Organizational Development Interventions

Organizations face various challenges in relation to performance, knowledge, talent management, technology, skill etc.

Organization Development (OD) interventions help in addressing such issues to make sure a company is able to meet goals and objectives (Smither, Houston, & McIntire, 2016). OD interventions refer to a structural program that enables a firm to solve any existing organizational problem. These activities are structured to enhance the functioning of a company along with enabling a leader or manager for the better management of team building or organizational culture. Organization Development interventions can be divided into various types, such as Diagnostic Activity, Team Building, Intergroup relationship, sensitivity training etc. (Cady & Kim, 2017). The report will address performance issue of own organization that will be addressed through Diagnostic Activity of

OD intervention. The company has been facing such issues due to not taking initiatives to implement much-needed change. Setting realistic and achievable goals are also important to develop which the company is currently lacking. The report will discuss the concept of OD interventions and the challenges companies face to develop its performance. With the help of Lewin’s Change Theory and Lock’s Goal-Setting Theory, the report will discuss the key reasons that lead to barriers in performance management and the reason for adapting intervention of diagnostic Activity. Based on the analysis and discussion, recommendations will be given to the company to mitigate such issues.  

Concept of Organizational Development Interventions

In accordance with Sessa & London (2015), Organizational Development Interventions are of three types such as Individual, Group and Organization. The author adds that a company should be able to identify what type of intervention is needed and start planning to implement that. On the contrary, Hammer (2015), says enterprises can only plan activities to eradicate any issue after appropriate interventions are identified. Individual and Group interventions are pertaining to an individual and a group respectively. Whereas, Organization Intervention relies on Strategy and policy. Waddell, et al (2019) says that the process of intervention requires five steps such as entering and contracting, Diagnosis, Designing Intervention, leading and managing change and lastly evaluating and institutionalizing interventions. In the first step, an organization takes into account that an OD intervention is needed to address a specific issue. Secondly, a firm establishes a particular intervention after establishing the root causes of the issue. In the third step, a company designs the approach to sort the issue out as well as bring value to growth. The author adds that management implements the designed intervention to manage change and bring success. In the last step, managers and leaders evaluate the course of actions to see if the process is going right or it needs a redesign. The process of Interventions can be divided into four buckets, such as human process, Strategic, human resource management, technostructural. In accordance with Rothwell (2015), job analysis and activities of team building are under Human process group. On the contrary, strategic bucket refers to the activities based on organizational strategies and policies. Career Development, reward and recognition and appraisal are the activities under the group of Human Resources.