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Designing Interventions

Chapter 6 Essentials of Organization


Development & Change

Heather Backstrom
Brennan Carr
Anissa McNeil
Brian Nowlin
Donna Williams
January 2007
EDOL 762: Transforming Organizations in a Global Community

Chapter 6 - Cummings & Worley

Objectives

Gain an understanding of:

Organization development (OD)


interventions
The purpose of OD interventions
Factors that support successful OD
interventions
Examples of OD interventions

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Purpose of OD Interventions

To disrupt the status quo


Deliberate and intentional in nature
Designed to change an organization (or
department) toward greater
effectiveness

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Contingencies for Intervention


Success

Readiness for change

Pressures for change


Dissatisfaction with current state
Resources that support the change
Management commitment

Capability to change

Motivate change
Lead change
Political support
Manage the transition
Sustain momentum
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Contingencies for Intervention


Success cont.

Cultural context

Interventions should align with culture

Capabilities of the Change Agent

Mismatch between abilities/expertise of


Change Agent and intervention

Modify intervention
Enlist another Change Agent

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Contingencies Related to the


Target of Change

Strategy

Mergers and acquisitions


Transorganizational development
Organization learning

Technology and structure

Organization design
Employee involvement
Downsizing
Work design

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Contingencies Related to the


Target of Change cont.

Human resources

Attracting talent
Goal setting
Performance feedback
Reward systems
Career planning
Diversity

Human process

Communication
Decision making
Leadership
Group dynamics
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Interventions & Organizational Levels


Individual

Group

Organization

Human Process
1. Process consult.

2. Team building

3. Conflict resolution

Technostructural
1. Downsizing
2. Work design

X
X

1. Performance

2. Diversity

HR Management
X

Strategic
1. Mergers/Acquisitions

2. Culture change

Chapter 6 - Cummings & W


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