Organizational development( OD)interventions are well – regulated programs designed to solve a problem, thus empowering an organization to achieve its goals. These intervention activities are designed to improve the organization’s implementation, and enable managers and leaders to better manage their team and organization cultures. OD interventions are required to solve any problem that an organization might be facing. The list of these problems can actually be very long, ranging performance, skill, career development to employee retention and much more. These programs are planned to help organizations meet certain objectives, enable management and improve organizational working, through the support of its members. Organizational development essentially lays stress on procedures and programs to change people and the character and quality of mutual work relations.
Steps for OD interventions
An organization should be able to analyze the kind of OD intervention needed. Once the intervention is diagnosed, the organization should then plan to root out or remove the problem as soon as possible in an effective manner. Below mentioned are the steps of OD intervention that an organization should take to address any intervention –
- Entry: Entry refers to the standards a business leaders sees outside the business that alert him to start thinking about change. Entry could be external, such as a new opponent with imaginative resolutions, or internal, such as an unexpected appearance of negative feedback on products and services. The need for change within a company becomes likely. An issue is identified and a person is searched for within the organization, who is skilled enough to examine the problem or facilitate change.
- Purpose: The purpose step defines the core issues that are in operation with newly discovered issues. This may be the step where a third-party change agent is brought in to take over the(OD) intervention. For example, an influx of complaints may have started at the onset of moving to fulfillment centers with inexperienced employees. The change agent goes to the site and gathers all relevant information. The idea is to develop a scheme that will solve the problems. Now comes the change agent who works to solve issues.
- Assessment and feedback: Assessment takes the information gathered in the previous step and reviews the feedback. This is presented to other colleagues and management so the group can then review the issues, the entire company goals and budget. The change agent collects details about the situation and provides decision makers as well as those having a share in the change process, feedback with regards to the information.
- Action plan: Leaders and shareholders develop a plan to solve the problem. The action plan is to implement a new training program to resolve it. The change agent works jointly with management and other stake holders to work out a reformatory action plan.
- Intervention: With intervention, leaders begin the practice process. Leaders explains to teams the series of changes that will happen and turns out the change plan. This means organizing the training in a way to least disturb proceedings and running training programs. The change agent helps in carrying out the action plan and the change process is carried out.
Once the intervention is complete, leaders evaluate the results. This is where marks are collected and measured compared to the control mentioned in the purpose and assessment phase and the goals recommended in the action plan. The change agent helps the management and other stakeholders to evaluate the change effort’s progress.
After evaluating the results of the action plan, the leaders determine if the changes will become a part of the organization policy or not. In the case of the training program, it might become an essential forthcoming process for all employees to complete. Members of the company accept ownership of the change, and the change is applied throughout the organization.
Separation is the ending of the organizational development process most prominent when the change was implemented by a third-party change agent. The change agent begins the process of stepping aside from the organization and project, providing duties to others within the organizations. If leadership was operating the intervention, a systematic assigning of duties is implemented to allow leaders to get to other tasks and projects. The change agent prepares to leave the organization. As part of the process, the change agent works to back off while making sure that development will continue after his or her departure. This step is attainable due to the fact that the knowledge and skills of the change agent have been transferred to the organization.
By following these important steps you’ll have a rough guideline for your intervention. Definitely your approach should be shaped on individual circumstances, understanding that each case has a novel set of features. Even though the length and depth of the steps in OD Interventions could differ across interventions, they are usually found in one form or another.
OD interventions are a set of planned actions intended to help an organization to increase its effectiveness. They are deliberate efforts to change an organization towards a different and more effective state. These interventions are unescapable in totality, however a watchful and matured organization should be able to apprehend the problem much before it flares up on a bigger scale and should be able to solve it at the very initial stage when it can be done with minimum efforts.
Organizational development is a process of making an organization more efficient in achieving its desired goals. The purpose is to enhance productivity, performance or behaviors via a set of organized individual and team activities. Interventions may be introduced by a change agent as part of a development program or employed by a client following a process to check out the condition of the organization’s health. Today’s businesses demand a different approach.
In order to keep up with the rising consumer demands, and to incorporate the advancing technology available, companies must regularly change. Organizational development is very important if companies have to compete. Since development means change, it should be managed effectively so it can be introduced without resistance.