Activity #1- Bug Drawing
1. Why is there no exact match for a bug that looks like mine?
2. What was your reaction when we said we will be drawing a bug? Did a particular image already come to your mind?
3. What specifically could have been done differently, in order to make all the bug drawings look alike?
4. If questions were allowed to be asked, would it have made a difference?
5. How many of you wanted to ask questions?
Activity #2- Story Telling
1. Was the final story similar to the original story?
2. Were you able to communicate the story clearly and accurately?
3. Do you feel that other individuals’ input are as reliable as the actual source?
4. How often do you think situations like this happen in organizations?
5. Is there a way to ensure that everyone hears the same story?
OD intervention consists of multiple aspects that are implemented in the organization in order to create an environment that is able to address its own issues and create solutions. At the end of an OD intervention, the final step is to debrief the activities and the actual intervention. “Debriefing can serve as an opportunity to reflect on an experience and make it meaningful by identifying what we learned about ourselves and others” (Holden Leadership Center). Debriefing allows for the group to come together as a whole and reflect on the key aspects of the intervention. The debrief sessions also allows the facilitator to wrap up the intervention in a meaningful way. By this, we mean that the facilitator recaps the necessary information that the group needs to take back and implement in the organization. Below are the debriefing questions we will be using for our OD intervention:
1. Are you able to describe this intervention using an adjective?
2. Do you feel that communication is necessary for an organization to be successful? If so, why?
3. What new information did you learn today that will be helpful in the future?
4. What specific part of the intervention did you feel was most valuable?
5. What do you feel are the next steps necessary for this group?
Summary of Research Learning
Resolving organizational conflict is a key aspect for the success of an organization. The need to resolve issues as soon as they arise is a characteristic of a successful organization. Conflict usually occurs when two or more individuals are in disagreement about a particular aspect of the organization. When an organization structures itself as a team, working as one, conflict is bound to occur. Conflict is created from the differences of the individuals. By this, we mean the different backgrounds of each individual clash. “…their differences in terms of power, values and attitudes, and social factors all contribute to the creation of conflict. It is often difficult to expose the sources of conflict…generally falls...