OD Intervention Strategies Chapter 7 OD Intervention Strategies An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Learning Objectives Identify and understand: Range of major OD intervention techniques. How they can be applied. Identify ways interpersonal, team, and intergroup techniques fit into OD program. Understand change strategies. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Figure 7.1 Stage 4 of OD’s 5 Stages An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Organizational Change Starting point for change program is definition of a total change strategy. OD strategy is: A plan for integrating different activities to accomplish objectives. Developing strategy includes: Planning activities to resolve difficulties, build on strengths. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Basic Strategies to Change Structural. Technical. Behavioral. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Structural Approach to Change Relates elements of organization to one another. Removes or adds layers to hierarchy. Downsizing associated with restructuring. Changes can involve decentralization and centralization. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Technical Approach to Change Changes in machinery, methods, automation, and job design. Brings organization to state of art. Help companies become more productive. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Behavioral Approach to Change Emphasizes better utilization of human resources by improving: Morale. Motivation. Commitment of members. OD traditionally associated with behavioral strategies. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Integration of Strategies Structural, technological, and behavioral strategies not OD change strategies per se. Determining feature of OD strategy is process used to arrive at strategy. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Figure 7.3 Integrated Approach to Change An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Integration of Strategies (part 1 of 2) OD deals with integrated change that considers: Structure. Technology. Behavior. Interdependence of subelements (departments) needs to be considered. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Integration of Strategies (part 2 of 2) Change strategies consider overt and covert elements. Second-order consequences consider change in one area that influences other areas. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Figure 7.4 “Organization Iceberg” Approach to OD An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Stream Analysis Useful in planning. Helps organization plan interventions. Provides graphical view of changes. Allows progress to be plotted. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Figure 7.5 Stream Analysis Chart An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Selecting an OD Intervention Interventions are a range of actions. Specific means, activities, and programs that can make change happen. Practitioner and client consider: Potential results of technique. Potential implementation of technique including costs versus benefit. Potential acceptance of technique. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Major Intervention Techniques Intervention techniques focus on 4 categories: Individual or interpersonal level. Team or group level. Intergroup level. Total organizational system level. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Table 8.1 OD Interventions: An Overview (part 1 of 2) An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Table 8.1 OD Interventions: An Overview (part 2 of 2) An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

OD Application Changing P&G P&G one of largest consumer product companies in world. Culture is well established. Over 170 years old. Chairman of board spends time communicating vision to employees. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Key part of strategy is: Focus on building strong brands, That sell at premium prices. With major recession, strategy was changed: Offer more lower priced products. But continue to: Develop new products. Innovate engineering and manufacturing technology. Understand the consumer. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Corporate headquarters has undergone change. Executives have open offices. Division presidents’ offices moved closer to their teams. Changes made without alienating employees. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Key Words and Concepts Behavioral strategies. OD intervention. Places emphasis on human resources. OD intervention. Actions designed to improve health of client system. OD strategy. A plan for change using structural, technical, and behavioral methods. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Second-order consequences. Parkinson’s laws. Summarizes problems of inefficient practices in organizations. Second-order consequences. Indirect consequences that result from a change action. Stream analysis. A method that plots interventions over time. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Structural strategies. Alters framework that relates elements of organization to one another. Technological strategies. Changes in machinery, methods, automation, and job design. Virtual team. Teams and their meetings occur electronically over telecommunications lines. Need for face-to-face meetings reduced. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

OD Skills Simulation 7.1 The Franklin Company Purpose. To determine an appropriate intervention strategy. To experience diagnosing and contacting a client system. To provide feedback on practitioner approaches. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Preparations for Next Chapter (part 1 of 2) Read Chapter 8. Prepare for OD Skills Simulation 8.1. Prior to class, form teams of seven and assign roles. Complete Step 1. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Preparations for Next Chapter (part 1 of 2) Read and complete Steps 1 and 2 of OD Skills Simulation 8.2. Read and prepare for Step 1 of OD Skills Simulation 8.3. Read and analyze Case: The OD Letters. An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall