Unit 2: Action Research and OD

Managing the OD Process

Managing the OD process means planning, executing, and evaluating change efforts in an organized way.
The OD process generally includes:

1. Entry & Contracting – Understanding the problem and deciding scope.
2. Diagnosis – Collecting data to identify real issues.
3. Feedback – Sharing the findings with clients.
4. Planning Interventions – Choosing the right OD tools.
5. Implementation – Executing the planned interventions.
6. Evaluation – Measuring outcomes.
7. Institutionalization – Making the change permanent.

Diagnosis in OD

Diagnosis means finding out what is actually wrong in the organization.
It is the most important step because all other steps depend on the quality of diagnosis.

Purpose of Diagnosis

• Understand the current functioning
• Identify strengths and weaknesses
• Find root causes of problems
• Provide a basis for effective interventions

Sources of Diagnostic Data

• Interviews
• Surveys & questionnaires
• Observations
• Performance reports
• Group discussions
• Feedback and complaints

Levels of Diagnosis

Level	Focus
Organizational Level	Strategy, structure, culture, performance.
Group/Team Level	Teamwork, communication, conflict, leadership.
Individual Level	Skills, motivation, job satisfaction.

Nature of OD Interventions

OD Interventions are planned actions and activities designed to improve organizational performance.

Characteristics of OD Interventions

• Planned and intentional
• Based on diagnosis
• Focus on human behavior
• Aim to improve effectiveness
• Collaborative and participative
• Long-term impact
• Value-based (trust, openness, respect)

Types of OD Interventions

• Human Process Interventions – Team building, conflict management
• Techno-structural Interventions – Job redesign, restructuring
• HR Interventions – Training, performance management
• Strategic Interventions – Culture change, transformational change

Creating Parallel Learning Structures (PLS)

Parallel Learning Structures = Small groups created within the organization to experiment, learn, and introduce new ideas without disturbing the formal structure.

Purpose of PLS

• To encourage innovation
• To test new ideas before full implementation
• To involve employees in change
• To reduce resistance
• To create learning culture

How PLS Works

1. A small group is formed (cross-functional team).
2. They experiment with new practices, policies, or processes.
3. They observe results and learn.
4. They share learnings with the main organization.
5. Successful ideas are implemented across the company.

Example: A bank forms a small team to test a new customer service process., If it works, the bank implements it in all branches.

OD Interventions: Team Interventions

Team interventions aim to improve teamwork, communication, trust, and performance.

A. Team Building

Activities conducted to improve:

• Trust
• Coordination
• Communication
• Problem solving
• Collaboration

B. Role Analysis Technique (RAT)

• Clarifies roles and responsibilities of team members.
• Reduces confusion and conflict.

C. Responsibility Charting

Defines:

• Who is Responsible (R)
• Who is Accountable (A)
• Who should be Consulted (C)
• Who should be Informed (I)

D. Team Norms Development

Establishing rules & standards for:

• Behavior
• Decision making
• Conflict handling

E. Process Consultation

An OD consultant observes team processes like communication or decision-making and suggests improvements.

Intergroup Interventions

Used when two or more departments or teams have conflicts, mistrust, or poor coordination.

Purpose

• To improve cooperation
• Reduce interdepartmental conflict
• Improve workflow and decision making

Types of Intergroup Interventions

A. Intergroup Meetings

• Teams meet together
• Share issues, misunderstandings, expectations
• Improve communication

B. Survey Feedback

• Collect data on team relations
• Share results
• Action planning to improve cooperation

C. Third-Party Peacemaking

• OD consultant acts as mediator
• Helps teams resolve disputes

D. Joint Problem-Solving Sessions

• Teams jointly identify problems
• Agree on joint solutions
• Develop joint improvement plans

Personal Interventions

Personal interventions focus on improving individual behavior, attitudes, skills, and self-awareness.

Types of Personal Interventions

A. Sensitivity Training (T-Group Training)

• Helps individuals understand their own behavior
• Improves interpersonal skills

B. Coaching and Counseling

• Helps individuals overcome weaknesses
• Leadership coaching
• Behavioral counseling

C. Career Planning & Development

• Identifying individual strengths
• Career goals
• Skill development

D. Role Negotiation

• Individuals clarify expectations from their roles
• Helps reduce stress and role conflict

E. Stress Management

• Workshops on time management, mindfulness, work-life balance

F. Mentoring Programs

• Senior employee guides the junior employee

Short Exam-Oriented Summary

• OD Process: Diagnosis → Feedback → Planning → Implementation → Evaluation
• Diagnosis: Finding root causes using surveys, interviews, observations.
• Nature of OD Intervention: Planned, participative, long-term, problem-solving.
• Parallel Learning Structures: Small experimental groups to test and spread new ideas.
• Team Interventions: Team-building, role analysis, process consultation.
• Intergroup Interventions: Intergroup meetings, survey feedback, mediation.
• Personal Interventions: Sensitivity training, coaching, counseling, mentoring.

Interpersonal and Group Process Interventions

These interventions focus on improving relationships, communication, trust, and interaction among individuals and groups in the organization.
They deal with how people relate, behave, and work together.

A. Interpersonal Interventions

These are aimed at two individuals at a time.

Purpose

• Improve communication
• Resolve conflict
• Increase trust
• Improve cooperation
• Reduce misunderstandings

Common Interpersonal Interventions

1. Coaching

• One-on-one guidance
• Helps improve skills, confidence, and behavior
• Often used for managers and new employees

2. Counseling

• Helps employees deal with emotional or behavioral issues
• Reduces stress and frustration

3. Feedback Sessions

• Providing constructive feedback on behavior and performance
• Helps improve self-awareness

4. Role Negotiation

• Two employees clarify expectations from each other
• Helps reduce role conflict and misunderstandings

5. Conflict Resolution

• Mediating disagreements between two individuals
• Helps restore a healthy working relationship

Group Process Interventions

These focus on how a group works together—its norms, decision making, leadership, communication, etc.

Purpose

• Improve teamwork
• Encourage open communication
• Reduce group conflict
• Improve coordination
• Increase effectiveness

Types of Group Process Interventions

1. Team Building

• Activities that improve trust, collaboration, and problem-solving
• Strengthens team unity

2. Process Consultation

• OD consultant observes group processes
• Helps members understand and improve the way they work together

3. Intergroup Relations Workshop

• Focus on improving relations between two or more teams

4. Group Feedback

• Group receives data (survey, observation, performance)
• Members discuss improvements

5. Task and Relationship Processes

OD interventions deal with two processes:

• Task processes (goal setting, decision-making, problem-solving)
• Relationship processes (trust, communication, handling conflicts)

Comprehensive Interventions

Comprehensive interventions are large-scale, organization-wide efforts.
These are not limited to individuals or small groups—they affect entire departments, divisions, or the whole organization.

Purpose

• Transform entire systems
• Align strategy, people, structure, and culture
• Achieve major improvements in performance

Types of Comprehensive Interventions

1. Survey Feedback

• Organization conducts a large survey
• Collects data about attitudes, satisfaction, communication, leadership, etc.
• Results are shared with all employees
• Improvement plans are made at all levels

2. Grid OD (Managerial Grid Training)

• Developed by Blake and Mouton
• Focuses on leadership styles and team development
• Aims to move leaders toward high concern for people and high concern for production (9,9 leadership)

3. Third-Party Peacemaking

• External consultant mediates conflicts between individuals or groups
• Helps diagnose causes and resolve disputes

4. Strategic Planning Interventions

• Focus on mission, vision, long-term goals
• Aligns organizational resources with strategy
• Helps organizations respond to environmental changes

5. Total Quality Management (TQM)

• Continuous improvement philosophy
• Focus on customer satisfaction, quality improvement, employee participation

6. Organizational Transformation

• Major changes in organizational culture, structure, and strategy
• Used during mergers, acquisitions, or digital transformation

7. Business Process Reengineering (BPR)

• Redesign of business processes to achieve dramatic improvements
• Focus on speed, cost reduction, quality, and service

Structural Interventions

These interventions focus on changing the structure, roles, policies, and systems of an organization.

Purpose

• Improve efficiency and coordination
• Clarify roles and responsibilities
• Adapt to new strategies or environments
• Reduce bureaucracy
• Improve workflow and communication

Types of Structural Interventions

1. Job Redesign (Job Enrichment / Job Enlargement)

• Changing tasks, responsibilities, and skill requirements
• Improves motivation and productivity

Job Enlargement: Adding more tasks

Job Enrichment: Adding more responsibility and autonomy

2. Organizational Restructuring

• Changing departmental structure, hierarchy, reporting lines
  Examples:

• Decentralization
• Merging departments
• Creating cross-functional teams
• Downsizing

3. Role Clarification

• Clearly defining job duties, authority, and accountability
• Reduces conflict and confusion

4. Work Design / Socio-Technical Systems

• Designing work processes that fit both human and technical needs
• Balances technology with employee well-being

5. Workflow Redesign

• Changing the flow of work for efficiency
• Example: reducing approval steps, simplifying processes

6. Performance Management Systems

• Designing or redesigning appraisal systems
• Aligns performance with organizational goals

7. Reward & Compensation Systems

• Changing pay structure, incentives, bonuses
• Used to motivate employees and support change

8. Self-Managed Teams

• Giving teams autonomy to manage themselves
• Used in modern, flexible organizations

Short Exam-Friendly Summary

• Interpersonal Interventions: Coaching, counseling, role negotiation, conflict resolution, feedback.
• Group Process Interventions: Team building, process consultation, group feedback, intergroup workshops.
• Comprehensive Interventions: Survey feedback, TQM, Grid OD, strategic planning, BPR, organizational transformation.
• Structural Interventions: Job redesign, restructuring, role clarification, workflow redesign, performance systems.