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Eben Enslin, Student (MBA), South Africa
"In Organizational Development certain specific planned interventions are used, seeking to achieve improved organizational effectiveness as well as employee well being. The 5 most used interventions by change agents are:
1. Sensitivity Training (also known as T-groups). This method refers to a method of changing behaviour through a series of unstructured group interactions. Members of the organization are bought together in an open environment. Participants loosely discuss the organizational processes and issues. The O.D. professional creates an atmosphere for participants to express their ideas and their attitudes.
2. Survey Feedback. This is the best tool for assessing attitudes and for identifying perceptions. Everyone is the organization can participate in the survey. A typical survey asks members a range of questions relating to decision-making practices, communication effectiveness, job satisfaction and co-ordination between units.
3. Process Consultation. A set of activities on the side of the O.D. consultant that helps the client to perceive, understand and improve the situation as it is defined by the client. Consultants help clients to diagnose and manage their own strengths and help them to solve their own problems. The consultant expertise lies in the diagnoses of the problems, not in finding the solutions for the client.
4. Team Building. Teams are needed in most cases to accomplish work tasks. Team building utilizes high interaction group activities to increase trust and openness among team members. It is key to analyze the way the teams work and finding ways to make the team more effective. A further method could be using the MBTI (Myers-Briggs Type Indicator) to better understand team roles.
5. Intergroup Development. A big part of O.D. interventions relate to dysfunctional conflict that exists between groups/functions within the same organization. Intergroup Development thus seeks to change the attitude and perceptions that groups have of each other. There are several approaches one can follow to improve intergroup relations."
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Five Dimensions of Organization Development
Adam Mohammed Baba, Ghana
"OD is undertaken basically to inject efficiency and effective performance. Change/od experts have identified other five key dimensions as essential for building a model for od. They are:
1. Age of organization.
2. Size.
3. Stages of evolution.
4. Stages of revolution.
5. Growth rate of industry.
These 5 OD dimensions stand separately but they have a combined effect on OD too. Each dimension influences the other over time and the five elements interact with each other.
The external environment which is changing rapidly plays a significant role in OD, as are also the internal factors.
The internal factors may be identified through considering the history of the organization. Leaders must therefore be mindful of the history of their organizations, because each phase is strongly influenced by the previous one. Yet change theorists have ignored organization history despite of the fact that it tells us the past, the present and the future direction. (Greiner, 1997; Prywes, 2011)." |
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