Three Types of System-Wide, Human Process Interventions Essay

Three Types of System-Wide, Human Process Interventions - Essay Example In order to generate a comprehensive understanding of organizational development, three types of system-wide human processes had been identified namely Confrontation Meeting, 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’ can be defined 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 time in the work setting since the world is continuously chan ging.Contextually, the organizational change consultants and the change leaders 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 organization’s 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 help 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 one of the most ancient wide process intervention techniques. It aims at the mobilization of the employees in order to solve their problems at times of stress (Sangamithra, n.d.). At times the top management of the organization may face the problem of accessing accurately the state of the organization’s 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 through 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 productivity 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 possession 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