ORGANISATION SYSTEM INTERVENTION

&MANAGING CHANGE IN THE

ORGANIZATION
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ORGANISATION SYSTEM
INTERVENTION
An organization system intervention typically refers to a
planned and structured approach to improving the
efficiency,effectiveness, overall functioning of an
organization .This can involve various
strategies,tools,and technique aimed at addressing
 SOME TYPES OF ORGANIZATIONAL INTERVENTION 2

1. Structural Interventions: These focus on changing the

organizational structure, such as reorganizing departments,
teams, or reporting relationships to improve
communication, coordination, and efficiency.
2. Process Interventions: These interventions aim to improve
organizational processes, such as workflow, decision-
making, or performance management systems, to enhance
effectiveness and productivity.
3. Cultural Interventions: These interventions target the
organizational culture, including values, norms, and
behaviors, to create a more positive and supportive work
environment.
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4)Technological Interventions: These involve implementing new technologies or upgrading

existing systems to streamline operations, improve communication, or enhance data
management.
5)Training and Development Interventions: These interventions focus on developing the
skills, knowledge, and competencies of employees to improve performance and adaptability
to change.
6)Team Interventions: These interventions aim to improve team dynamics, communication,
and collaboration to enhance overall team performance and effectiveness.
7)Change Management Interventions: These interventions help manage organizational
change initiatives, such as mergers, restructurings, or process improvements, to ensure
successful implementation and minimize resistance.
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MANAGING CHANGE IN THE ORGANIZATION
Managing change in the context of organizational change and organization development involves
implementing strategies to facilitate successful transitions within an organization.

1. Understanding the Need for Change: It's important to first identify why change is necessary and
communicate this rationale to all stakeholders. This understanding helps create buy-in and
support for the change initiative.
2. Change Management Models: Utilize established change management models, such as Lewin's
Change Management Model to guide the change process. These models provide a structured
approach to managing change effectively.
3. Stakeholder Engagement: Engage with key stakeholders throughout the change process to
gather input, address concerns, and ensure alignment with organizational goals. Their
involvement can help increase the likelihood of successful change implementation.
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4.Organizational Development Interventions: Implement organizational development interventions, such as
team building, leadership development, or culture change initiatives, to support the change process and
enhance organizational effectiveness.

5.Communication Strategies: Develop a comprehensive communication plan to keep employees informed

about the change, its impact, and the progress of the change initiative. Effective communication helps
minimize resistance and build support for the change.

6.Training and Development: Provide training and development opportunities to help employees acquire the
skills and knowledge needed to adapt to the change. This can include technical training, as well as training on
new processes or systems.

7.Monitoring and Evaluation: Continuously monitor the progress of the change initiative and evaluate its
impact on the organization. Use this information to make adjustments as needed and ensure that the change
is leading to the desired outcomes.
THANK YOU
Presented By : HEMAVATHI.A
P23HROO7
ORGANIZATIONAL CHANGE &
ORGANIZATIONAL DEVELOPMENT