1. OD Intervention Strategies
Chapter 7
OD Intervention Strategies
An Experiential Approach to Organization Development 8th edition
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2. 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

3. Figure 7.1 Stage 4 of OD’s 5 Stages
An Experiential Approach to Organization Development 8th edition
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4. 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

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

6. 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

7. 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

8. 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

9. 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

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

11. 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

12. 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

13. 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

14. 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

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

16. 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

17. 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

18. 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

19. 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

20. 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

21. 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

22. 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

23. 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

24. 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

25. 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

26. 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

27. 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

28. 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

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