Individual, Interpersonal, and

Group Process Approaches

ARTI NASTA
ARVINDKUMAR SINGH
GARIMA KAPOOR
ANISH DODHIA
DIMPLE SHAH
NITIN JOSHI
PRIYANKA AGARWAL
PRASAD INAMDAR

 Represent attempts to improve individual

performance and peoples working

relationships with one another.
Earliest interventions devised in OD
Most Popular

A set of activities on the part of the

consultant that helps individuals and group

members understand, diagnose, and
improve their behaviors.

Interventions are aimed at helping

individuals develop skills, and members of

groups assess their interactions and devise
more effective ways of working.

 The presence of other people can have

significant effects on our behavior

Under certain conditions people obey the orders
of an authority figure to the extent of harming
innocent others.
social support and close interpersonal
relationships benefit our health and happiness.
Membership of groups can have both positive
and negative consequences on the peoples
behavior and judgement,depending on the
context

 INDIVIDUAL APPROACHES
COACHING
TRAINING & DEVELOPMENT
INTERPERSONAL AND GROUP APPROACHES
PROCESS CONSULTATION
TEAM BUILDING
THIRD PARTY INTERVENTIONS

 Focuses on skills and capabilities of any

organization member
Tries to improve the ability of an individual to
set and clarify goals and meet them, also
improve interpersonal relations, handle
conflict and address leadership style.
Done to improve performance
Personal intervention and Involves a one-onone relation.
Is a skill

Assist in execution of a transition e.g.

downsizing.
Address a performance problem
Develop new behavioral skills with
leadership development.
Is future oriented and action-oriented.
Helps clients to understand that how their
behaviors are contributing to the current
situation.

 Establish the principles of the relationship i.e.

the goals, the resources and the compensation

Conduct an assessment i.e. Personal or
systemic
Personal: e.g. Myers- Briggs type indicator, or
FIRO-B or DISC Profile or MMPI
Systemic : e.g. 360 degree feedback process
where the team of the client ,peers and some
others are involved in the process
Coach and client debrief the results : Reviewing
on the data and coming to a diagnosis. Purpose:
to get the client move to action.

 Develop an action plan i.e. actions that will lead to

goal achievement, and learning opportunities that

build knowledge and skill. Also it should include the
methods & milestones to monitor progress and
evaluate how effective the coaching is.
Implement the action plan: i.e. after the one-onone interaction, the coach must encourage the
client to act on his intentions. Skill is required.
Assess the results: Assess and then evaluate the
actions and then revise goals or terminate the
process.

 Improves personal productivity

Improves quality
Improves working relationships
Leads to job satisfaction.
Builds capacity in people to lead more

effectively.
Increases leadership skill and effectiveness.

 Oldest Strategy for Organizational Changes

Provide New and Existing Members with Skill

and Knowledge to Perform work

Various Methods of Training targeted are Simulations ,

Action Learning, Computer-Based and Case studies

Largest Practice Area with Growing Importance

Represents an Important Organization Investment Accounting

for about 2% of a companys payroll

Considered as either the most Important or one of the top

five

Factor in Achieving Competitive Advantage

Training is Typically used when the Goal is the

Development of the Workforce, while the terms
Management or Leadership Development is applied when
Goal is Organizations Management or Development

For Training to be considered an OD Intervention, it must

Focus on Changing the Skills and Knowledge of a group of

Organizations Members to Improve their Effectiveness or to
Build the capabilities of an Organization Systems.

Performs a Needs Assessment

Develop the Objectives and Design of the Training

Deliver the Training

Evaluate the Training

 Despite the Prevalence of Training and Development

interventions in the Workplace, Most of the Evaluation

Research Consists of only Reactions , the Weakest
Measure of Effectiveness. Reaction Data tends to
Correlate only Weakly with other Measures of Training
Effectiveness. Several more Rigorous Assessment,
however, Provide Evidence about Training Effects.

The creation of a relationship that

permits the client to perceive,
understand, and act on the process
events that occur in his internal and
external environment in order to
improve the situation as defined by
the client
Not like a doctor-patient model.

Used to assess and improve human processes

like communication,
decision making,
interpersonal relations etc.

An approach that helps people and groups help

themselves

Always try to be
helpful.

Access your ignorance

Always stay in touch with the

current reality
Go with the flow
Timing is crucial

Everything you do is an intervention

Everything is information,
errors will always occur &
are the prime source for learning

Be constructively opportunistic
with confrontive interventions

When in doubt,
share the problem

The client owns

the problem &
the solution

Communications:
The nature and style
of communication.

The functional roles of group members:

1. The group should encourage 1 another
2. Harmonize and compromise
3. Set standards and observe.
Most groups perform little group maintenance: Thus the process consultant comes into picture.

Group problem solving and decision making

The process consultant must help the group understand
A.How it makes decisions
B.Consequences of each decision process
C.Help diagnose which type of decision process will be
most effective in a given situation

Group Norms: The process consultant can

help the group to understand and articulate

its own norms and determine whether the
norms are helpful or not. Once he has
guided them ,they can now understand
which are helpful and then grow
realistically,make optimum use of its
resources and learn from their own
experiences.
Use of leadership and authority: He needs
to understand the processes of leadership
and how different styles of leadership can
help or hinder the functioning of a group

Individual Interventions
Aimed at helping people
better communicate with
others
Johari Window

Group Interventions
Aimed at the process,
content or structure
of the group

Unknown to Others

Known to Others

Hidden
Spot

Open
Window

Known to
Self

Unknown
Window

Blind
Spot

Unknown
to Self

Widely practiced over 40 years & a modest amount of research addresses its effect on
improving the ability of groups to accomplish work

The findings of this study suggest that process

consultation can
1. Alter the staff's perceptions of the
characteristics of the work setting
2. Reverse negative attitudes (alienation)
3. Create a more positive and supportive
working environment (improved
working relationship).

Activities that focus on interpersonal

conflicts within the organization

Interventions help involved parties

interact with each other directly,

facilitating diagnosis of the conflict and
its resolution

Can arise due to differences in personality, or

task orientation or goal interdependence,

perceptions among group members and
competition for scarce resources.
Can arise due to issues like work
methods,pay rates and also interpersonal
issues like misconceptions and personalities.

Conflict enhances motivation and innovation

Leads to greater understanding of views and

ideas.
CONS of Conflict:
Prevents people from working together
constructively
Destroys task interactions among group
members

 Used when conflict disrupts task interactions

and work relationships in between members

12-30

Behavior

Triggering
Event

Issues

Triggering
Event

Consequences

Episode 1

Issues

Behavior

Consequences
Episode 2

Re- establish communication between two parties

Refocus on sustantative issue
Repair stained relationship
Salvage sunk cost of stalled negotiations
Increase level of negotiator satisfaction
12-32

Prevent the conflict through mandate or

separation of the parties

Set limits on the timing and extent of the
conflict
Help the parties to cope differently with the
conflict
Attempt to eliminate or resolve the basic
issues in the conflict

Mediation
Arbitration
Third Control
Forth Control

A Broad range of planned activities

That help groups improve the

way they accomplish tasks
That help members
enhance their interpersonal
& Problem-solving skills
Help members develop a Highlevel of motivation to implement
group decisions
It also helps groups over-come specific problems
Apathy & General Lack of member Interest
Increasing Complaints within the Group
Low Participation in Meetings
Lack of Innovation & Initiation
Effectiveness of Services & Products

Loss of Productivity
Confusion about Assignments
Hostility/Conflicts among Members
Increasing Complaints from those outside the Group
about Quality

TEAM:Group of Interdependent people sharing

Common Purpose
Common Work Methods &
Hold each other accountable

Variables in Teams:Important variable in teams is location

When team members
When Members are Geographically Dispersed
are in close Proximity:
& their interaction is mediated by Information
Traditional Team Exists
technology: Virtual Team Exists

The Nature of Interdependencies varies creating Various 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

Activities Related to One or More Individuals

Activities Oriented to the Groups Operations

and Behaviors
Activities Affecting the Groups Relationship
with the Rest of the Organization
12-38

Determine the Intervention Target

One or more individuals
A groups operation and behavior
A groups relationships with the rest of the
organization
Determine the Intervention Orientation
Diagnostic
Developmental

Group Operation and Behavior

An inward look by the team at its own

performance, behavior and culture for the

purpose of improving effectiveness

Group Relationships with the Organization

Understand the groups role within the

organization including interaction, support, and

collaboration

Managers Role

TEAM INTERVENTION
Intervention Introduction
Techniques of Team Building Interventions

Team Interventions
These are Sets of Structured Activities
In which selected organizational units
Engage in tasks or sequence of task
With GOALS of

ORGANISATIONAL IMPROVEMENT
+
INDIVIDUAL DEVELOPMENT

Techniques of team building

ROLE ANALYSIS TECHNIQUE

Designed to clarify the role expectations and obligations

of team members to improve team effectiveness.
Developed by Ishwar Dayal and John Thomas for top
managements in New Organizations, in India.
Steps Involved
First Step Analysis of Focal Role initiated by focal role
individual.((its place in organization, its rationale, contribution
in achieving organizational goals etc.))-All these listed on
chalkboard and discussed.

RAT further.
Second Step: This Examines the Focal Role
Bearers Expectations of others. What effects his/her
own role performance & these are discussed,
modified, added to & agreed upon by the group and
focal role person.
Third Step: The member of the group describe what
they want from & expect from the Focal role
individual.

IMPORTANCE OF TEAM
BUILDING
Improving communication.

Making work place more enjoyable.

Improving team productivity.
Develop team leadership skills.

12-46

ADVANTAGES OF TEAM BUILDING

Range of options.
Division of work.
Motivation.
Help in decision making.
Efficiency.

DIS-ADVANTAGES OF TEAM BUILDING

Difficult to assess the individual performance.

Free riding.
co- ordination cost.
Opposing views could cause arguments.

 Put forward in cooperation with team members , a

vision of what the team is to do.

Participating in defining the composition of team.
Help developing a set of principle that will contribute

to success.
Be fair, supportive, and can make final judgment as

needed.

Positive results across a range of variables.

Increase team motivation and trust.
Provide opportunities for collaboration.
Inspired a shared vision and purpose.