Interventions and Organizations
When it comes to changing an organization it begins for every department and every situation of the business. However, according to our text book Cummings (2013) Ninth Edition, a planned change is directed by the leader and has everything to do with the members, (teamwork). The entire corporation has to be planned and very ready for change. This involves the very structure of the company. This will take many different task and the co-operations of all employed or involved. In order for the process to be successfully developed organizations need to address certain issues to operate effectively.
We need to follow the four interrelated issues that are the key targets of the Organizational Development interventions. Now this assignment is too compare and contrast these four interventions, the first intervention is the Human Process Interventions: According to the text it is the human process interventions which are aimed at assisting the members of the organization to enhance their productivity as well as improve the way they work together at individual and group levels, (Cummings, T. G. 2013). My input is very similar; I believe the human aspects are “Teamwork”.
People will be working together for the greater good of each other and the needs of the organization. This helps to change or realign conflicting problems that may occur within the organization that needs to change the way it runs. The first interventions are the Strategies issues: These types of interventions are designed to change various characteristics of organization settings. This is where the organizations will decide what type of markets they are competing with. When using this step it can be the most critical. In strategic issues you have to be aware of the methods of the environment.
In other words you have to develop who you competitions are and how to keep up with the environment. Some of the types of interventions are applied mostly in cultural change and strategic planning et cetera, (Cummings, T. G. 2013, p. 154). The second intervention is the Techno-structural issues: This involves breaking the works into various departments using strategic directions, changing program focuses on technology and structure of organizations. In other word, the aims of techno-structural interventions are to improve the overall performance of the organization by changing the procedures, technology, operations, structures and roles.
This may also involve downsizing. These involve the design and employee involvements, (Cummings, T. G. 2013, p. 155). The third intervention is the Human Resource Management issues: These issues are concerned with attracting competent people to the organization, setting goals for them, appraising and rewarding their performance and ensuring that they develop their careers and manage stress. This change relates to individual, interpersonal relations, and group dynamics.
In other words, the aims of human resource management interventions are to improve the organizational performance by improving the performance of individuals and groups within the organization. The purpose is to set objectives or goals, monitor people by collecting feedback to ensure effective implementation, (Cummings, T. G. 2013, p. 155). The fourth is Human Resources Management: These interventions are change programs that relates to individuals, interpersonal relationships, and group dynamics. They attempt to improve individual or group performance as well as people’s working relationships with one another in organizational settings.
In other words, the aims of human resource management interventions are to improve the organizational performance by improving the performance of individuals and groups within the organization. The purpose is to set objectives or goals, monitor them for feedback to ensure effective implementation. These types of interventions are designed to change various characteristics of employees, technologies, products among others by focusing on the organization’s interaction with the external environment, (Cummings, T. G. 2013, p. 421). Basically, the entire process takes an entire team of individuals support.
This task takes a chain of planned actions from top leadership with full support of its employees to accomplish. Thus, interventions are designed for organization development and effectiveness. When comparing the four steps I believe that all four all great, but when it comes to my opinion of the OD intervention the techno structural would be my favorite step, because it involves breaking down the organization into parts and it involves the help of the all the employees. As oppose to the first step the Strategic issues I really like this step too because it involves some detective work on observing your environment.
This involves knowing what your competitors are doing, their hours of operation, they discounts and so much more. However when it comes to both of the human issues it involves people our favorite species. This issue involves everyone being a part of the same program and all on one accord. My motto is, “People using people”. The success of any intervention for organization development therefore depends on the capability (skills and knowledge) of the leadership and support of the employees participating in the process. Motivating and making all involved truly happy, doing their jobs.