3. INTRODUCTION
Interventions are actions and events that help a
company perform better and work efficiently.’’ – Rober
Zawacki
Organisational development interventions refer to a
systematic and planned series of actions or activities
designed to improve the overall effectiveness, heath,
and performance of an organisation.
To simplify, an OD intervention is a process that is
actioned in response to a need for change.
4. GOALS OF OD INTERVENTION
OD Intervention
focus on enhancing
an organisation’s
capacity to evaluate
how it is currently
operating and make
adjustments to meet
its objectives.
5. The OD interventions are also lengthy and
complex. Cummings and Worley (2009)
contend that it is impossible to know the
precise number of different types of
interventions. But broadly speaking, there are
four types of OD interventions:
Human Resource Management Interventions
Strategic change interventions
Human process interventions
Techno-structural interventions
6. 1. Human Resource Management
Interventions
Diversity is a prominent cultural and business
issue. Gender, sexual preference, age, race,
disability, and even culture are factors that
enter the business world and affect an
organization’s capabilities to implement its
objectives.
Employee wellness is another area of
intervention.
2. Strategic change interventions
Through mergers, restructurings, and
transformational changes, strategic change
interventions combine two or more
organizations.
7. 3. Human process
interventions
These interventions focus on the dynamics
of group performance and interpersonal
relationships.
4. Techno-structural
interventions
These interventions were developed in
response to the organization systems’
successful implementation of innovations.
To do that, it is necessary to assess which
technologies should be used as well as to
ensure that staff members are qualified to
use them.
8. Difficulties of OD Interventions
Poor Planning
Limited Resources
Poor Management
Investing in systems rather than people
9. CONCLUSION
You must adapt your strategy to your
company’s needs and apply appropriate
OD interventions as a result if you want
to achieve long-lasting change within
your organization. If so, you’re moving in
the correct direction for prolonged
organizational success.
