Intervention in the Organization Management
Intervention in the Organization Management

Intervention in the Organization Management

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  • Pages: 5 (2520 words)
  • Published: November 8, 2018
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For the organization that is growing and with the effect of the changes that are experienced on daily basis, changes have become inevitable in the organization management. Therefore, every management in the organization must be aware of the best intervention in approach in management change depending on current situation of the business. Cumming and Woodley 2009 suggested several approaches towards the management change. However, in our case will look at two approaches and how they affect business management.

Human process intervention

This is an intervention process dealing with interpersonal relationships and group dynamics. The process can be broken down to different parts for simplicity and better understanding. The first intervention is T-group. This ensures that ten to fifteen strangers are brought together with a trainer to help in examining social dynamics that crop up through their interactions. The trainer help them in learning about the group that they are working with in the organization, the dynamics involved in each group, how to cope up with the leadership challenges and the interpersonal relations among themselves.

The next one is process consultation. In this intervention, the main aspect looked at is interpersonal relations. This emphasis the very each one of the worker should coexist in the workplace. The intervention also deals with social dynamic problems occurring in the group. A consultant is required to help the members be able to diagnose how their group works and come up with solutions for emerging problems such as conflicts, communication and norms in the group (Bolman & Deal 2008).The human process is al


so supposed to cover third party intervention which is a change method dealing with consultation process that help the dysfunctions caused by interpersonal relations in the organization.

The other one is the team building which help the group works became more effective in the way they accomplishes their work. In the process, the task go beyond consultation as examination is done to group tasks, members roles and the strategies used in accomplishing given tasks.

The process can also use search conference change method where clarification of important values in the organization is done. This also ensures that new ways of addressing the organization problems are devised to make sure that a new vision of the organization is articulated.

It is also possible to have an organization confrontation meeting where the employees are mobilized during the time of stress to come up with a problem solving solution through brainstorming process. After coming up with a solution, they are meant to set action targets to realize it. Then, there are supposed to work towards attaining the set target using the appropriate tools of work.

An organization can use normative approach method to enable them specify best way in management method by use of standardized instruments that are used to measure organizational practices. For the organization to run smoothly and ensures that the change brought on board is well utilized for the effective organization management, intergroup relation intervention techniques is very vital. It helps groups from different department or organization to interact, which is very important in the change process in the organization (Stace, & Dunphy,

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2001).Techno- structural intervention

This intervention involves organization technology on how its job is designed, its task method, and structure. The structure looked at is division of labor and the hierarchy organization of the company. The disciplines that get involved in the process are such as engineering, psychology, sociology and social technical systems as well as organizational design (Andriopoulos, & Dawson, 2009). Therefore, the organization will get consultant who will emphasize productivity and the human fulfillment in the firm. The intervention can be classified into different parts to help in the way the organization change is dealt with.

The first one is structural design, which concerns division of labor. This deals with the way work is specialized in the organization. The process will ensure that diagnostic guidelines are put I plc to come up with the best method of organizational technology, environment and the conditions to ensure that the change in the organization management is effective and done towards the achievement of their goals (Yasgoor, & Bressler, 2008).

The other way the organization can help in the process of change is by the method of down sizing. The method is used in the reduction method of in pursuit of reducing organization size. This can be achieved by personnel lay offs, out sourcing of services from other companies as well as redesigning the organization to ensure that it functions better than before and effectively.

The organization can decide to re-engineer their work processes creating a mere pronounced linkages and coordination of their task. The organization can also create a parallel learning structure by having a collateral organization that helps them in solving common problems.

The organization can also come up with high involvement organizations that they will work together in the assimilation process of the change. The organization can also ensure that they have total quality management thatwill enhance structured and comprehensive approach seeking improvement of the quality of the products and services the company offers in the organization. The approach also considers work design intervention that its aim is to create work groups in the organization to help develop employee development and fulfillment in their work productivity (Paton, & McCalman, 2008).

Comparing and contrasting two intervention change


In choosing the kind of the intervention that best suit the organization, it is always good to come up with the best method to offer this to the organization in manner that will allow it to be acceptable by the employees. It is obvious a change in the organization will always create a strain that may cause resistance in the company. Therefore, no matter which intervention method used, either human process or tech-structure, god method should be used to ensure that employees welcome the change.

Both interventions also require to be remitted slowly with the help of the employees. There is no intervention method that can turn things round in the organization without being given enough time. Both interventions should be systematic (Cummings, & Worley, 2009). As they have discussed earlier, they are aimed to helping the organization come into term with a certain change that an organization has brought on board to

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