Organization Development Interventions

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What is organizational development? Beckhard (1996) defined organizational development as an effort planned, organization wide, and managed from the top, to increase organizational effectiveness and health through planned interventions in the organization’s “process,” using behavior-science (Anderson, 2012, p.2). Nowadays in the business field, in order for an organization to be successful, they must be flexible. They must implement effective organizational development (OD) interventions which are “intended to make an organization and its constituent parts self-conscious with respect to how results are accomplished and how individuals and groups relate to each other” (Leach, 1978, p. 34). “ OD interventions involve respect for people, a climate of trust and support, shared power, open confrontation of issues, and the active participation of stakeholders” (Justo, 2009, ¶ 1). This research paper identifies the different interventions; define one intervention, why interventions fail, and planning interventions for success.

There are different levels an organization may be trying to improve such as individual, group, organization, or trans-organization. “According to Robbins (1994), OD integrates a collection of planned change interventions that relies on humanistic and democratic values, aimed at improving organizational effectiveness, and employees’ well-being” (Justo, 2009, ¶ 3). Four major interventions that are being used today are strategic, technostructural, management and leadership development, and team development and group process interventions.

Strategic Intervention

Strategic Intervention focuses on the organization and its interaction with its external environment, and is often involving changes to many areas...

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