Designing Interventions

Chapter # 7
Objectives
• To discuss criteria for effective interventions
• To discuss issues, considerations, constraints, ingredients, and
processes associated with intervention design
• To give an overview of the various interventions used in the book
Definition of Intervention
An intervention is a set of sequenced and planned actions or events
intended to help the organization increase its effectiveness.

Interventions purposely disrupt

the status quo.
Characteristics of Effective Intervention
1. Is it relevant to the needs of the organization?
• Valid information- accurate diagnosis
• Free and Informed Choice- members are actively involved in making
decisions
• Internal Commitment- members accept ownership of the intervention
2. Is it based on causal knowledge of intended outcomes?
• Based on valid knowledge that those outcomes actually can be produced.
• Knowledge of intervention effects in in developmental stage
• Few research focus on the examination of the comparative effects of
different OD techniques.
• More attempt to assess the strengths and weaknesses of OD interventions.
3. Does it transfer competence to manage change to
organization members?
• The extent to which it enhances the organization’s
capacity to manage change.
• Organization members should be better able to
carry out planned change activities on their own.
The Design of Effective Interventions
1. Contingencies Related to the Change Situation
• Individual difference (need for autonomy)
• Organizational factors (management style)
• Dimensions of the change process itself (need top management
support or not)

• Contingencies Related to the Change Situation

• Readiness for Change
• Capability to Change
• Cultural Context
• Capabilities of the Change Agent
2. Contingencies Related to the Target of Change
a) Two key contingencies related to change targets that can
affect intervention success
b) Organizational issues that the intervention is intended to
resolve.
c) Organizational level of organizational system at which the
intervention is expected to have a primary impact.
• Contingencies Related to the Target of Change
• Organizational issues
• Strategic Issues
• Technology and structure issues
• Human resources issues
• Human process issues
• Contingencies Related to the Target of Change
• Organizational Level
• Individual
• Group
• Organization
• Trans organization
Intervention Overview
• Human Process Interventions
• Techno structural Interventions
• Human Resources Management Interventions
• Strategic Interventions
Human Process Interventions
• Coaching
• Training and Development
• Process Consultation and Team Building
• Third-party Interventions (Conflict Resolution)
• Organization Confrontation Meeting
• Intergroup Relationships
• Large-group Interventions
Techno structural Interventions
• Structural Design
• Downsizing
• Reengineering
• Employee Involvement
• Work Design
Human Resources Management
Interventions
• Goal Setting
• Performance Appraisal
• Reward Systems
• Career Planning and Development
• Managing Work Force Diversity
• Employee Stress and Wellness
Strategic Interventions
• Integrated Strategic Change
• Mergers and Acquisitions
• Alliances and Networks
• Culture Change
• Self-designing Organizations
• Organization Learning and Knowledge Management