Od Interventions Essay

1259 Words Aug 5th, 2011 6 Pages
To effectively adapt and thrive in today’s business world, organizations need to implement effective OD interventions aimed at improving performance at organizational, group and individual levels. OD interventions involve respect for people, a climate of trust and support, shared power, open confrontation of issues, and the active participation of stakeholders. OD interventions are broader in scope, usually affecting the whole organization (socio-technical systems). OD interventions are sponsored by the CEO and supported and “owned” by staff at the different levels of the organization.

OD professionals must have a solid understanding of the different OD interventions to choose the most appropriate, or “mix and match” them
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According to Cummings and Worley (2001) technostructural approaches focus on improving an organization’s technology (for example, task methods and job design) and structure (for example division of labor and hierarchy)” (p. 104). Kormanik (2005) includes as technostructural interventions the following: organizational structure, organization systems, business process redesign, space and physical settings, socio-technical systems, change management, job design / enrichment, competency-based management, knowledge management and organizational learning.

Management and Leadership Development Interventions
These types of OD interventions aim to improve organizational performance by increasing effectiveness of formal and informal leaders. Their use is wide spread, and almost all organizations have programs in place to identify, measure, and improve the quality of their leaders. Kormanik (2005) includes the following examples: executive and professional development, mentoring, coaching, action learning, action science, MBO, succession planning, 360 degree feedback, participative management, technical / skills training. A research study conducted by the Corporate Leadership Council (2001) revealed that organizations are focusing on the following five actions to increase their leadership bench strenght: 1) redefining the leadership profiles to better respond to current business needs, 2) targeting future leadership

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