(A presentation on various OD Interventions for Change Management)

Presented By:-
Amlan Mishra
Himanshi Thapa
Mohini Ahuja
Anjali Nigam
Mopi Binny
Ankita Thakur
Divya Bharti
Sunidhi Bharadwaj
 Survey Feedback as an Organizational Development Tool

The study of Survey Feedback played an important role in formation and history
of Organizational Development (OD). Developed as an organization wide
intervention by Mann and his associates (1957-1965)
Survey Feedback is a process in which organizational members complete questionnaires
on various organizational issues, receive feedback on the results, then take appropriate
actions to address the critical needs and concerns.

Survey feedback provides a base for many managerial actions which has been confirmed by
various research studies. In particular, survey feedback contributes in the following
manner:

1)It is cost-effective means of implementing a comprehensive OD programme making it a highly

desirable technique.

2)It generates great amount of information efficiently and quickly which can be used in solving
problems faced by the organization and its members.

3)Decision-making and problem-solving abilities of organization can be improved tremendously

because this approach applies the competence and knowledge throughout the organization and the
problems faced by it.
 Process Consultation

In process consultation, the consultant observes individuals and

groups in action – helping them learn to diagnose and solve their
own problems

The purpose of process consultation is for an outside consultant to assist a manager,

“to perceive, understand, and act upon process events” that might include work flow,
informal relationships among unit members, and formal communication channels.

– The consultant works with the client in jointly diagnosing what processes need
improvement.

– By having the client actively participate in both the diagnosis and the development
of alternatives, there will be greater understanding of the process and the remedy
and less resistance to the action plan chosen.
 Process Consultation: How is it Done?

• Consultant observes the communication processes between individuals and

workgroups.

• Interventions used such as listening, probing, questioning, clarifying, reflecting,

synthesizing.
 Organisational Mirror

•The ‘Organisational Mirror’ uses action research methods including on-line surveys, 1:1
interviews and focus groups to elicit real data from a cross section of staff in the workplace.
The data collection process is managed with strict confidentiality and can be targeted to
focus upon specific areas of your organisation’s performance or health.

•The data is then analysed and becomes the actual examples presented quantitatively,
qualitatively and/or in the third person to participants in a customised workshop process.
Real staff thus work with real issues towards real solutions and strategies via learning
models including presentation, facilitation & training.

•Resultant strategies, changes, interventions are then implemented on a monitored trial basis
before being reviewed and refined
 Self Managed Teams as OD Intervention

• A self-managing team is a group of employees working

together who are accountable for all or most aspects of
their task.
• The goals are defined outside the team.

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 ADVANTAGES
•Improved productivity
•Job satisfaction
•Greater freedom for team innovation
•More effective use of individual team members’ skills

DISADVANTAGES
•More meetings
•Longer decision-making process
•Infrastructure and support is needed by teams to
accomplish their work
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