Individual, Interpersonal, and Group Process Approaches

ARTI NASTA
ARVINDKUMAR SINGH GARIMA KAPOOR ANISH DODHIA DIMPLE SHAH NITIN JOSHI PRIYANKA AGARWAL PRASAD INAMDAR

 Represent attempts to improve individual

performance and peoples working relationships with one another. Earliest interventions devised in OD Most Popular

 A set of activities on the part of the consultant that

helps individuals and group members understand, diagnose, and improve their behaviors.
Interventions are aimed at helping individuals

develop skills, and members of groups assess their interactions and devise more effective ways of working.

 The presence of other people can have significant

effects on our behavior Under certain conditions people obey the orders of an authority figure to the extent of harming innocent others. social support and close interpersonal relationships benefit our health and happiness. Membership of groups can have both positive and negative consequences on the peoples behavior and judgement,depending on the context

 INDIVIDUAL APPROACHES
COACHING TRAINING & DEVELOPMENT INTERPERSONAL AND GROUP APPROACHES PROCESS CONSULTATION TEAM BUILDING THIRD PARTY INTERVENTIONS

 Focuses on skills and capabilities of any organization

member Tries to improve the ability of an individual to set and clarify goals and meet them, also improve interpersonal relations, handle conflict and address leadership style. Done to improve performance Personal intervention and Involves a one-on-one relation. Is a skill

 Assist in execution of a transition e.g. downsizing. Address a performance problem Develop new behavioral skills with leadership

development. Is future oriented and action-oriented. Helps clients to understand that how their behaviors are contributing to the current situation.

 Establish the principles of the relationship i.e. the

goals, the resources and the compensation Conduct an assessment i.e. Personal or systemic Personal: e.g. Myers- Briggs type indicator, or FIRO-B or DISC Profile or MMPI Systemic : e.g. 360 degree feedback process where the team of the client ,peers and some others are involved in the process Coach and client debrief the results : Reviewing on the data and coming to a diagnosis. Purpose: to get the client move to action.

 Develop an action plan i.e. actions that will lead to

goal achievement, and learning opportunities that build knowledge and skill. Also it should include the methods & milestones to monitor progress and evaluate how effective the coaching is. Implement the action plan: i.e. after the one-on-one interaction, the coach must encourage the client to act on his intentions. Skill is required. Assess the results: Assess and then evaluate the actions and then revise goals or terminate the process.

 Improves personal productivity

Improves quality Improves working relationships Leads to job satisfaction. Builds capacity in people to lead more effectively. Increases leadership skill and effectiveness.

 Oldest Strategy for Organizational Changes Provide New and Existing Members with Skill

and Knowledge to Perform work

Various Methods of Training targeted are Simulations ,

Action Learning, Computer-Based and Case studies

Largest Practice Area with Growing Importance Represents an Important Organization Investment Accounting

for about 2% of a companys payroll

five

Considered as either the most Important or one of the top

Factor in Achieving Competitive Advantage

 Training is Typically used when the Goal is the Development of the

Workforce, while the terms Management or Leadership Development is applied when Goal is Organizations Management or Development
For Training to be considered an OD Intervention, it must Focus on

Changing the Skills and Knowledge of a group of Organizations Members to Improve their Effectiveness or to Build the capabilities of an Organization Systems.

Performs a Needs Assessment

Develop the Objectives and Design of the Training

Deliver the Training

Evaluate the Training

 Despite the Prevalence of Training and Development

interventions in the Workplace, Most of the Evaluation

Research Consists of only Reactions , the Weakest Measure of Effectiveness. Reaction Data tends to Correlate only Weakly with other Measures of Training Effectiveness. Several more Rigorous Assessment, however, Provide Evidence about

Training Effects.

 The creation of a relationship that permits the client to perceive, understand, and act on the process events that occur in his internal and external environment in order to improve the situation as defined by the client

Not like a doctor-patient model.

 Used to assess and improve human processes like communication, decision making, interpersonal relations etc.

An approach that helps people and groups help themselves

Always try to be helpful.

Access your ignorance

Always stay in touch with the current reality Go with the flow Timing is crucial

Everything you do is an intervention

Everything is information, errors will always occur & are the prime source for learning

When in doubt, share the problem

Be constructively opportunistic with confrontive interventions

The client owns the problem & the solution

Communications: The nature and style of communication.

The functional roles of group members: 1. The group should encourage 1 another 2. Harmonize and compromise 3. Set standards and observe.
Most groups perform little group maintenance: Thus the process consultant comes into picture.

Group problem solving and decision making The process consultant must help the group understand A. How it makes decisions B. Consequences of each decision process C. Help diagnose which type of decision process will be most effective in a given situation

 Group Norms: The process consultant can help

the group to understand and articulate its own norms and determine whether the norms are helpful or not. Once he has guided them ,they can now understand which are helpful and then grow realistically,make optimum use of its resources and learn from their own experiences. Use of leadership and authority: He needs to understand the processes of leadership and how different styles of leadership can help or hinder the functioning of a group

 Individual Interventions Aimed at helping people better communicate with others Johari Window
Group Interventions Aimed at the process, content or structure of the group

Unknown to Others

Known to Others Open Window

Hidden Spot

Known to Self

Unknown Window

Blind Spot

Unknown to Self

Widely practiced over 40 years & a modest amount of research addresses its effect on improving the ability of groups to accomplish work

The findings of this study suggest that process consultation can 1. Alter the staff's perceptions of the characteristics of the work setting 2. Reverse negative attitudes (alienation) 3. Create a more positive and supportive working environment (improved working relationship).

 Activities that focus on interpersonal conflicts

within the organization

Interventions help involved parties interact

with each other directly, facilitating diagnosis of the conflict and its resolution

 Can arise due to differences in personality, or task

orientation or goal interdependence, perceptions among group members and competition for scarce resources. Can arise due to issues like work methods,pay rates and also interpersonal issues like misconceptions and personalities.

 Conflict enhances motivation and innovation

Leads to greater understanding of views and ideas.

CONS of Conflict: Prevents people from working together constructively Destroys task interactions among group members

 Used when conflict disrupts task interactions and

work relationships in between members

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Triggering Event

Behavior

Triggering Event

Behavior

Issues

Issues
Consequences

Consequences Episode 2

Episode 1

OBJECTIVES
Re- establish communication between two parties

Refocus on sustantative issue

Repair stained relationship

Salvage sunk cost of stalled negotiations

Increase level of negotiator satisfaction
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 Prevent the conflict through mandate or separation

of the parties Set limits on the timing and extent of the conflict Help the parties to cope differently with the conflict Attempt to eliminate or resolve the basic issues in the conflict

 Mediation Arbitration Third Control Forth Control

A Broad range of planned activities

That help groups improve the way they accomplish tasks That help members enhance their interpersonal & Problem-solving skills Help members develop a Highlevel of motivation to implement group decisions
It also helps groups over-come specific problems
Apathy & General Lack of member Interest Increasing Complaints within the Group Low Participation in Meetings Lack of Innovation & Initiation Effectiveness of Services & Products Loss of Productivity Confusion about Assignments Hostility/Conflicts among Members Increasing Complaints from those outside the Group about Quality

TEAM:Group of Interdependent people sharing Common Purpose Common Work Methods & Hold each other accountable

Variables in Teams:Important variable in teams is location When team members When Members are Geographically Dispersed are in close Proximity: & their interaction is mediated by Information Traditional Team Exists technology: Virtual Team Exists

The Nature of Interdependencies varies creating Various types of Teams

Groups reporting to the same manager

Groups involving people with common goals Temporary groups formed to accomplish a specific, one-time task

Groups consisting of people whose work roles are interdependent

Groups with no formal links but whose collective purpose requires coordination

 Activities Related to One or More Individuals Activities Oriented to the Groups Operations and

Behaviors Activities Affecting the Groups Relationship with the Rest of the Organization
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 Determine the Intervention Target One or more individuals A groups operation and behavior A groups relationships with the rest of the organization Determine the Intervention Orientation Diagnostic Developmental

 Group Operation and Behavior

An inward look by the team at its own performance,

behavior and culture for the purpose of improving effectiveness

Group Relationships with the Organization

Understand the groups role within the organization

including interaction, support, and collaboration

Managers Role

TEAM INTERVENTION
Intervention Introduction Techniques of Team Building Interventions

Team Interventions
These are Sets of Structured Activities In which selected organizational units Engage in tasks or sequence of task
With GOALS of

ORGANISATIONAL IMPROVEMENT + INDIVIDUAL DEVELOPMENT

Techniques of team building

ROLE ANALYSIS TECHNIQUE

Designed to clarify the role expectations and obligations of team members to improve team effectiveness. Developed by Ishwar Dayal and John Thomas for top managements in New Organizations, in India. Steps Involved
First Step Analysis of Focal Role initiated by focal role individual.((its place in organization, its rationale, contribution in achieving organizational goals etc.))-All these listed on chalkboard and discussed.

RAT further.
Second Step: This Examines the Focal Role Bearers Expectations of others. What effects his/her own role performance & these are discussed, modified, added to & agreed upon by the group and focal role person. Third Step: The member of the group describe what they want from & expect from the Focal role individual.

IMPORTANCE OF TEAM BUILDING

Improving communication.

Making work place more enjoyable. Improving team productivity. Develop team leadership skills.

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ADVANTAGES OF TEAM BUILDING

Range of options. Division of work. Motivation. Help in decision making. Efficiency.

DIS-ADVANTAGES OF TEAM BUILDING

Difficult to assess the individual performance.

Free riding. co- ordination cost. Opposing views could cause arguments.

 Put forward in cooperation with team members , a

vision of what the team is to do.

Participating in defining the composition of team. Help developing a set of principle that will contribute

to success.
Be fair, supportive, and can make final judgment as

needed.

Positive results across a range of variables.

Increase team motivation and trust.

Provide opportunities for collaboration.

Inspired a shared vision and purpose.