STRUCTURAL

INTERVENTIONS

INTERVENTIONS

OD interventions are plans or programs comprised of

specific activities designed to effect change in some
facet of an organization.

STRUCTURAL INTERVENTIONS

It is called as techno structural interventions. This

class of interventions includes changes in how the
overall work of an organization is divided into units,
who reports to whom, methods of control, the
arrangement of equipment and people, work flow
arrangements and changes in communications and
authority.

Socio Technical System

is largely associated with experiments attempted to create
better fit among the technology, structure and social
interactions of a particular production unit. Premises of
Socio- technical System:-

(1) Effective work system must jointly optimize the

relationship between their social and technical parts.
(2) Such system must effectively manage the boundary
separating and relating them to the environment.

Self-managed teams
A self-managed team has total responsibility for its defined remit. That remit
might be a specific project.
A self-managed team thrives on interacting skill sets, on shared motivation and
shared leadership.
The team is autonomous and its members are responsible to no one but each
other. The teams accountability is based on teams result and not on the
performance of its members. Individual performance is an internal team issue.
It is measured by its results, not the performance of its individual member.
Self-managed teams:
Are more independent than other types of team.
Help to flatten organizational structure.
Eliminate intermediate levels of responsibility and removes the requirement for
middle management.
Favour natural leaders.

Work Design
An arrangement in the workplace that has the objective of overcoming
employee alienation and job dissatisfaction that comes about from mechanical and
repetitive tasks in the workplace.
Work design is used by organizations to boost productivity by
offering employees non- monetary rewards such as satisfaction from a greater sense
of personal achievement.
Various methods of Work Design: Job rotation
Job enlargement
Job enrichment

Re-engineering
Reengineeringthe fundamental rethinking and radical redesign of business
processes to achieve dramatic improvements in performance.
Reengineering transforms how organizations traditionally produce and deliver
goods and services.
Reengineering has been applied to work processes in all sorts of organizations,
especially in diverse global settings.
It typically results in major changes in thinking and work methodsa shift from
specialized jobs, tasks, and structures to integrated processes that deliver value to
customers.

Because reengineering radically alters the status quo, it seeks to produce dramatic
increases in organization performance. Reengineering seeks to leverage the latest
developments in information technology to enable significant change in largescale business processes, such as supply-chain logistics

Parallel Learning Structures

Parallel structures involve employees in resolving ill-defined,
complex problems and build adaptability into organizations.
They provide members with an alternative setting in which to
address problems and to propose innovative solutions free from the
existing, formal organization structure and culture.
Parallel structures facilitate problem solving and change by
providing time and resources for members to think, talk, and act in
completely new ways.
Consequently, norms and procedures for working in parallel
structures tend to be different from those of the formal organization.

Structural Design
This change process concerns the organizations division of
labor how to specialize task performances. Diagnostic guidelines exist to
determine which structure is appropriate for particular organizational
environments, technologies, and conditions.

Organization structure describes how the overall work of the organization is

divided into subunits and how these subunits are coordinated for task
completion.
Based on a contingency perspective shown in the figure, organization
structures should be designed to fit with at least four factors:

Environment
Organization size
Technology
Organization strategy

Faced with accelerating changes in competitive environments and

technologies, however, organizations increasingly have redesigned their
structures into more integrative and flexible forms.

Downsizing
This intervention reduces costs and bureaucracy by decreasing the
size of the organization through personnel layoffs, organization redesign, and
outsourcing.

Downsizing is designed to improve the financial standing of a firm by reducing and

changing the structure of the workforce in order to improve operational results.

Downsizing has become a widely held intervention for organizations looking to

demonstrate flexibility, reduce bureaucratic structure, increase efficiency regarding
decision-making, improve communication and cultivate entrepreneurship .

The decision to downsize is utilized mainly in an effort to achieve cost competitiveness.

An organizations ability to enhance its financial performance can depend greatly on
how the organization chooses to implement downsizing in an effort to create a positive
effect on its financial performance.
Management must recognize and fully address the potential consequences of reputation
for corporate social performance. A firms reputation in the midst of a downsizing effort
can result in dire consequences from which an organization may be unable to recover.

THANK YOU