Meaning of I nterventio ns´ set of sequenced planned actions or events     The´ The set of sequenced planned actions or ...
CONT... & consultants participate during the   clientclient & consultants participate during thecourse of an organizatio...
CRITERIA FOR EFFECTIVE INTERVENTIONThe interventions purposely disrupts the statusThe interventions purposely disrupts the...
CONT...2.The degree to which it is based on causal2.The degree to which it is based on causalknowledge of intended outcome...
CONTINGENCIES RELATED TO THECHANGE SITUATIONCHANGE SITUATION1.READINESS FOR CHANGE1.READINESS FOR CHANGE Sensitivity to ...
CONT...2.CAPABILITY TO CHANGEManaging planned changes requiresKnowledge & SkillsAbility to motivate change lead change ...
CONT...3.CULTURAL CONTEXTThe national culture can exert a powerfulinfluence onmembers reaction to change.Account for the...
CONTINGENCIES RELATED TO THE TARGETOF CHANGEOF CHANGE ORGANIZATIONAL ISSUESORGANIZATIONAL ISSUESStrategic issuesStrate...
Organizations‡Employee InvolvementWork DesignTECHNOLOGY/STRUCTURE ISSUES‡How to divide labour‡How to coordinateDepartments...
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Ppt on intervention

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Ppt on intervention

  1. 1. Meaning of I nterventio ns´ set of sequenced planned actions or events The´ The set of sequenced planned actions or eventsintended to help an organization improve itsintended to help an organization improve itsperformance and effectivenessµperformance and effectivenessµ Intervention design are derived from careful diagnosisIntervention design are derived from careful diagnosisand meant to resolve specific problems.and meant to resolve specific problems. Interventions vary from standardized programs ODOD Interventions vary from standardized programsthat have been developed and used in manythat have been developed and used in manyorganizations to relatively unique programs tailored to aorganizations to relatively unique programs tailored to aspecific organization or department.specific organization or department.
  2. 2. CONT... & consultants participate during the clientclient & consultants participate during thecourse of an organization developmentprogramcourse of an organization developmentprogram Attempt to improve the ´ fit µ between theAttempt to improve the ´ fit µ between theindividual & organization between theindividual & organization between theorganization & its environment.organization & its environment. Emphasis more oncollaboration, confrontationEmphasis more on collaboration, confrontation& participation& participation
  3. 3. CRITERIA FOR EFFECTIVE INTERVENTIONThe interventions purposely disrupts the statusThe interventions purposely disrupts the statusquo,they are deliberate attempts to change anquo,they are deliberate attempts to change anorganization.organization.1. The extent to which it fits the needs of the1. The extent to which it fits the needs of theorganization.organization. information ValidValid information & informed choice FreeFree & informed choice Internal commitmentInternal commitment
  4. 4. CONT...2.The degree to which it is based on causal2.The degree to which it is based on causalknowledge of intended outcomeknowledge of intended outcome knowledge ValidValid knowledge3.The extent to which it enhances the3.The extent to which it enhances theorganization·s capacity to manage change.organization·s capacity to manage change. Competence in change managementCompetence in change managemen
  5. 5. CONTINGENCIES RELATED TO THECHANGE SITUATIONCHANGE SITUATION1.READINESS FOR CHANGE1.READINESS FOR CHANGE Sensitivity to pressures being ready for planned change.Sensitivity to pressures being ready for planned change. Dissatisfaction with the status quo.Dissatisfaction with the status quo. Availability of resources to support changes.Availability of resources to support changes. Commitment of significant management time.Commitment of significant management time.When the above mentioned conditions are present then theWhen the above mentioned conditions are present then theInterventions can be designedInterventions can be designed´´When readiness for change is low then interventions need toWhen readiness for change is low then interventions need tofocus on increasing the organization·s willingness to changeµfocus on increasing the organization·s willingness to changeµ
  6. 6. CONT...2.CAPABILITY TO CHANGEManaging planned changes requiresKnowledge & SkillsAbility to motivate change lead change To develop political support To manage the transition To sustain momentum To´ If organization members do not have these capabilities,then a Preliminary training interventions are required
  7. 7. CONT...3.CULTURAL CONTEXTThe national culture can exert a powerfulinfluence onmembers reaction to change.Account for the cultural values andassumptions.´´Interventions can be modified to fit differentcultural contextsµ4.CAPABILITIES OF THE CHANGE AGENTFull disclosure of the applicability of theirknowledge&expertises´ ´Practitioners are expected to intervenewithin their capabilities or to recommendsomeone more suited to the clients needs.µ
  8. 8. CONTINGENCIES RELATED TO THE TARGETOF CHANGEOF CHANGE ORGANIZATIONAL ISSUESORGANIZATIONAL ISSUESStrategic issuesStrategic issuesTechnology and structure issuesTechnology and structure issuesHuman resource issuesHuman resource issuesHuman process issuesHuman process issues
  9. 9. Organizations‡Employee InvolvementWork DesignTECHNOLOGY/STRUCTURE ISSUES‡How to divide labour‡How to coordinateDepartments‡How to produceProducts or services‡How to design workHUMAN RESOURCESISSUES‡How to attract competent people‡How to set goals & reward people‡How to plan & develop people¶scareersHUMAN RESOURCESMANAGEMENTINTRVENTIONS‡PerformanceManagement‡Developing &

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