Organization Development Interventions

What is organization development? Beckhard (1996) defines organization development as an effort program that is widely organized and managed from the top level and uses behavioral science to improve organizational efficiency and health through planned intervention in the organization's "process" (Anderson, 2012, p. 2 page) In today's business world, an organization must be flexible in order to succeed. They are effective organization development (OD) designed to make self-awareness of the organization and its components about how accomplishments are achieved and how individuals and groups are related to one another, Intervention must be implemented.

Organization Development Intervention Organization Development (OD) intervention techniques are methods created by OD experts and others. All interventions can not be used by a single organization or consultant. They use these interventions as necessary or necessary. The most important interventions are: Survey Feedback 2. Process Consulting 3. Sensitivity Training 4. Management Grid 5. Goal Setting and Planning 6. Establishing and Managing Teams according to Goals 7. Changing Work, Organizational Structure, and Participating in the Management Quality Circle, ISO, TQM 1. Investigation feedback: The intervention provides data and information to the administrator. Collect the employee's attitudes about salary levels, structure, working hours, working conditions and relationships and provide results to the senior management team

Over the past decade many new developments have been made at the management, institutional and other levels to improve the performance of development organizations. These include interventions such as comprehensive quality control, redesign, privatization, decentralization and performance management. __________ 1 In the review of development projects, support to organizations and institutions has been categorized as "institutionalisation". Subtle differences between organizations and organizations developed in this book usually do not appear in development projects.

Human resource development is a process, not just a mechanism or a set of technologies. Mechanisms and techniques such as performance evaluation, consultation, training, intervention in organizational development are used to maintain, promote and promote this process. Since there is no limit to this process, it may be necessary to periodically check these mechanisms to determine if these mechanisms are facilitating or preventing the process. Organizations can contribute to this development process by embodying the concept of planning, the allocation of organization resources for this purpose, and the human resource development that respects humanity and promotes its development.