Intervention A sequence of planned activities, actions, and events intended to help an organization improve its performance and effectiveness.
Targets of Interventions Strategic Interventions transforming company
Techno-structural Interventions divide work into departments & coordinate
Human Resources Management Interventions overall organizational performance by improving organizational members performance
Human Process Interventions enhancing organizational members the ways in which they work together
Strategic Intervention An intervention aimed at effecting a suitable fit among a firms strategy, structure, culture, and external environments.
Strategic Interventions
Mergers & Acquisitions Culture Change Creativity & Innovation Creativity & Innovation Creativity The ability to combine ideas in a unique new or modified way. Innovation The process of taking a creative idea and turning it into a useful product, service, or method of operation.
Structural Variables Affecting Innovation Organic structures Positively influence innovation through less work specialization, fewer rules and decentralization. Easy availability of plentiful resources Allow management to purchase innovations, bear the cost of instituting innovations, and absorb failures. Frequent inter-unit communication Helps to break down barriers to innovation by facilitating interaction across departmental lines. Techno-Structural Intervention An intervention technique in which employees collect information on existing formal organizational structures and analyze it for the purpose of redesigning and implementing new organizational structures, technology or procedures. Techno-Structural Interventions Human Resource Management Interventions HRM interventions aim to enhance overall organizational performance by improving the performance of individuals and groups within the organization. Human Resource Management Interventions Goal Setting Performance Appraisal Reward Systems Career Planning & Development Coaching and Counseling Activities Managing Work Force Diversity Human Process Interventions Aimed at enabling employees to develop a better understanding of their own and others behaviors for the purpose of improving that behavior such that the organization benefits. Human Process Interventions Sensitivity Training Team Building Process Consulting Large-group Interventions Skills Training Job Redesign Conflict Resolution Employee Wellness
Sensitivity Training (T-Groups) Purpose is to increase participants insight into their own behavior and that of others by encouraging an open expression of feelings in a trainer- guided group. Team Building An intervention designed to improve the effectiveness of a work group. Process Consulting Process consulting is carefully intervening in a group or team to help it to accomplish its goals. It concentrates on the way the team works, rather than what it is working on. Large Group Interventions Events that bring all of the key members of a group together in one room for an extended period of time.
Skills Training Increasing the job knowledge, skills, and abilities that are necessary to do a job effectively. Job Redesign An intervention method that alters jobs to improve the fit between individual skills and the demands of the job.
Conflict Resolution Five methods for conflict resolution:
Accommodation Surrender one's own needs and wishes to accommodate the other party. Used when the relationship and peace is more important than the issue.
Avoidance Avoid or postpone conflict by ignoring it, changing the subject, etc. Avoidance can be useful as a temporary measure to buy time or a means of dealing with very minor conflicts. Collaboration Work together to find a mutually beneficial solution. Satisfying both sides needs can be seen as the only win-win solution to conflict, collaboration can also be time-intensive and inappropriate when there is not enough trust, respect or communication among participants for collaboration to occur.
Compromise Bring the problem into the open and have the third person present. The aim of conflict resolution is to reach agreement and better alternative to both sides demands.
Competition Assert one's viewpoint at the potential expense of another. People who tend towards a competitive style take a firm stand, and know what they want.
Employee Wellness
Health Promotion Programs
Career Planning Stress reduction education, employee assistance Match individuals career aspirations with organizational opportunities Advice for Structuring Interventions Relevant Problem oriented Clear goals Realistic expectations Experience-based learning Easy-going climate Learn how to learn Total situation should come into play
Results expected from Intervention Feedback Awareness of norms Increased interaction Increased communication Confrontation Education Participation Increased accountability Optimism Evaluation Feedback to organization members about progress and impact of interventions.