Three Types of System-Wide, Human Process Interventions Essay

Three Types of System-Wide, Human Process Interventions - Essay ExampleIn order to consecrate a comprehensive understanding of organizational development, three types of system-wide gentle processes had been identified namely Confrontation coming upon, Intergroup Relation and Large-Group Intervention.Thereby, based on this approach, the paper shall concentrate on describing the various features of the categories and their influence on the organizational behavior.Table of Contents Summary 2 1.0. Introduction 4 2.0. Types of System-wide, Human Process Intervention 5 2.1. Confrontation Meeting 5 2.2. Intergroup Relation 6 2.3. Large-Group Intervention 7 3.0. Conclusion 8 References 9 1.0. Introduction The term Organizational Development eject be delimitate as the usage of the behavioral and science-based interventions that have been planned in the work setting in order to improve the functioning of the organization and the individual development.Notably, changes may take place at any point of clipping in the work setting since the world is continuously changing.Contextually, the organizational change consultants and the change leadership have an important role to play in facilitating human process interventions.The responsibility of the OC consultant is to facilitate the work of aligning the structure of the organization, its culture and the human processes adhering to the organizations strategic plan. ... In the same way, the interventions of different intensities may ultimately yield different results (Porras, 2011). 2.1. Confrontation Meeting The system-wide process intervention techniques succor to advance the processes such as vision, organizational problem-solution, task accomplishment and leadership between the groups for the purpose of the major subsystem. The first intervention is the organization confrontation meeting. It is maven of the most ancient wide process intervention techniques. It aims at the mobilization of the employees in order to solve their problems at clock of stress (Sangamithra, n.d.). At times the top centering of the organization may face the problem of accessing accurately the state of the organizations health in times of stress or change. When there is a major change in the organization such as change in the leadership or the organization structure finished mergers and/or acquisitions, or introduction of any kind of new technology, there tends to be great confusions that have a negative impact on the productiveness and the morale of the employees. Therefore, at times of such difficulties the group of top management may spend many hours together and try to solve the business problem. They can also try to find out a feasible solution in order to cope up with the problem. Now at the same time these managers may spend less time with their subordinates as well as with the rest of the organization. The people in the lower level often complain as being left out. They report of feeling less sense of posse ssion in the organization. When these kinds of problems are faced by the organization then the top management may take actions in order to bring back the situation at stable