ssignment #3: Researching the Annotated Bibliography Assignments 3 and 4 In ORG 499A, you identified a topic, problem, concern, or “something” at your work or community that needed a solution, improve

An Overview of OD Interventions

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An Overview of OD Interventions

Organizational Development (OD) is the systematic effort to improve the organization and its people by facilitating organizational change. Several critical elements must be considered when designing and implementing OD interventions.

First, it is essential to diagnose the organization’s current situation thoroughly. This process involves ascertaining existing issues, appreciating the featured relationships in a team, and collecting information on productivity, information sharing, use, and leadership (French & Bell, 1999). Without this diagnostic phase, the interventionist would find it hard to know where to address and correct the issues detected.

Second, the intervention's applicability is based on the goals, corporate values, and the organizational readiness for change. Selecting the correct type of intervention for either team-based or individual change, team building, executive or managerial coaching, process consultation, or work design restructuring involves, among other things, an understanding of culture. The timing and scope of the intervention must also be considered carefully to avoid overwhelming the organization.

Third, the support and participation of stakeholders are other worthy goals. The principle is that when individuals learn that a change is important, they are guided by their leaders to assess its implications on their work and are committed to its implementation, then the change is likely to occur successfully. This can help reduce resistance and foster commitment among those assigned to work in the implementation process (French & Bell, 1999).

Finally, there must be a plan for ongoing evaluation and feedback. This should be done flexibly because it is advisable that intervention changes together with the organization, and constant feedback will guarantee that the change is positive and long-term.

Reference

French, W. L., & Bell, C. (1999). Organization development: Behavioral science interventions for organization improvement (6th ed.). Pearson College Division.Print: 0-13-242231-X