1. Organization Development and Change
Chapter Nine:
Designing Interventions
Thomas G. Cummings
Christopher G. Worley

2. Learning Objectives for Chapter Nine
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

3. Definition of Interventions
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.

4. Characteristics of Effective Interventions
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

5. Characteristics of Effective Interventions
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.

6. Characteristics of Effective 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.

7. The Design of Effective Interventions
Contingencies Related to the
Change Situation 環境中可能會影響intervention成功之因素 例:
individual difference (need for autonomy)
Organizational factors (management style)
dimensions of the change process itself (need top management support or not)

8. The Design of Effective Interventions
Contingencies Related to the
Change Situation 環境中可能會影響intervention成功之因素
Readiness for Change
Capability to Change
Cultural Context
Capabilities of the Change Agent

9. The Design of Effective Interventions
Contingencies Related to the Target of Change
變革本身可能會影響intervention成功之因素
Two key contingencies related to change targets that can affect intervention success
Organizational issues that the intervention is intended to resolve.
Organizational level of organizational system at which the intervention is expected to have a primary impact.

10. The Design of Effective Interventions
Contingencies Related to the Target of Change
Organizational issues
Strategic Issues
Technology and structure issues
Human resources issues
Human process issues
See Fig. 9.1

11. The Design of Effective Interventions
Contingencies Related to the Target of Change
Organizational Level
Individual
Group
Organization
Transorganization
See Table 9.1

12. Intervention Overview
Human Process Interventions
Technostructural Interventions
Human Resources Management Interventions
Strategic Interventions

13. 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

14. Technostructural Interventions
Structural Design
Downsizing
Reengineering
Employee Involvement
Work Design

15. Human Resources Management Interventions
Goal Setting
Performance Appraisal
Reward Systems
Career Planning and Development
Managing Work Force Diversity
Employee Stress and Wellness

16. Strategic Interventions
Integrated Strategic Change
Mergers and Acquisitions
Alliances and Networks
Culture Change
Self-designing Organizations
Organization Learning and Knowledge Management