Fall 2 final
Know the difference between interpersonal, team, inter-group and system interventions and to which level of the organization they are directed.
1. Interpersonal (individual) consists of a range of interventions activities aimed at enhancing the development and empowerment of the individual organization members. (Examples: stress and burnout management, Johari window, career life planning) 2. Team - a major OD intervention that is used for increasing the communication, cooperation, and cohesiveness of units to make them more productive and effective. (Examples: Outdoor lab, role analysis and role negotiation) 3. Intergroup - OD interventions that attempt to increase cooperation among organization subsystems; for example, divisions, section and exchanges between teams. (Examples: 3rd Party Intervention, Organizational mirror and inter-group team building) 4. System level interventions may be described as a structural design framework for viewing an organization that examines (1) the way the organization is designed, (2) the organization's work process, and (3) the interaction of individuals and teams within the flows and structures of the systems. System wide interventions impact the entire organization. (Examples: (High Performing Systems (HPS), Grid OD Program, Survey Research and Feedback, Likert's System 4 Management, Third Wave Organization, Learning Organization, and Reengineering)
Know about job enrichment and the dimension that can effect motivation and satisfaction
A method that builds in satisfaction to the job. oIncludes changing a job to have increasing levels of achievement, recognition, and responsibility
What are OD interventions strategies?
The range of actions designed to improve the health of the client system. The specific means, activities, and programs by which change goals can be attained.
Thoroughly understand and describe inter-group interventions.
OD interventions that attempt to increase cooperation among organization subsystems; for example, divisions, section and exchanges between teams.
What are system level interventions
Structural design framework for viewing an organization that examines 1) the way the organization is designed 2) the organization's work process 3) the interaction of individuals and teams within the flows and structure of the system. The major system-level interventions include survey research and feedback, the learning organization, reengineering the system 4 approach, HPS, and grid organization development.
Thoroughly understand the difference between team and inter-group interventions.
Team intervention focus on cooperation between individual team members, intergroup focus on cooperation between two teams.
•What is employee empowerment and why is it important?
The process of giving employees and work group members the ability to make decisions about their work, being held accountable for the outcome of their decisions, accepting responsibility for the outcomes of the decisions and solving problems of their own. It provides employees with control of their work and ultimately provides employee satisfaction.
Identify the ways groups cope with change.
Through competition, cooperation or collaboration with other groups.
What is corporate culture?
o An interdependent set of beliefs, values, ways of behaving, and tool for living that are so common in a community that they tend to perpetuate themselves, sometimes over a long period of time.
Describe conditions that require organization change and renewal?
o Market, product and competitive conditions o Downsizing, reengineering, flattening structures, going global, and initiating more sophisticated technologies.
Be able to provide two examples of culture from a current organization or organizations that you have been associated with in the past.
o Member Identity oTeam Emphasis oPeople Focus oAutonomy oControl oRisk Tolerance
Per Donald Brown, define organization development (OD).
o OD comprises the long range efforts and programs aimed at improving an organization's ability to survive by changing its problem solving and renewal process.
Describe two examples of a team intervention.
o Outdoor Experimental Laboratory Training -specialized outdoor training programs for teams Role-Analysis - designed to clarify role expectations Role Negotiation - directed at the work relationship among team members. It involves a series of controlled negotiations between participants.
Thoroughly understand and describe team interventions.
o Team Development Interventions is an educational process of continually reviewing and evaluating team functioning in order to identify and establish new and more effective ways of operating.
OD Development has five stages; the first is "Anticipate a Need to Change". Describe the other four stages. (Hint: Remember the table of contents for the research paper?)
oAnticipate the need for change oDevelop the Practioner -Client Relationship oThe Diagnostic Phase oAction Plans, Strategies and Techniques oSelf-Renewal, Monitor and Stabilize
Understand stress management and methods to mitigate stress.
oAny activity or program that attempts to reduce the cause of work related stresses or helps individuals cope with the negative outcomes of exposure to stress. Wellness Programs Meditation Stress Management Training Seminars on Job Burnout
•List eight strategies to increase motivation to change
oClimate conducive to change oClearly articulated vision oEffective communications oLeadership of Managers oParticipation of Managers oReward System oNegotiation, Agreement, and Politics oPower Strategies
Describe three diagnostic models.
oDifferentiation and Integration Model - it stresses the importance of a sound analytical diagnosis as the basis for planned change in organizations oSocio-technical Systems Model - analyzes the organization as a socio-technical system interacting with an external environment oForce Field Analysis model - views organizational behavior not as a static pattern but as a dynamic balance of restraining and driving forces working in opposite directions
Describe four types of system level interventions
oHigh Performing Systems (HPS): an excellent human system that performs at high levels of excellence oGrid OD program: program designed to change corporate culture oSurvey Research and Feedback: Feedback is used to diagnose problems and develop action plans to alter organization structure and work relationships oLikert's System 4 Management: A continuum is used, the OD consultant attempts to move functions toward System 4, which is the most effective system
List and describe the three types of OD practitioner (practitioner).
oInternal - already a member of the organization such as general manager or executive from HR or line employees oExternal - outside the organization, consultant oInternal/External Team - combination of the internal and external practioner team
Define interpersonal interventions.
oInterpersonal interventions are based upon improving organizational efficiency by increasing the individual's involvement, motivation, and competence.
Describe three types of interpersonal interventions.
oJohari Window Model - provides a way of thinking about us in relation to other people. oCareer Life Planning - provides activities that help individuals reassess their life and career goals and to redirect their efforts toward new goals. oStress Management and Burnout - include biofeedback, meditation, wellness programs and seminars on job burnout
What is organizational diagnosis? How can it help the organization?
oOrganizational diagnosis is the method of analyzing organizational problems and learning new patterns of behavior. It helps an organization by identifying the true problems for the best possible solution.
Describe two types of inter-group intervention.
oOrganizational mirror - a technique designed to give work units feedback on how other elements or customers of the organization view them. This intervention is designed to improve relationships between teams and increase effectiveness oIntergroup team building - the key members of the conflicting groups meet to work on an issue or interface. Role-play is used to foster the cross-group understanding oThird Party consultation - outside practioner, a superior, a peer, or representative from another unit analyzes the team and makes appropriate recommendations
List the values and ethics that are of primary importance to OD practitioner
oRespect for people oTrust and Support oPower Equalization oConfrontation oParticipation
Compare and contrast the five basic OD practitioner (practitioner) styles?
oStabilizer - maintains a low profile and they try to survive by following the directives of top management oCheerleader - places an emphasis on member satisfaction and does not emphasize organization effectiveness oAnalyzer - places emphasis on efficiency while giving attention to satisfaction of members oPersuader - seeks a compromise style between the cheerleader and analyzer styles, only achieve average results oPathfinder - seeks both a high degree of organizational efficiency and high member satisfaction, desired OD style
Identify the three basic OD intervention techniques.
oStructural - emphasize the organizations design and work flow, such as who reports to whom and how the work is structured oTechnological - implement new developments in areas related to technological innovations. oBehavioral - improve the use of human resources such as empowering people at lower levels of the organization to make effective decisions.
List five restraining forces that block implementation of change programs
oUncertainty regarding the change "comfort zone" oFear of the unknown oDisruption of Routine oLoss of Benefits (WIIFM) oThreat to Position Power
