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Individual and Group process

Interventions
Presented By:-
Garima Bhalla
Ritu Sharma
• Aims at improving individual performance & people’s working
relationships.

• Coaching
• Training and Development
• Process Consultation
• Third Party Interventions
• Team Building
COACHING
• Working with organization members on regular
basis to help them clarify goals, deal with blocks,
improve performance.
• One-on-one relationship
• Leadership skills and effectiveness
• Focused on using the principles of applied
behavioral science.
• THE RESULTS- 5.7 times
What are the Goals?
• Assisting an executive to effectively execute
• Coaching Vs. Therapy
• Future and action oriented
• Helps client understand the contribution of
behaviors to current situation.
• Limitations – working far from practical
application.
Application Stages
Training and Development

• New or existing members with skills and


knowledge to perform work
• Classroom methods, simulation, action learning,
computer based, on-line training methods and
case studies
• Goal is development of the workforce
• Training as an OD intervention- Changing skills
and knowledge of the group
Application Stage
PROCESS CONSULTATION
• The creation of a relationship that permits the client to
perceive, understand, and act on the process events that
occur in [his or her] internal and external environment in
order to improve the situation as defined by the client
• Assess and improve human processes e.g communication,
interpersonal relations, decision making, task
performance.
• Help own their problems, gain the skills and expertise to
diagnose them and solve themselves
• Helping people and groups help themselves.
Schein 10 principles
Group process
• PC deals with interpersonal and group processes
• Describes how members interact with each other
• Group process includes:-
4. Communications
5. The functional roles of group members
6. Group problem solving and decision making
7. Group norms
8. The use of leadership and authority
Basic process interventions
Individual Interventions
• Help people to be more effective in their
communication with others e.g Feedback
• Encourage people to be more open and disclose
their views, opinions, concerns and emotions
• Model developed by luft “Johari Window”
ü Reducing the size of hidden window
ü Further consultation can help reduce the size of blind window
ü Helps improve the comunication process
Group Interventions
• Aims at the process, content or structure of the group
• Intervention includes comments, questions, or
observations about relationships between and among
group members
• Schein- basic purpose of the PC is to help the group share
in its own diagnosis and do a better in learning to
diagnose its own processes

• Pc results are unlcear esp when the finding relate to task


performance
Third-Party Interventions
• Third-party intervention focuses on conflicts
arising
• • Conflict is inherent in groups and organizations
and can arise from a variety of sources
• • To emphasize that conflict is neither good nor
bad per se is important
• • It can enhance motivation and innovation and
lead to greater understanding of ideas and views
Categorization of Conflicts:
Substantive Issues Interpersonal Issues
• Involves resolving labor- • Interventions help the parties
management issues through interact, facilitating the
arbitration and mediation diagnosis of the conflict and its
• Require expertise in law resolution.
• Not considered a part of OD. • Ability to resolve such conflict is
a part of OD.
Strategies for Conflict Resolution:
Team Building
• Team building refers to a broad range of
planned activities

• Helps groups to improve the way they


accomplish tasks

• Helps group members to enhance their


interpersonal and problem-solving skills
Team Building Activities (Level)
Team Building Activities (Orientation)
Diagnostic Development
• Instruments, interviews and • Coaching
feedback to understand style 360-degree feedback
and motivations of group Third-party intervention
members. • Role clarification
• Surveys, interviews and team Mission development
meetings to understand the
Decision-making processes
group’s processes and
procedures. Normative change
• Surveys and interviews to • Strategic planning
understand how the group Stakeholder analysis
relates to its organization
context.
Types of Teams

• Groups reporting to the same manager


• Groups involving people with common goals
• Temporary groups formed to accomplish a
specific, one-time task
• Groups consisting of people whose work roles are
interdependent
• Groups with no formal links but whose collective
purpose requires coordination
Reasons for Team Building
• Patterns of communication and interaction are
inadequate

• Group leaders desire an integrated team

• Team will behave differently

• Benefits outweigh the costs

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