Presented by:Disha Khatnani ()

Joyeta Majumdar (37)Rashi Yadav (69)

The chapter describes:System-wide process interventions—

change programs directed at improving such processes as organisational problem solving, leadership, visioning, and task accomplishment between groups—for a major sub-system or for an entire organisation.

Three types of approaches:1.Organisation Confrontation Meeting2. Intergroup Relations: (i) Intergroup Conflict Resolution Meeting (ii) Microcosm Groups3. Large Group Intervention

Normative Approach to OD: Blake and Mouton’s Grid Organisation Development.

Developed by Beckhard. Designed to mobilize the resources of

the entire organisation. Particularly useful when the

organisation is in stress and when there is a gap between the top and the rest of the organisation.

1.Group meeting of all involved is scheduled and held in an appropriate place.

2.Groups are appointed representing all departments of the organization.

3.Groups are to be open and honest and to work hard at identifying problems they see in the organization.

4.Groups are given an hour or two to identify organization problems.

5.Groups then reconvene in a central meeting place.

6.Then the master list of problems is broken down into categories.

7. Participants are divided into problem solving groups.

8. Each group ranks the problems, develops a tactical action plan, and determines an appropriate timetable for completing this phase of the process.

9. Each group then periodically reports its list of priorities and tactical plans of action to management or to the larger group.

10. Schedules for periodic follow-up meetings are established.

Ability to diagnose and understand intergroup relations is important for OD practitioners.

Intergroup conflict helps to work out dysfunctional relationships.

The approaches help improve intergroup processes and lead to organizational effectiveness.

Consists of a small number of individuals who reflect the issue being addressed.

Have been used to carry out organization diagnoses, solve communication problems, integrate two cultures, smooth the transition to a new structure, and address dysfunctional political processes.

Work through “parallel processes, which are the unconscious changes that take place in individuals when two or more groups interact.

1. Identify an issue.2. Convene the group.3. Provide Group training.4. Address the issue.5. Dissolve the group.

•Resolve Dysfunctional Conflicts

•Neither good nor bad

Groups and consultant convene to address issues

Groups are asked to address three questions What qualities/attributes best describe our group? What qualities/attributes best describe their group? How do we think the other group will describe us?

Groups exchange and clarify answers Groups analyze the discrepancies and work

to understand their contribution to the perceptions

Groups discuss discrepancies and contributions

Groups work to develop action plans on key areas

Behavioral Methods Attitudinal Methods

Phase I- The Grid Seminar Phase II- Teamwork Development Phase III-Intergroup Development Phase IV-Developing an Ideal Strategic

Organization Model Phase V- Implementing the Ideal

Strategic Model Phase VI- Systematic Critique