Describe the organisational development intervention methods

a) Approaches aimed at changing people’s behavior:
i) Coaching and counseling: They are designed to help individuals and usually on a one to one basis
ii) Team building : They are designed to improve team relationships and task effectiveness. It also aims to seek feedback, discuss errors, and reflect on successes and failures, experiment new ways of performing and the climate of psychological safety.
iii) Inter-group activities: They are designed to improve the level of collaboration between interdependent groups
iv) Training and development: they are designed to improve key areas of employee knowledge and skill and involving a range of participative learning methods


b) Approaches aimed at changing structures:
i) Role analysis: They focus on what is expected of people rather that their present job description and devising new configuration of jobs and tasks.
ii) Job re-design/ job enrichment: It refers to reassessing current jobs in terms of their range and type of tasks, reallocating tasks and redefining jobs/ including vertical job enlargement. It is meant to alter jobs to improve the fit between individual skills and the demands of the job.(jobs are altered in relation to individual capabilities and to fit new techniques or organizational structures).


c) Approaches aimed primarily at problem-analysis:
i) Diagnostic activities: It involves utilizing questionnaires, surveys, interviews and group meetings
ii) Planning and objectives-setting activities: They are designed to improve planning and decision making skills
iii) Process consultation: it is a method that helps managers and employers improve the processes that are used in organizations. They involve a third party who helps clients to see and understand the human processes that are taking place around him. For example; leadership issues, communication flows, competition between individuals or groups, power struggles.
The process includes the following steps;
- Entry to the organization
- Defines the relationship
- Chooses an approach
- Gathers data
- Diagnoses problem
- Intervention
- Leaving the organization


d)Individual-focused techniques:
i) Management Development Training: A host of techniques for enhancing managers skills in an organization. For example; verbal information, intellectual skills, attitudes and persona development.
ii) Role negotiation: It is a techniques whereby individuals meet and clarify their psychological contract. The outcomes are a better understanding of what each can be expected to give and receive as well as less ambiguity.
iii) Sensitivity training: It is an intervention designed to help individuals understand how their behavior affects others. It is done by an outside trainer who intervenes in the group. The training helps employees to understand each other, recognize their own feelings and improve communication.
iv) Skills training: Refers to increasing the job knowledge, skills, and abilities that are necessary to do a job effectively. It is done in forma class setting which needs continual updating.
v) Job redesign


e) Organizational/Group techniques:
i) Survey feedback: It a widely used method whereby employee attitudes are solicited by questionnaire. Its advantages are anonymity, clear purpose, follow up etc.
ii) Management by objective: It is a technique of joint goal setting between employees and managers. It involves setting initial objectives, review periodic progress, problem solving and removing obstacles that impede goal achievement.
iii) Team building
Iv) Quality program: It is a program that embeds product and service quality excellence into the organizational culture. It raises aspirations about product/service and promotes quality excellence in the organizational culture
v) Large group intervention: It refers to events that bring all of the key members of a group together in one room from an extended period of time. It involves outside consultants who determine participants and the goals to be achieved.

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francis1897 answered the question on August 25, 2022 at 11:44