'Od Interventions\r'

'Definition of od interferences: An OD incumbrance tramp be defined as â€Å"the place of structured displaceivities in which selected nerve units get with a task or a succession of tasks where the task goals be think directly or indirectly to organizational mitigatement ” â€Å"A set of erad and plotted executions or events int residualed to help the placement increase its strongness”. In an od hindrance the entire bring of diagnosis, alternative generation and reservation action choices ar jointly conducted and od give overly examine the return of much(prenominal) diagnosis, action picturening and implementation.Criteria for Effective Interventions: In OD threesome major criteria define the effectiveness of an intervention: 1. The extent to Which it (the Intervention) fits the c any for of the organization. 2. The degree to which it is based on causative knowledge of intended turn outcomes 3. The extent to which the OD intervention transf ers change- commission competence to organization members. Characteristics of od intervention: get-go An od intervention depart instruction on the organizational processes apart from the substantive content of an activity.Secondly an od intervention would generally focus on a typeplay team up as the unit of psychoanalysis and change towards effective deportment Thirdly od would normally view change as an on-going process and would rely on a collaborative management of toy culture Types of od interventions : These interventions can be clubbed into twelve groups and they atomic number 18 diagnostic, team- grammatical construction, inter-group activities, survey feed fanny methods, education and study programmes, techno-structural activities, process consultation, the management grid, meditation and negotiation activities, learn and counseling and planning and goal setting activities. ) look Feedback: It recounts to an approach survey through healthful plan assessment or Interviews. It covers the feedback to the customer institution. It has a subscribe and significance in a genuine situation. The placement survey can nurture a offer to measure the process; for instance, confabulation, decision fashioning and leading at different levels. The data produced under this musical ar racement is perceptual and attitudinal.. A review of the product is hustling in a group discussion.Generally feedback of results is circumstantial to the group which prepares the data. As a result strategies are planned to re work on the system of rulesal problems. Consequently, the process of survey feed back takes: collection of data, feedback, bankruptment of action plan and follow-up. Therefore, to manipulate authentic results, the survey should be applicable and dependable. 2) caution Grid : The method urbanized by Robert Blake and Jane S. mouton is a step to move toward. This Grid re takes a rational support of managing nation.Growth of management s kills from beginning to end grid program involves wide range of include and instrumented activities are the ways having investigational and planned conditions. The members are lowly to be pleased close to the advances to integrate peck and their invention. 3) Team Building: Team grammatical construction is an prove to assist the work group to identify, diagnose and solve its have got problems. Actually groups develop their own norms of conduct which pressurize the persons and group behaviour. Organisation is a constitution to interconnect with groups.OD considers that work groups are the teams which are rotate around to introduce changes in the organization. Team building actions are taken to develop a range of groups in an organization like permanent work teams, task forces, military commissions etc. Team building actions focus on finding, task achievement, team relationships and organisational process. The component groups in team building activity are: the foreign advis ors, the group leader and the members of the group. In team building movement, associates meet and talk active troubles connecting to their coursework It obtain aboveboard and courageous business line.In the team building movements, the associate adds the sequence relating to their personal observation of issues, problems and task relationship. 4) sensibility pedagogy: It is known as didactics being carried out by creating an experimental laboratory circumstances where workers will be brought together to do something together in a formless environment. Sensitivity homework helps in take careing people well again, to develop gustation for early(a)wises, to develop specific behavioral skills and to gain effective approach into the group cultivation. It in addition aims at locomote interpersonal confrontation.The main aim of sensitivity cultivation is to split all the methods through the bond of silence and ease the expression of associates to emphasize on the process o f debate to a certain extent than to fulfill the instructions. It is a method which proposes to have brain lavation of persons. This training is accepted by formless groups without all agenda, leader and predetermined goals. The group is addicted freedom to expand their plans, contacts and on going process for fundamental interaction. Sensitivity training gives a technique to enable specific knowledge and growth. ) Four arranging of rules Management : Rensis Likert’s iv System Management has given four stage to represent the organizational values to include the essential collection of trading bearing and people way. According to Likert management philosophy can be classified into four systems they are: i) Exploitative-Autocratic System ii) gentle Autocratic System iii) Consultative Democratic System and iv) Participative Democratic System. This theory explains that three canonic concepts of system has four management which will help making the organization effect ive they are: ) To intention the normal of supportive relationship in the organisation b) To use the group decision making and group methods of lapse in the organisation, and c) To emphasize more than on the eminent performance goals. 6) Management by Objectives (MBO): It is an otherwise grievous tool of O. D and involves the process of educating the concerned persons rough M. B. O, agreement upon clear cut quantifiable objectives, military rank of objectives and feedback for deviation and coercive action. . M. B. O is wide-ranging overall managerial philosophies that focuses upon joint goal setting and combine the individual’s goal to organisational goals.The entire organization will have the feeling of unity as all levels of management of an organization are have-to doe with in goal setting. The programmes relating to M. B. O can be effective if they are properly implemented and unavoidably the support of the top management. 7) Process Consultation: It can be de scribed as the set of activities on the part of the consultant that helps the node to perceive, understand and act upon the process events that take place in the client’s environment. Process consultation concentrates on the analysis of process of activities like communication, leaders etc.It also aims to attempts to develop initial contacts, define relationships, selecting the method of work, collection of data and diagnosis. Process consultation is a method of interact in an on going system and is knowing to change attitudes, values, interpersonal skills, group norms, and cohesiveness and other process variables. 8) Contingency Approach : This approach was given by P. Lawsence and J. Lorseh. It is based on the principle that an organisation is a multifaceted social system. Its behavior must be included into a united elbow grease to enable it to cope with the environment.Theoretically individuals in different departments have different orientations related to the tasks they perform. Genuinely, the organisational units in their regular operations they are differentiated along with their direction. It appears that with the task divergence coordination is not possible. According to contingency approach insularism and combination are possible for total organisation’s effectiveness with the help of integrative devices. To sum of money up, high organisational presentation is well-suited with the existence of both insulation as well as combination which are required as per the stress of heir fast environment. The contingency approach can be utilitarian as an OD intervention in industrial organizations in the form of inter group argument collisions of concerned departmental persons. 9) Role Analysis : In the presentation of their individual occasions persons manifest certain behaviour which may upset team efficiency. At generation it is established that the persons are unambiguous round their own expected behaviour from the view point of o ther members of the team. In these circumstances the role analysis subroutine is used to clarify the role expectations and obligations of the members of a team.The result role requirements and the expected behavioral mechanism of distributively other help the member enjoy an every bit acceptable behaviour in the team work. In this technique, the individual role players analyze the focal role of the individuals. 10) Inter-group Activity : Meager interpersonal relations are not unusual features in organisational performance . infra these circumstances, inter-group motion spotlights to improve the relationships between the groups. It helps in the interaction and communication between the work groups which eventually avoids dysfunctional inimical competitiveness among them.Inter-group team building entails the turn of discrimination and combination. 11) Organisation Mirroring: It monitors the activities of group of members and gets the feedback from the members of several other gro ups about how is it being professed. Organisational mirroring is used when there is complexity with other department in the organisation. A meeting is called and response is sought from other department. During the meeting the place picture emerges which will determine many mistakes affiliated between two groups. 2) Third Party counterinsurgency Making Intervention: This intervention is the foundation of the thoughts to understand the conflicts and their resolutions at the interpersonal level. It helps to confront the method of firmness of purpose the conflicts takes place between two parties who are sensitive of the existence of the conflicts and want to confront the issues. The advisor as a third party must be accomplished in the art of identifies the conflicts and use confrontation as technique. This process focuses on four basic elements of conflicts they are : i) The conflict issues, (ii) The contributory circumstances, (iii) The conflict related behaviour, and (iv) The r esults of the conflict. 13) antic Design/Re purport : It is task -technology committed approach and aims at making changes in the work procedure of the groups of employees. Job design occupies a well planned reorganization of a line of descent. On the self-colored it focuses to develop worker’s motivation, commitment, performance, job enjoyment etc. , through job enrichment, job engineering, job rotation, job enlargement and socio-technical system. 4) Quality Circles: Quality Circles are semi-autonomous work groups with six persons who volunteer to talk about and solve feature related problems during working hours. It has advert on working conditions, employee’s commitment and self development of employees. 15) Counselling : Counselling is the method to go by the help by a manager to his adjuvant to enhance his prospective. It plans at hypothesizing and empathize with the workers. It assists to bring about self consciousness in the worker about his capability. Single or group of interventions may be used to resolve the issues.Od intervention used in BHEL-BLOCK5 PAGE33-34(M) In order to develop & improve the effectiveness of the human picks in the Organisation, a committee called ‘Human Resources Committee’ was first constituted by BHEL in Bhopal in 1976. The committee is the central luggage compartment and plays the central role in implementation of all OD efforts. With the help of external and internal resource persons, a number of programmes/workshops have been Organised for the development of the members of this committee improving their problem solving capabilities and decision making.The range of OD interventions are described below. Job Redesign and Work commitment as an OD intervention In one of the BHEL units (Hardwar) Job design was taken up and as an OD intervention in 1975. This experiment was pursued for around 4 years and very encouraging results were obtained. i) A more satisfying job, due to increased va riety and reserve from boredom and monotony ii) Personal growth for all, by learning additional skills of other trends and acquiring leadership Qualities iii) Reduction in health/safety hazards iv) An standard atmosphere with less tension and jealousy ) An improved team spirit and morale resulting in improved communication and human relationship vi) Increased self adore and pride among the workers. Workshops were conducted and it was found to be very effective and threw up more questions for wider debate and discussions. By exploitation survey method, a list of programmes or subjects or themes is sent to unlike. H. O. Ds who respond by check mark the appropriate ones for their executives. As a result of various diagnostic exercises some critical needs of training and development are identified.The workshops on various themes also give valuable idea of the areas requiring more coerce by way of training and development and specific training and development needs are then iden tified. Based on role analysis a draft system with the following objectives has been circulated by the incorporated Personnel for the comments of Personnel/Training (HRD)/Divisional Heads. . assist the executives to bewilder more effective in their present and future jobs. . Enabling the executives to perform at optimal level by determining and meeting their growth needs. . Helping the executives to visualise their roles more clearly. Preventing the obsolescence of their technical and managerial skills. . Optimising the utilization of training resources by providing appropriate inputs. . Facilitating the design of need based programmes and identify the training and development needs. . Preparing data bank of capabilities required for various positions. . Facilitating job rotation, career and succession planning. Once implemented, it will interpret a valuable data base for planning, training and development activities and identifying appropriate candidates for programmes. cogni tive process Appraisal and Potenfial AppraisalIn BHEL it has remained so far that the role of superior was limited to justice or judge and the role of the appraisee was passive. Now the superiors role is being conceived as helper and counseller and the appraisee is encouraged to become more involved and committed in achieving the objectives. Performance feedback and Counselling The need and importance of performance feedback and counseling has been realized. Attempts are being made to cover maximal number of executives in various programme/workshops on performance feedback and counselling to enable them to practice it as an important tool for Human Resource Development.The supervisors also will be covered in such efforts. Career Planning and Development Time-cum-merit based furtherance was practiced which is able to satisfy the individuals and organizational needs to a great extent. The employees are encouraged and helped to plan a career path. They are liberally sponsored to hi gh educational programmes in IIMS/IITs. Posted bySatish Raj Pathakat9:19 PM Labels:OD intervention Od intervention at NTPC\r\n'