ORGANIZATION DEVELOPEMENT INTERVENTIONS
In many upcoming companies, there is a raise in demand organizational development intervention with relevant knowledge to practice. Planned actions and process of events that are intended to increase that effectiveness of an organization. When interventions are introduced in an organization, they to some extent interfere with the status quo. When one is performing training on organization development interventions, it is important to consider various factors. Whether the intervention that has been selected in relevant to the organization. The presenter also needs to find out whether the knowledge on the intervention is credible. The presenter therefore engages himself in an applied research on real life situation. It is important to define what organization development mean. This is any practice that improves an organization and its process of problem solving (Western, 2010).
In the presentation the presenter will need a projector and a pointing pen. He will also need a computer to make his presentation effective. He should be audible enough for effective communication. Understanding the interest of the organization and the interest of the audience will also be very significant. The strategy that has been selected and planed should bring about change in an organization. The approach to change should be collaborative. The interventions should to a great extent enhance and improve performance. The entire organization development should rely on values that to some extent humanistic about the organization and people. A system approach should also be presented by organization development.
Among the most effective interventions include readiness to change, cultural context, goal setting, capability of change agent, human process and human resource, strategic issues and structure and technology issue.
Criteria goals applications
In this intervention objective criteria should be established by the management for the output of goal setting process of the organization. People should then be held accountable for setting goals and producing results that are desirable.
Inter-unit task force establishment
The units may cross the two parts of the organization that are functional and the level of the employees. One person is held accountable of each unit. Such people should be motivated by rewards after effectively completing their assignment.
Team building- this involves restructuring and organization, changing leaders in teams that are already existing, and new member joining groups that exists or forming new groups. The organization development intervention includes basically forming new groups; where people are know what they expect from each other, having values that are common in a team, and formulating roles and vision for the team.
The leaders of the team should be able to identify new opportunities for their group and come...