OD Interventions

What is OD Intervention?

• a set of sequenced, planned actions or events intended to help an organization to increase its effectiveness. 
• purposely disrupt the status quo; they are deliberate attempts to change an organization or sub-unit toward a different and more effective state.

Criteria for Effective Interventions

1. The Extent to Which it (the Intervention) fits the needs of the organization
2. The degree to which it is based on causal knowledge of intended outcomes
3. The extent to which the OD intervention transfers change-management  competence to organization members.

Factors That Impact the Success of OD Interventions ...

Factors relating to Change Situation: 

1. Readiness for Change 
2. Capability to Change 
3. Cultural Context 
4. Capabilities of the Change Agent (OD Consultant)

Factors Related to the Target of Change

A. Organizational Issues

1. Strategic Issues
2. Technology and Structure Issues
3. Human Resource Issues
4. Human Process Issues

B. Organizational Levels

OD interventions are aimed at different levels of the organization: individual, group, organization and trans-organization (for example different offices of the organization around the globe; or between organization and its suppliers, customers, etc.)

OD interventions has four sets of attributes to the organization setting;

1. A set of values
2. A set of assumptions
3. A set of goals
4. A set of structured activities.

OD Interventions are classified on the basis of:

1. The objectives of interventions
2. The targets of the interventions.

Major Categories of OD Interventions

• Diagnostic activities
• Team-building activities
• Inter group teams
• Survey feedback activities
• Education and training activities
• Techno structural and structural activities
• Process consultant activities
• Grid organization development activities