All of these factors make it difficult
to know whether one method is more effective than another.
Despite these difficulties,attempts are being made to evaluate di erent OD intervention
methods,so that we can gain the ability to predict outcomes of various interventions and
thus be able to use the most appropriate interventions for specific problems.
1
From India, Mumbai
DEAR ALL,
Organizational development (OD) is an application of behavioral science to organizational change. It encompasses a wide array of theories, processes, and activities, all of which are oriented toward the goal of improving individual organizations.
OD efforts basically entail two groups of activities: "action research" and "interventions."
." Action research is a process of systematically collecting data on a specific organization, feeding it back for action planning, and evaluating results by collecting and reflecting on more data.
OD interventions are plans or programs comprised of specific activities designed to effect change in some facet of an organization. Numerous interventions have been developed over the years to address different problems or create various results.
However, they all are geared toward the goal of improving the entire organization through change. In general, organizations that wish to achieve a high degree of organizational change will employ a full range of interventions, including those designed to transform individual and group behavior and attitudes.
U have interpersonal, group, intergroup, structural, comprehensive interventions.
regards,
Dr. Prageetha
From India, Warangal
Organizational development (OD) is an application of behavioral science to organizational change. It encompasses a wide array of theories, processes, and activities, all of which are oriented toward the goal of improving individual organizations.
OD efforts basically entail two groups of activities: "action research" and "interventions."
." Action research is a process of systematically collecting data on a specific organization, feeding it back for action planning, and evaluating results by collecting and reflecting on more data.
OD interventions are plans or programs comprised of specific activities designed to effect change in some facet of an organization. Numerous interventions have been developed over the years to address different problems or create various results.
However, they all are geared toward the goal of improving the entire organization through change. In general, organizations that wish to achieve a high degree of organizational change will employ a full range of interventions, including those designed to transform individual and group behavior and attitudes.
U have interpersonal, group, intergroup, structural, comprehensive interventions.
regards,
Dr. Prageetha
From India, Warangal
Ajmal, Thanks for sharing the valuable information. Would like to have your valuable input on how to do diagnosis of OD intervention. Is there any methods or tools for doing so.
hi
organization development (OD) interventions or ODI are sets of activities in which some organizational units, i.e., individuals or groups or even third parties take up some set of tasks with the aim of organizational improvement and individual development.
so these are any structured activities undertaken in an organization with the main purpose of improvement of its culture and/or climate.
depending upon the focus group i.e, individuals, teams or the organization as a whole a particular intervention is adopted.
Career Planning, Coaching, Sensitivity Training, MBO, Team MBO, TQM, QWL programs, cultural analysis, etc. are all different forms of ODIs.
Further if you want to study it in detail, refer to the book named organization development by wendell l. French, Cecil H. Bell, Jr. and Veena Vohra. Publisher- Pearson Education.
From India, New Delhi
organization development (OD) interventions or ODI are sets of activities in which some organizational units, i.e., individuals or groups or even third parties take up some set of tasks with the aim of organizational improvement and individual development.
so these are any structured activities undertaken in an organization with the main purpose of improvement of its culture and/or climate.
depending upon the focus group i.e, individuals, teams or the organization as a whole a particular intervention is adopted.
Career Planning, Coaching, Sensitivity Training, MBO, Team MBO, TQM, QWL programs, cultural analysis, etc. are all different forms of ODIs.
Further if you want to study it in detail, refer to the book named organization development by wendell l. French, Cecil H. Bell, Jr. and Veena Vohra. Publisher- Pearson Education.
From India, New Delhi
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OD INTERVENTIONS.d oc
OD interventions.p pt