Organization Development – 1.2 Typical Precedes to an OD Intervention

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1.2    Typical Precedes to an OD Intervention

OD interventions usually have as their starting point a client’s felt need.  This can manifest itself in a variety of ways, ranging from frustration with poor operating results to perceptions of ‘people problems.’  The initial role of the OD practitioner is one of working with organizational leaders to assist them in the appropriate analysis of their felt need.  But in order to establish collaboration and ensure support for eventual change processes, good practice dictates that all those potentially affected by change should be included in this initial phase, i.e. it is not enough only to include those that first perceive, subjectively, the need.

Regarding subjectivity vs. objectivity, OD is a science that strives – in the first instance – for an objective analysis of an organization’s state.  Although subjective experience is valued (the humanistic and experiential learning orientations), the closest possible approximation towards objectivity is the foundation upon which full value is based (the systemic and problem-solving orientations).

The practitioner can use any of a number of different methods in his/her journey towards objectivity.  For example, s/he can administer questionnaires, conduct surveys, employ observational techniques, ask employees to generate on-the-spot data, or analyse the various performance indicators that are found in organizational records (e.g. absenteeism, turnover, service levels).  Then, after shared analysis has revealed some of the realities underpinning the client’s felt need, and some indication has emerged as to the desired change being sought, it is necessary to establish the degree to which each of the 7-Ss need to be targeted.

My website contains further resources that may be of interest …

http://www.theknowledge.biz/

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