Provide a brief scenario where it may be preferable to utilize an OD consultant. Then, using both the course materials and your experiences, describe the specific type of OD intervention strategy that may be best utilized in the scenario, along with any impediments and barriers that you foresee.
When the organisation is not able to making profit, is in danger of failing, continously facing a decline in a profitability or performance. In this situation, organisational development (OD) consultant is helps an organisation in recovering the falling situtation by developing a plan to make it healthy and profitable.
Many business need outside help continue or improve their operation.Hence the main role of the OD consultant is to assist the company in determining what its main problem are and what steps shall be taken to cope up with problems and how to manage the resistance to changes.
Following stated points are the strategies of OD intervention strategies.
1.Investing in employees- This point requires the OD consultant to evaluate that the proper investment is has been done by the comapny for the proper satisfaction of the employees. Because when the employees are satisfied by the ethical behevior of the company, then only they will contribute their best towards the profitability of the company.
2.Survey feedback- This is the most popular and widely used method for the data collection.Examining the feedback helps the OD consulltant to identify the problem.
3.Reducing unnecessary competition- It is said that the excess competiion may also harm the performance of the company. Every competition may not require the change. A company should have the culture focused collaboration, and not only acting the every aspect of competition.
4.Training- This is the technique in which employees in group are asked to interact. It helps people understand each other and gan insight so that they feel free and become fearless.
5.Building trust- In order to create change and promote open communication, an organisation must have a culture of mutual trust. Managers cannot expect employees to trust them automatically.