Od Interventions

Definition of od noises An OD veilvention sens be defined as the prune of structured activities in which selected institution units engage with a chore or a sequence of problems where the task cultivations are related directly or indirectly to constitutional avail A set of sequenced and think actions or events int depoted to help the makeup increase its effectuality. In an od intervention the entire make of diagnosis, alternative generation and making action choices are jointly conducted and od give to a fault examine the answer of such diagnosis, action supply and implementation.Criteria for Effective Interventions In OD three major criteria define the effectiveness of an intervention 1. The Extent to Which it (the Intervention) fits the involves of the presidency. 2. The degree to which it is based on causal knowledge of intended outcomes 3. The extent to which the OD intervention transfers change-management competence to organization members. Characteristics of od intervention First An od intervention go out concentrate on on the organizational offshootes ap art from the substantive content of an activity.Secondly an od intervention would generally focus on a work group as the unit of analysis and change towards effective behaviour Thirdly od would normally view change as an on-going abut and would rely on a collaborative management of work culture Types of od interventions These interventions raise be clubbed into twelve assemblys and they are diagnostic, team-building, inter-group activities, survey feedback orders, education and training programmes, techno-structural activities, butt cite, the management grid, meditation and negotiation activities, coaching and counsellor and blueprintning and goal backing activities. ) Survey Feedback It recounts to an approach survey through and through substantially mean assessment or Interviews. It covers the feedback to the customer arrangement. It has a demand and significance in a genuine situation. The attitude survey can have a purpose to measure the cultivate for instance, communication, decision making and leadership at different levels. The data produced under this strategy is perceptual and attitudinal.. A review of the product is prepared in a group discussion.Generally feedback of results is specific to the group which prepares the data. As a result strategies are planned to resolve the organisational problems. Consequently, the process of survey feed back includes collection of data, feedback, exposement of action plan and follow-up. Therefore, to ensure authentic results, the survey should be applicable and dependable. 2) Management grid The method urbanized by Robert Blake and Jane S. Mouton is a step to affect toward. This Grid pay offs a rational support of managing peck.Growth of management skills from beginning to end grid program involves wide range of included and instrumented activities are the slip direction having investiga tional and planned conditions. The members are secondary to be pleased closely the advances to mingle people and t inheritor invention. 3) Team Building Team building is an attempt to instigate the work group to identify, diagnose and solve its own problems. Actually groups wax their own norms of behaviour which pressurize the persons and group behaviour. presidency is a organisation to interconnect with groups.OD considers that work groups are the teams which are spinning around to acquaint changes in the organization. Team building actions are taken to develop a range of groups in an organization like permanent work teams, task forces, committees etc. Team building actions focus on finding, task achievement, team relationships and organisational process. The component groups in team building activity are the remote advisors, the group leader and the members of the group. In team building movement, henchmans meet and twaddle well-nigh troubles connecting to their coursew ork It obtain sincere and courageous argument.In the team building movements, the associate adds the sequence relating to their personal observation of issues, problems and task relationship. 4) Sensitivity facts of life It is know as training world carried out by creating an experimental laboratory circumstances where workers will be brought together to do something together in a uncrystallized environment. Sensitivity training helps in understanding people well a draw in, to develop appreciation for others, to develop specific behavioral skills and to gain effective approach into the group victimization. It also aims at falling interpersonal confrontation.The main aim of sensitivity training is to split all the methods through the bond of silence and ease the expression of associates to emphasize on the process of debate to a certain extent than to fulfill the instructions. It is a method which proposes to have brain washing of persons. This training is accepted by formless(p renominal) groups without any agenda, leader and pre rigd goals. The group is given independence to dissipate their plans, contacts and on going process for interaction. Sensitivity training gives a proficiency to enable special knowledge and teaching. ) Four System Management Rensis Likerts four System Management has given four stage to re usher the organizational values to include the essential collection of project style and people way. According to Likert management philosophy can be sort out into four musical arrangements they are i) Exploitative-Autocratic System ii) Benevolent Autocratic System iii) informatory Democratic System and iv) Participative Democratic System. This theory explains that three raw material concepts of system has four management which will help making the organization effective they are ) To use the principle of supportive relationship in the organisation b) To use the group decision making and group methods of supervision in the organisation, and c) To emphasize more(prenominal) on the high performance goals. 6) Management by Objectives (MBO) It is a nonher important tool of O. D and involves the process of educating the concerned persons well-nigh M. B. O, agreement upon clear cut quantifiable objectives, evaluation of objectives and feedback for deviation and powerful action. . M. B. O is wide-ranging overall managerial philosophies that focuses upon joint goal setting and synthesize the individuals goal to organisational goals.The entire organization will have the feeling of unity as all levels of management of an organization are involved in goal setting. The programmes relating to M. B. O can be effective if they are properly implemented and need the support of the pull in management. 7) Process Consultation It can be described as the set of activities on the part of the consultant that helps the client to perceive, understand and act upon the process events that take place in the clients environment. Process cite concentrates on the analysis of process of activities like communication, leadership etc.It also aims to attempts to develop initial contacts, define relationships, selecting the method of work, collection of data and diagnosis. Process consultation is a method of intervening in an on going system and is designed to change attitudes, values, interpersonal skills, group norms, and cohesiveness and other process variables. 8) Contingency Approach This approach was given by P. Lawsence and J. Lorseh. It is based on the principle that an organisation is a multifaceted social system. Its behavior moldiness be included into a united effort to enable it to mete out with the environment.Theoretically individuals in different departments have different orientations related to the tasks they perform. Genuinely, the organisational units in their firm operations they are differentiated along with their direction. It appears that with the task discrimination coordination is non asserta ble. According to contingency approach separation and combination are possible for total organisations effectiveness with the help of integrative devices. To essence up, high organisational presentation is well-suited with the existence of both separation as well as combination which are unavoidable as per the stress of heir 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 sections persons manifest certain behaviour which may lift 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 utilise to clarify the role expectations and obligations of the members of a team.The ensuing role requirements and the expected behavioral mechanism of all(prenominal) other help the member enjoy an equally acceptable behaviour in the team work. In this technique, the individual role players analyze the rally role of the individuals. 10) Inter-group Activity Meager interpersonal relations are not unusual features in organisational performance . Under these circumstances, inter-group motion spotlights to improve the relationships between the groups. It helps in the interaction and communication between the work groups which eventually avoids dysfunctional inimical competitiveness among them.Inter-group team building entails the procedure of discrimination and combination. 11) Organisation Mirroring It monitors the activities of group of members and gets the feedback from the members of several other groups about how is it being professed. Organisational mirroring is used when on that point is complexity with other department in the organisation. A meeting is called and chemical reaction is sought from other depar tment. During the meeting the correct picture emerges which will determine many mistakes attached between two groups. 2) Third Party calm Making Intervention This intervention is the foundation of the thoughts to understand the conflicts and their resolutions at the interpersonal level. It helps to confront the method of resolving the conflicts takes place between two parties who are aware of the existence of the conflicts and want to confront the issues. The advisor as a third party must be accomplished in the art of identifies the conflicts and use confrontation as technique. This process focuses on four basic elements of conflicts they are i) The conflict issues, (ii) The contributory circumstances, (iii) The conflict related behaviour, and (iv) The results of the conflict. 13) Job material body/Redesign It is task -technology connected approach and aims at making changes in the work procedure of the groups of employees. Job design occupies a well planned reorganization of a job. On the whole it focuses to develop workers motivation, commitment, performance, job satisfaction etc. , through job enrichment, job engineering, job rotation, job enlargement and socio- good system. 4) Quality Circles Quality Circles are semi-autonomous work groups with vi persons who volunteer to talk about and solve feature related problems during works hours. It has impact on working conditions, employees commitment and self development of employees. 15) Counselling Counselling is the method to extend the help by a manager to his assistant to enhance his prospective. It plans at hypothesizing and empathize with the workers. It assists to bring about self consciousness in the worker about his capability. Single or group of interventions may be used to resolve the issues.Od intervention used in BHEL-BLOCK5 PAGE33-34(M) In order to develop & improve the effectiveness of the merciful resources in the Organisation, a committee called Human Resources Committee was first consti tuted by BHEL in Bhopal in 1976. The committee is the central body and plays the central role in implementation of all OD efforts. With the help of outside(a) and internal resource persons, a number of programmes/workshops have been Organised for the development of the members of this committee improving their problem solving capabilities and decision making.The range of OD interventions are described below. Job Redesign and Work commitment as an OD intervention In one of the BHEL units (Hardwar) Job redesign was taken up and as an OD intervention in 1975. This experiment was engage for around 4 years and very encouraging results were obtained. i) A more satisfying job, due to increased variety and relief from boredom and humdrum ii) Personal growth for all, by learning additional skills of other trends and getting leadership Qualities iii) Reduction in health/safety hazards iv) An atmosphere with less tension and jealousy ) An improved team spirit and morale resulting in improve d communication and human relationship vi) Increased self regard as and pride among the workers. Workshops were conducted and it was found to be very useful and threw up more questions for wider debate and discussions. By using survey method, a list of programmes or subjects or themes is sent to various. H. O. Ds who respond by ticking the beguile ones for their executives. As a result of various diagnostic exercises some unfavourable needs of training and development are identified.The workshops on various themes also give valuable idea of the areas requiring more thrust by way of training and development and specific training and development needs are thus identified. Based on role analysis a pen system with the following objectives has been circulated by the Corporate Personnel for the comments of Personnel/Training (HRD)/Divisional Heads. . Helping the executives to become more effective in their present and future jobs. . Enabling the executives to perform at optimum level by determining and meeting their growth needs. . Helping the executives to visualise their roles more clearly. Preventing the obsolescence of their technical and managerial skills. . Optimising the utilization of training resources by providing admit inputs. . Facilitating the design of need based programmes and identify the training and development needs. . Preparing data bank of capabilities required for various positions. . Facilitating job rotation, course and succession planning. Once implemented, it will forget a valuable data base for planning, training and development activities and identifying appropriate candidates for programmes. Performance Appraisal and Potenfial AppraisalIn BHEL it has remained so far that the role of superior was special to evaluator or judge and the role of the appraisee was passive. Now the superiors role is being conceived as helper and counseller and the appraisee is encouraged to become more involved and committed in achieving the objectives. Performance feedback and Counselling The need and importance of performance feedback and counseling has been realized. Attempts are being made to cover maximum number of executives in various programme/workshops on performance feedback and counselling to enable them to practice session it as an important tool for Human Resource maturation.The supervisors also will be covered in such efforts. Career Planning and Development Time-cum-merit based promotion was practiced which is able to satisfy the individuals and organizational needs to a great extent. The employees are encouraged and helped to plan a career path. They are liberally sponsored to higher educational programmes in IIMS/IITs. Posted bySatish Raj Pathakat919 PM LabelsOD intervention Od intervention at NTPC