Essay:

1. What is organization confrontation meeting? Discuss its importance in the organization.

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. The significance of confrontation meeting in the organization it helps to
determine the organization problem by survey feedback and it’s a classic approach for
mobilizing organizational problem solving, especially in times of low performance. In addition
to facing an issue in the workplace, positive confrontation has many benefits to team culture
including increasing trust, collaboration, innovation, and quality of work products. Confrontation
meeting becomes productive confrontation when we speak truth expressing our deepest needs
and beliefs while respecting the deepest beliefs and needs of others. That brings that learning into
a real time development opportunity for organization.

2. Why is it that an OD practitioners should know how to diagnose and understand inter
group relations?
The OD practitioners should know how to diagnose and understand the inter group relation
because it helps groups often must work with and through other groups to accomplish their goals,
understanding how the organization is currently functioning, and it provides the information
necessary to design change interventions. By to facilitating cooperation and efficiency between
different groups within an organization. This activity involves collection of all the pertinent
information about the state of the organization team building, sensitivity training, and process
consultation. Determine organizational issues to focus on, how to collect and analyze data to
understand them, and how to work together to develop action steps from the diagnosis. If an OD
practitioner are good in diagnosis increases the motivation and action level of the group.
3. How is inter group relations interventions can be apply in the organization?
The Inter group relation intervention can apply in the organization because it promotes
constructive conflict may involve reducing conflict in relations. Interventions involves efforts to
disrupt a cyclical process produced by the interaction of attitudes, behavior and structures. In
addition, inter group development seeks to change the attitudes stereotypes and perceptions that
groups have of each other. In this method each groups meets independently to develop lists of its
perception of itself, the other group and how it believes the other group perceives it.

4. What is large-group interventions? Is it also needed in changing the organization?

Large-group intervention focus on issues that affect the whole organization or large segments of
it, such as developing new products or service, responding to environmental change, redesigning
the organization or introducing new technology. Large group interventions are an important
method of organization change it address organizational problems and opportunities. They can
vary on several dimensions, including purpose visioning, strategy formulation, organization
design, or implementation planning. Large group-intervention can shorten decision-making cycle
times, generate creative responses and strategies, and increase commitment to action.
Write TRUE on the space provided if the statement is correct and FALSE if the statement
is incorrect.
TRUE 1. Confrontation meetings is an intervention designed to identify problems in the
organization.
TRUE 2. Determining specific results in a confrontation meeting is difficult.
TRUE 3. The ability to diagnose an understand intergroup relations is important for an OD
practitioner.
TRUE 4. A Microcosm group is a group consists of a small number of individuals who reflect
the issue being addressed.
TRUE 5. The intergroup intervention is designed specifically to help more than two groups or
departments.
FALSE 6. The organization confrontation meeting is not a classic approach for mobilizing
organizational problem solving, especially at times of low performance.
FALSE 7. Intergroup conflict resolution helps group work out dysfunctional relationship.
FALSE 8. The flow of events in a large-group meeting do not vary greatly on the purpose and
framework
adopted.
FALSE 9. The defining feature of large-group intervention is the bringing together of large
numbers of organization member and other stakeholders.
TRUE 10. Open system approaches help organization assess their environments systematically
and develop strategic responses to them.

Let’s have an Activity

Questions for Discussion
1. What is Structural design? What are the different factors to be consider in designing an
organization?
Answer: Structure design describes how the overall work of the organization is divided into
subunits and how these subunits are coordinated for task completion. The factors that need to be
consider in designing an organizational structure are clarity, understanding, decentralization,
stability and adaptability. Maintaining clarity within an organization means that employees have
a completely clear picture of all aspects of their jobs. The structure refers to the relationship
between one employee’s roles and responsibilities and those of others within the organization.
Understanding is achieved when all workers know where they fit within the bigger picture of the
organization as a whole. It is vital that members of management take into consideration the daily
actions of workers as well as the underlying organizational culture, which dictates both their
actions and reactions. The decentralization of an organization is key in that it allows and
encourages open conversation among workers at all levels, spurring a sharing of information that
is not possible within a centralized organization. The successful delegation of authority is an
effective way of decentralizing decision making within an organization. Stability and adaptability
can be achieved through the connections which can only be formed between people through
organizational routines. The proper development of an organization’s culture and structure on a
day-to-day basis is the key to maintaining performance levels long term.

2. What are the different organizational structure design? Differentiate each one of them.
The different organizational structure design is the functional structure, divisional structure,
matrix structure, process structure, customer-centric structure, network structure. The difference
each structure functional structure is divided into functional units, such as marketing, operations,
research and development, human resources and finance. This structure is based on early
management theories regarding specialization, line and staff relations, span of control, authority
and responsibility. The major functional units are staffed by specialist from such disciplines as
engineering and accounting. Divisional structure as a product or self-contained-unit structure, it
groups organizational activities on the basis of products, services, customers or geography. The
matrix structure focuses on product coordination on a vertical functional structure teams that
form for special projects. Process structure form multidisciplinary teams around processes
emphasize lateral rather than vertical relationships., such as product development, order
fulfillment, sales generation and customer support and emphasize lateral rather than vertical
relationships. The customer-centric structure focuses subunit on the creation of solutions and the
satisfaction of key customers or customer group. Network structure manages the diverse,
complex and dynamic relationships among multiple organizations or units, each specializing in a
particular business function or task, in addition network structures include shamrock
organizations and virtual, modular or cellular corporations.
3. Define reengineering and how does it work?
Reengineering is the fundamental rethinking and radical redesign of business processes to
achieve dramatic improvements traditionally produce and deliver goods and services. Business
process reengineering seeks to break from current processes and to devise new ways of
organizing tasks, organizing people and making use of IT systems so that the resulting processes
will better support the goals of the organization. This activity is done by identifying the critical
business processes, analyzing these processes and redesigning them for efficient improvement
and benefit.

Let’s have an Activity

Question for Discussion
1. What is performance management? Discuss how it is being implemented in the
organization?
Answer:
Performance management process often outperforms those without this element of organization
design. Performance management includes practices and methods for goal setting, performance
appraisal and renewal systems. Performance Management is a tool to ensure that the managers
are managing effectively. This means that they ensure the people or teams they manage know
and understand what is expected of them, have the skills and ability to deliver on these
expectations, are supported by the organization to develop the capacity to meet these
expectations are given feedback on their performance, and have the opportunity to discuss and
contribute to individual and team aims and objectives. And review as a tool for improving
performance even when recent studies suggest that performance management is essential for
improving organizational performance in both public and private sectors.

2. Differentiate the different human resource intervention concerned with managing

individual and group performance.
Human resource intervention managing talent in the organization by coaching, mentoring that
improved individual ability to meet the goals, lead change, improve interpersonal relations,
handle conflict or address style issues. In addition, it also has a, career planning and development
interventions address different professional needs and concerns as members progress through
their work lives. In other side managing individuals manage attempts to transfer knowledge and
skills to many individuals.
3. How is goal setting achieved in the organization?
Organizational goal setting student organizations often function without consciously developing
a set of goals or a list of what they want to accomplish. If you know how to set goals, you can
make active choices, increase spontaneity, and not be affected by and dependent upon situational
circumstances. And it is very important to review your goals and it is normal to change them
from term to term or from year to year. They are clear and specific statements of what you plan
to accomplish. They are short-term, measurable, and achievable over a specified period of time