HR 6 Organizational Development

Alelei Palero Bungalan
BSBA-HRDM 3RD YEAR

OFFLINE
HR 6 Organizational Development
Semi-final Module
III. Rev-up!
Teaching-Learning Activities
I. Reflective Journal 50 points.
Before, I believed that Organizational Now, I believe that Organizational
Development Interventions is… Development Interventions is...
Just about intervening the organizational Helping the organization to improve and
and the first time I read about this, I correct wrong behaviors in all levels.
thought it’s a negative way of
intervention.
What influenced you to change your views?
Understanding and learning this topic helped me change my views.
II. Review Questions.

Each question is good for 20 points. Answer this in no less than five sentences.
1. What is synergy?
Synergy is the process of putting two or more elements together to achieve a sum
total greater than the sum total of individual elements separately. It is putting things or
people together to come up with greater results. Synergy in organization is making
teamwork of every employee for better productions. Each of them will bring unique skill
and experience and make it all work together and end up with greater performance. This
will make the people inside the organization stronger and greater with good teamwork.
2. What is the role of OD interventions in OD process?

OD interventions are set of sequenced, planned actions or events intended to help
an organization to increase its effectiveness. OD process is an action research model
designed to understand known problems, set measurable goals, implement changes, and
analyze results. Therefore, od interventions plan to take action research model designs for
understanding problems, make goals, changes and analyze results in proper sequence.
This helps OD process stay on track towards its goals without making more confusions
throughout the process. With OD intervention, it makes OD process easier to understand
take into action.
3. Compare and contrast the different classifications of OD interventions.

Large scale interventions are an approach for organizing sustainable changes with
active involvement of stakeholders throughout the whole system. Strategic intervention
aims at affecting suitable fit among a firm’s strategy, culture, and external environment.
Techno-structural interventions emphasizing on improving the organizational
effectiveness and human performance, which is focused on technology and structure.
Management and Leadership Development interventions aim to improve organizational
performance by increasing effectiveness of formal and informal leaders. Team
Development and Group Processes Interventions is a systematic activity aimed at
improving requisite team competencies, processes, and overall effectiveness.
4. Explain the Team Building Process

1. Problem-sensing: This problem can better be identified in terms of what is hindering
group effectiveness. At this stage, generally most of the members come forward with
their arguments as to what the real problems are. The view may be quite different
ranging from the organizational problem, group problems to even personal problem.
2. Examining Differences: The perception of people on an issue differs because of their
differing backgrounds, such as, their value systems, personality, and attitudes.
3. Giving and Receiving Feedback: The step of perceiving things and listening to each
other may be relayed back to the members as there is a possibility that such processes
may create tense situation in the group.
4. Developing Interactive Skills: The basic objective of this process is to increase the
ability
among the people as to how they should interact with others and engage in
constructive
behavior.
5. Follow-up Action: The constant review of plans so as to ensure success in the
uncertain future.
5. Discuss the process consultation.

Process consultation is an approach to helping. It is defined as the creation of a
relationship with the client that permits the client to perceive, understand and act on
process events that occur in the client's internal and external environment in order to
improve the situation as defined by the client. In organization development, a process
consultant is a specialized type of consultant who acts as a facilitator to help groups deal
with issues involving the process in a meeting, rather than with the actual tasks
themselves. A process consulting approach builds trust, transparency, and collaboration
and leads to deepened relationships both inside and outside of the organization. An
approach that designs a process around your stakeholders helps broaden engagement and
creates an inclusive environment.
Assessment Tasks
I. Reality Check
1.In your personal life, what specific interventions do you need to fulfill your new state of life?
Explain the process or guidelines that you will go through. 50 points.
I need self-management intervention. First, I will assess my strengths and weaknesses
and I will know how can I make use of it properly. Second, I need to prioritize my
responsibilities. I can say that I am still irresponsible unlike other people in my age and I need to
work on it. Third is practice patience because I realized that I am so impatient that causes
conflicts to other people. Fourth is taking care of my health and wellness. I can’t do this
intervention if I am not healthy enough to work on it. Lastly, I will evaluate time to time if I
improved or not so I can still correct it.
II. Experiential Exercises

1. Say you are a manager in your organization, how would you establish good feedback
system in your organization? State the process or guidelines you will employ. 50 points.
1. Hold quarterly meetings with employees
2. Establish a culture of listening
3. Speak to the team daily
4. Appoint an employee advocate
5. Train the direct managers
6. Communicate with changes
2. What would you prefer, building a team or groups? Why? 20 points.

For me, I prefer team than groups. In a team, all of the members share the role of a
leader. In a team, it is more to do collective work. This makes effectiveness measure directly and
collectively. With this, it opens a discussion during meetings. It gives more proper discussions,
decisions, and sharing of work.
3. Does hiring a caliber employee would resolve OD problems? Explain. 20 points.
Hiring caliber employee might help to resolve OD problems since they have greater work
experience. This helps the company to ask for better ideas from them to solve the problems.
Caliber employees are also serves as the backbone of the company. Afterall, it also depends on
how the employees react to employing calibers since applying caliber position gets a high
position that can block opportunities to high potential employees. This can also make OD
problems worsen.
4. As a future HR practitioner, what do you think is the first that you would do to facilitate OD
interventions? State how would you carry out your plans in detail. 50 points.
The first thing I will do to facilitate OD intervention is to pay attention to the needs and
dynamics of the change situation. With the help of change agents, we will collect information
about the situation and provides the same to decision makers as well as those having a stake in
the change. After that, we will formulate a by a step-by-step corrective-action plan. The change
agent assists the management and other stakeholders to evaluate the Organization’s change effort
progress. Members of the company acknowledge ownership of the change, accept responsibility
for it, and the change is implemented throughout the Organization.

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Alelei Palero Bungalan

BSBA-HRDM 3RD YEAR

Understanding and learning this topic helped me change my views.

II. Review Questions.

2. What is the role of OD interventions in OD process?

3. Compare and contrast the different classifications of OD interventions.

4. Explain the Team Building Process

5. Discuss the process consultation.

II. Experiential Exercises

2. What would you prefer, building a team or groups? Why? 20 points.

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