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Organization Change Interventions

This document discusses three types of organization development interventions: 1. Organization confrontation meetings bring together the entire organization to identify and prioritize problems and set action plans. 2. Intergroup relations interventions like microcosm groups and resolving intergroup conflict aim to improve relationships between groups in the organization. Microcosm groups are small, representative groups that address larger system issues. 3. Large group interventions involve the whole organization in issues like developing new strategies. Methods include future search conferences, open space meetings, and open systems planning. They assess the environment, vision, and action plans.

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282 views14 pages

Organization Change Interventions

This document discusses three types of organization development interventions: 1. Organization confrontation meetings bring together the entire organization to identify and prioritize problems and set action plans. 2. Intergroup relations interventions like microcosm groups and resolving intergroup conflict aim to improve relationships between groups in the organization. Microcosm groups are small, representative groups that address larger system issues. 3. Large group interventions involve the whole organization in issues like developing new strategies. Methods include future search conferences, open space meetings, and open systems planning. They assess the environment, vision, and action plans.

Uploaded by

Amy BC
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Organization Development and Change

Organization Process Approaches

Thomas G. Cummings
Christopher G. Worley
Learning Objectives

• To understand three types of system-wide, human


process interventions: the organization confrontation
meeting, intergroup relations interventions, and large-
group interventions
• To review and understand the effectiveness of these
interventions in producing change
Organization Confrontation
Meeting

•The confrontation meeting is an intervention


designed to mobilize the resources of the entire
organization to identify problems, set priorities and
action targets and begin working on identified
problems.
Intergroup Relations
Interventions
• The quality of group relationships in an
organization can affect how well the organization
performs
• Two major interventions
– Microcosm Groups
– Resolving Intergroup Conflict
Microcosm Groups
• Small groups that solve problems in the
larger system
• Small group member characteristics must
reflect the issue being addressed (e.g., if
addressing diversity, group must be diverse)
• Primary mechanism for change is
“parallel processes”
Microcosm Group Process
• Identify an issue
• Convene the microcosm group
• Provide group training
• Address the issue in the group
• Dissolve the group
Resolving Intergroup Conflict
• Groups and consultant convene to address issues
• Groups are asked to address three questions
– What qualities/attributes best describe our group?
– What qualities/attributes best describe their group?
– How do we think the other group will describe us?
• Groups exchange and clarify answers
• Groups analyze the discrepancies and work to understand their
contribution to the perceptions
• Groups discuss discrepancies and contributions
• Groups work to develop action plans on key areas
Large Group Interventions
• Focus on issues affecting the whole organization or large segments of it,
such as developing new products or services, responding to
environmental change or introducing new technology

• Various Change Programs


– Future Search Conference (Weisbord)
– Open-Space Meeting (Owen)
– Open System Planning (Beckhard)
Large-Group Meeting
Assumptions
• Organization members’ perceptions play a major role in environmental
relations.
• Organization members must share a common view of the environment to
permit coordinated action toward it.
• Organization members’ perceptions must accurately reflect the condition
of the environment if organizational responses are to be effective.
• Organizations cannot only adapt to their environment but also
proactively create it.
Large-Group Method
Application Stages
• Preparing for the large-group meeting
– Identify a compelling meeting theme
– Select appropriate stakeholders to participate
– Develop relevant tasks to address meeting theme
• Conducting the meeting
– Open Systems Methods
– Open Space Methods
• Following up on the meeting outcomes
Open-Systems Methods
• Map the current environment facing the organization.
• Assess the organization’s responses to the environmental
expectations.
• Identify the core mission of the organization.
• Create a realistic future scenario of environmental expectations and
organization responses.
• Create an ideal future scenario of environmental expectations and
organization responses.
• Compare the present with the ideal future and prepare an action plan for
reducing the discrepancy.
Open-Space Methods
• Set the conditions for self-organizing
– Announce the theme of the session
– Establish norms for the meetings
• The “Law of Two Feet.”
• The “Four Principles.”
– “Whoever comes is the right people.”
– “Whatever happens is the only thing that could have.”
– “Whenever it starts is the right time.”
– “When it is over, it is over.”
• Participants create the agenda
• Coordinate activity through information postings

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